Getting new salespeople up to speed is nobody’s idea of fun. Between endless logins, half-baked training decks, and the “just shadow someone” approach, it’s easy for new hires to get lost. If you’re using Vymo to manage your sales process, you can smooth out a lot of this—but only if you use it right. This guide is for sales managers, team leads, and operations folks who want to get new team members productive without the usual chaos.
Let’s break down a step-by-step process that actually works in the real world, not just on a slide deck.
Step 1: Get Your House in Order Before Day One
Onboarding isn’t just about the new hire. It starts with the setup you do ahead of time. Here’s what to prep:
- User accounts: Make sure their Vymo account is created, assigned to the right team, and has the correct permissions.
- Device and access: Double-check if they’ll use their own phone or get a company device. Vymo is mobile-first, so this matters.
- Data in Vymo: Clean up leads, territories, and tasks. No one wants to inherit a junk pile.
- Welcome docs: Pull together a short “how we use Vymo” cheat sheet. If you leave it to corporate training videos, expect glazed eyes.
Pro tip: Actually log in as a test user and see what they’ll see on day one. Surprises now are way better than surprises later.
Step 2: Walk Them Through the Basics—In Person
The worst way to introduce a new tool is to say, “Here’s your login, figure it out.” Sit down with them (or do a screenshare) and walk through the basics:
- Logging in: Don’t assume they’ll navigate the app store or SSO on their own.
- Profile setup: Photo, contact info, notification settings—get this out of the way.
- Dashboard tour: Show where leads, tasks, and goals live. Point out what’s actually useful.
- Entering a lead: Enter one together. Save the features parade for later.
What works: Short sessions, real-life examples (“Here’s how I check my pipeline on the go”).
What doesn’t: 90-minute monologues on every feature.
Step 3: Connect Vymo to the Real Sales Process
Vymo is only as good as the process it supports. If your team’s workflow is a mess, no app will fix it. Show them how Vymo maps to the way your team actually sells:
- Lead assignment: Explain how leads get routed—automation, round robin, or manager assign.
- Activity tracking: Show what to log (calls, visits, emails) and what to skip. Be honest: not every interaction needs to be tracked.
- Pipeline stages: Walk through your sales funnel as it appears in Vymo. Make sure it matches reality, not just what HQ thinks.
- Goals and reporting: Explain which metrics matter. Most reps care about their number, not the CEO dashboard.
Pitfall to avoid: Forcing people to double-enter data “just in case.” If it’s in Vymo, don’t ask for spreadsheets too.
Step 4: Set Up Real-World Tasks
Learning by doing always beats watching. Assign initial tasks in Vymo that mirror what they’ll actually do:
- Add test leads and move them through the funnel.
- Log a call or meeting with a real or mock client.
- Set a follow-up reminder.
- Review and update their pipeline.
Keep these tasks simple. The goal is to build muscle memory, not overwhelm.
Pro tip: Pair them with a “buddy” who’s already using Vymo well. Not the top rep (they’re busy), but someone patient and practical.
Step 5: Check In Early and Often
Onboarding falls apart when you “set and forget.” For the first couple of weeks:
- Daily check-ins: Quick chats or messages—“How’s Vymo treating you?”
- Spot check activity logs: Not to police, but to catch confusion early.
- Ask for feedback: “What’s confusing? What’s a pain to enter?” Most new hires won’t volunteer this unless you ask.
What works: Fixing little problems before they turn into workarounds and resentment.
What doesn’t: Waiting until the first performance review to find out someone never learned to log meetings.
Step 6: Layer in Advanced Features (But Only If Useful)
Vymo has a pile of features—some are game-changers, some are window dressing. Start with the basics, then add more only if they solve a real pain:
- Route planning: Handy for field reps with a lot of travel, but don’t force it on desk-based teams.
- Sales playbooks: If you have a repeatable process, templates can help. If not, skip for now.
- Integrations (calendar, email, CRM): Set these up only if your team actually uses the connected tools.
- Notifications and nudges: Adjust these so they’re helpful, not spammy.
Don’t fall for the “we need to use every feature” trap. The goal is to make reps’ lives easier, not busier.
Step 7: Review, Reinforce, and Iterate
No onboarding process is perfect. After the first month, take a step back:
- Review usage: Are people actually using Vymo, or just checking boxes?
- Spot patterns: Are certain steps skipped or misunderstood? Fix your process or your training.
- Update your cheat sheet: Add new tips, remove what’s not needed.
- Share wins and fails: If someone finds a shortcut (or a bug), spread the word.
Pro tip: Treat your onboarding like a product—you’re always refining based on feedback and results.
What to Ignore
- Overly complex training materials: Most reps won’t watch a 40-minute video or read a 50-slide deck.
- Mandating every field be filled: Focus on what moves the deal forward, not on “completeness.”
- Fancy dashboards: Unless someone needs them, skip the deep analytics for new hires.
Final Thoughts
Onboarding with Vymo doesn’t need to be a slog. Keep it simple: prep well, teach the basics in person, connect to real work, and skip the fluff. Most importantly, pay attention to what’s actually helping your team close deals—and cut what doesn’t. You’ll save time, avoid headaches, and maybe even make onboarding something people don’t dread. Start small, get feedback, and adjust as you go. That’s really all there is to it.