A new rep starts on Monday. By Friday they have shadowed three different people, heard three different pitches, and still are not sure what good looks like.
Training depends on whoever is free that week. There is no written pitch, no objection guide, and no first-week plan. Reps are sent onto live doors to learn. Managers answer the same questions again and again, and the best reps cannot explain what they do. New hires guess, and the ones who guess wrong leave.
Most field sales teams grew by hiring people who could sell, not by building a way to teach selling. The knowledge sits in the heads of the top reps and managers. With no written path, every new rep gets a different version of the job, and the owner pays for it in slow ramp-up and early quits.
Try it: ramp-up readiness check
Tap what is true today. Be honest. Nothing is saved or sent.
0 of 8 in place
Tap what is true to see where to start.
1. Define the first week
A day-by-day plan from the first morning to the first solo shift.2. Write down what top reps do
The pitch, the common objections, and the answers that work, in plain words.3. Set what ready means
A short checklist that tells a manager when a rep can work alone.4. Check progress weekly
A simple view of where each new rep stands, so problems show up early.You can build a real onboarding path in a few days without buying anything.
1. Capture what your best rep does
Spend a day with them and write down what they actually say and do at the door, in their words.2. Turn it into a one-page pitch
Include the opener, the main points, and the five objections you hear most with the answers that work.3. Build the first week
Plan each day: what to learn, who to shadow, and what to practice before going out alone.4. Define ready to work alone
Pick three or four things a manager can observe, such as delivering the pitch and handling two objections.5. Check progress weekly
A short note per rep: where they are, what is blocking them, what happens next.First-week plan skeleton
Day 1: Welcome, tools, read the pitch, observe a full shift.
Day 2: Practice the pitch out loud, then observe again.
Day 3: Lead the pitch with a manager present.
Day 4: Work with a partner, handle objections, record results.
Day 5: Review the week together and decide if the rep is ready to work alone.
JG looks at how new reps are brought on today, then builds the written path, the checklists, and the progress view that make onboarding the same for every hire. The goal is reps who ramp up on a plan, not on luck.
Answer 15 short questions. See your score and your weakest spot.