As organizations scale their sales operations, building an effective Sales Development Representative (SDR) team becomes a top priority. SDRs are the frontline of customer acquisition, responsible for identifying leads, qualifying prospects, and setting the stage for successful conversions. However, scaling an SDR team isn’t as simple as hiring more people. It requires a strategic approach to onboarding and training that ensures every new rep is set up for success from day one.
Why SDR Training and Onboarding Matter
Growth comes with challenges—especially when trying to replicate success across a larger team. Without a structured onboarding program and ongoing training, organizations risk inconsistency in messaging, poor prospect engagement, and low conversion rates. Proper onboarding ensures SDRs understand the product, the sales process, and the company’s goals, while continual training reinforces skills and keeps performance sharp.
Best Practices for SDR Onboarding and Training
1. Standardize the Onboarding Process
Consistency is key. Develop a comprehensive onboarding playbook that includes:
- Company and product overviews
- Ideal customer profiles and buyer personas
- Sales tools and CRM training
- Detailed explanation of SDR responsibilities and KPIs
This ensures every new hire receives the same foundational knowledge, regardless of who is leading the onboarding process.
2. Use Role-Playing and Call Reviews
Hands-on practice helps SDRs become confident more quickly. Conduct regular role-playing exercises to simulate sales calls and objection-handling scenarios. Additionally, reviewing recorded calls can help new reps understand what effective outreach sounds like and learn from both successful and underperforming interactions.
3. Leverage Mentorship and Peer Coaching
Pair new SDRs with experienced peers who can offer guidance, answer questions, and provide feedback. This peer mentorship encourages collaboration and can accelerate the learning curve for new team members.
4. Implement a 30-60-90 Day Ramp-Up Plan
Outline expectations for the first three months with clear milestones and objectives, such as:
- 30 Days: Completion of onboarding modules and shadowing
- 60 Days: Begin conducting calls and sending outbound emails independently
- 90 Days: Full SDR responsibilities and KPI tracking
This structure helps SDRs focus on achievable goals while gradually increasing responsibilities over time.
5. Provide Continuous Learning Opportunities
The best SDRs continue to grow. Offer ongoing training sessions on topics like:
- Advanced objection handling
- Time management and productivity
- Industry-specific knowledge and trends
Encourage a growth mindset by providing access to online courses, webinars, and internal knowledge bases.
6. Track Performance and Use Data to Improve
Establish KPIs early and track progress regularly. Metrics like call volume, conversion rates, and meeting bookings can help managers identify performance gaps and tailor coaching accordingly. Don’t forget to collect feedback from SDRs to refine the onboarding process over time.
Conclusion
Scaling an SDR team requires more than just increasing headcount. It’s about building a system that supports learning, accountability, and growth. With standardized onboarding processes, active mentorship, and a commitment to ongoing training, companies can empower their SDRs to perform at their best—no matter how quickly the team scales. Investing in the right foundation will pay off in higher conversion rates, better pipeline quality, and stronger revenue growth in the long term.
FAQ
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Q: How long should SDR onboarding last?
A: Typically, SDR onboarding lasts 30-90 days, depending on the complexity of the role and product. A structured 30-60-90 day plan works best for setting expectations and measuring progress. -
Q: What tools should be used in SDR training?
A: CRM systems (like Salesforce), sales engagement platforms (like Outreach or Salesloft), and call recording tools (like Gong or Chorus) are essential. Learning management systems can also streamline training content delivery. -
Q: How often should SDRs receive ongoing training?
A: Ongoing training should occur at least monthly, with more frequent sessions during the ramp-up period. Continuous learning helps SDRs adapt to new messaging, tools, and market dynamics. -
Q: Should new SDRs shadow experienced reps?
A: Yes, shadowing is a valuable part of onboarding. It helps new SDRs understand real-world scenarios and accelerates their learning by observing effective techniques in action.
