Build a top-performing sales team FAST. Get the skills, tools, and training strategies to grow top reps and future leaders.
Building a Top-Performing Sales Team [Webinar]
April 10th, 2025
DEVELOP A SUPERSTAR SALES TEAM
What separates your best reps from the rest? And more importantly, how do you develop more of them?
Join us on April 10th at 1 pm EST to find out what it takes to build a top-performing sales team.
You’ll hear firsthand from Factor 8 Founder, Lauren Bailey, and Sr. AE at Allego, Devyn Blume, as they share the skills, tools, and strategies that drive reps to become top performers. Together, they’ll share the key skills revenue and enablement leaders need to develop high-achieving reps and future sales managers.
You’ll learn the critical skills to:
Develop top-performing sales reps
Equip your team with the right tools and training
Train reps on the must-have skills for long-term success
Prepare top reps to become great sales managers
This session is for Revenue & Enablement Leaders who strive to build a high-performing sales team.
Register below!
DEVELOP A SUPERSTAR SALES TEAM
What separates your best reps from the rest? And more importantly, how do you develop more of them?
Join us on April 10th at 1 pm EST to find out what it takes to build a top-performing sales team.
You’ll hear firsthand from Factor 8 Founder, Lauren Bailey, and Sr. AE at Allego, Devyn Blume, as they share the skills, tools, and strategies that drive reps to become top performers. Together, they’ll share the key skills revenue and enablement leaders need to develop high-achieving reps and future sales managers.
You’ll learn the critical skills to:
Develop top-performing sales reps
Equip your team with the right tools and training
Train reps on the must-have skills for long-term success
Prepare top reps to become great sales managers
This session is for Revenue & Enablement Leaders who strive to build a high-performing sales team.
Lauren Bailey, known to many as “LB”, is a sales leader, enablement leader, and entrepreneur and founder of 3 successful brands: Factor 8, providing front-line job training for inside sellers and managers, The Sales Bar, a subscription-based virtual sales training platform, and #GirlsClub, a community and development program helping more women earn leadership positions in sales.
Her mission is to change lives by supercharging people’s careers and helping them love coming to work. When we feel confident and successful at work, everything is better, right? Known on the speaker circuit for her “No B.S.” style and spunk, look for LB to make you laugh, keep things moving quickly, and help you take immediate action with her tactical tips and insights.
Devyn is a Sr. Account Executive at Allego with 8 years of experience in sales, specializing in consultative selling and client relationship management. Throughout her career she has excelled in driving revenue growth, building strong customer partnerships, and leveraging sales technologies to streamline processes.
At Allego, Devyn focuses on delivering innovative sales enablement solutions, helping teams optimize training, onboarding, and content sharing. With expertise spanning multiple industries, she is a trusted advisor to clients seeking to enhance sales performance through technology-driven solutions.
Join Another Webinar
View our live Sales Shot webinar schedule and register for upcoming events below.
Building your sales team development plan and sales training budget for the next year can be daunting. That’s why I’ve compiled tips from my 20+ years in the industry to help make this as painless as possible!
Every year Training Magazine releases its Training Industry report. I read it cover to cover and then pull out some important nuggets of information.
Here are a few that stood out to me:
Training payroll was down 9% last year – Big shock, right? We’re all in this economy together. We all know people who have lost jobs.
Training hours/per employee was down 8% – Makes sense, we have no one left to train the team.
External vendor spending was up 20% – We cut headcount and realized we still needed training so we hired external vendors.
In today’s sales world, training isn’t just important – it’s critical. We’re short on reps but not on quota, low on training and resources, and everyone’s working from home without role models to learn from. And let’s face it, customers expect more while the flood of (terrible) outreach makes it harder to stand out.
A buddy of mine who used to be the head of sales at Outreach said it used to take 5-7 touches to get a prospect talking, and now, it’s more than double. The noise is real, selling is harder, and ramp times are stretching while tenures are shrinking. So, stop skimping on sales training. It’s tough out there, and our teams need every advantage.
Why Sales Team Development is Critical
Another reason not to skip out on sales training is these staggering numbers…
98% of reps would stay indefinitely with a company if they received ongoing development. (Ambition)
Forbes reported that “Development Opportunities” ranks #1 when Millennials are considering companies.
Only 50% of reps feel they get the training they need to be successful (Emblaze)
TIP: If your team offers ongoing training and development, make sure your HR/recruiting team incorporates that into your job postings!
Why We Need to Build Skills Faster
Ramp time is everything. The reality today? We’re training a lot of fresh-out-of-college sellers (or non-college grads), and the timeline isn’t working in our favor. It’s taking them 6 months just to hit quota, and by month 14, most are already heading for the door. Think about that, over half of our reps don’t make it past 14 months. That’s a huge investment in time and money that we’re throwing away.
So, how do we change this? We need to get reps to quota faster, plain and simple. When they hit quota sooner, they stick around longer. I’ve built new hire programs throughout my career, and I can tell you, sales training works:
At IBM, improving our new hire program cut churn by more than 50%
At SAP, our inside sales reps were ramping up faster than the field reps, contributing to a 90% retention rate
At Waste Management, it used to take 6 months for reps to make their first sale, we got them their first sale in a week.
Training is the game-changer. When reps feel that early success, they stay. It’s as simple as that.
Seasoned sales leaders know what it was like when we first started out. We didn’t have hand-holding; we figured it out as we went. We manually dialed phones, pressed the record button ourselves, and learned by trial and error. That mindset makes it easy to underestimate how much help today’s reps need. But the truth is, investing in development fixes so many of the issues we see with our teams: from new hires trying to find their footing, to field reps adjusting to virtual, to the small groups left standing after layoffs.
Bottom line: sales skill-building isn’t just nice to have, it’s the key to retention and performance. Let’s start ramping our reps faster and watch the difference it makes.
Top Sales Skills to Train
Call Goals – Reps need help mapping out each step and knowing exactly what the goal of every call should be to keep deals moving.
Running Online Sales Meetings – Virtual meetings are here to stay, so reps need to know how to run them in a way that’s engaging and keeps prospects hooked.
Demos That Don’t Suck – Let’s be real, most demos are a snoozefest. Reps need a game plan for delivering demos that grab attention and close deals.
Planning for Prospecting – Most reps dread prospecting, but training them to prep smarter helps them work faster and get more done in less time.
What Customers Care About – Reps need to know what makes buyers tick and tailor their approach to what matters most to their audience.
Stopping Deals Going Dark Between Calls – Deals tend to go dark when reps don’t know how to keep the momentum. Reps need strategies to stay top of mind and keep deals alive.
Having Engaging Conversations – Every conversation should build trust and move the deal forward. Reps need the skills to make that happen.
Day/Time Management – Most reps spend way too much time not selling. Training them on day management helps them stay out of the weeds and focused on revenue-driving activities.
Gaining Referrals – Referred customers close faster and stick around longer. Reps should be pros at asking for and leveraging referrals.
Voicemails – Great voicemails can boost callback rates by 3-5x. Reps need to know how to leave ones that get results.
Intros – Reps have only seconds to make an impression. A killer intro is non-negotiable.
Value Props (AKA the Pitch) – Too many reps pitch too soon or miss the mark on value. They need to know how to craft and deliver a value-driven pitch at just the right time.
Only about 30% of companies invest in training for their managers, and it shows: 60% of managers fail out of their role within the first year. Shocking? Maybe not. Here’s why budgeting for manager development is so crucial:
They own every rep
They own every customer
They own every deal
Most companies pour their resources into reps because that’s where they see immediate ROI. But here’s the thing: while you might have 100 reps, only 5-6 managers oversee all those reps, customers, and deals. And these managers are BURNT OUT, nearly 50% according to LinkedIn.
I learned just how tough it is when I ran into an old colleague who’s now a Sales Director. At a wedding, I joked, “Hey, Chris, you must love this virtual work setup, right? No commute!” He sighed and said, “Virtual is great for everyone except sales managers. It’s rough.” And he’s right. I’ve had every job in sales and I now own three companies, sales management was my toughest role yet.
Burnout is real, and we expect our managers to be like Ted Lasso, coaching, motivating, and making magic happen. But here’s the difference: Ted spends hours on the practice field, with a 10:1 practice-to-game ratio. Your managers? They’re lucky if they get a 1:50 ratio, squeezing in 5 hours of daily calls and maybe 1 hour of weekly training. And that’s without factoring in new hires. My friend Dave said it best: “We give them about 3 weeks of systems training, then they practice on customers.” Yikes.
Ted lives on the practice field; your managers are stranded on an island. And they’re coaching teams of entry-level reps who lack business acumen and are terrified of the phone.
Moral of the story: budget for manager training. Give your managers the support, skills, and development they need to thrive. They’re the key to getting your teams to quota.
Building a Better Partnership Between Revenue and Enablement
If you need to partner with enablement or revenue leadership, alignment is key. Early on, I learned that my superpower is the whisperer who can translate between revenue and enablement. That’s why I put together the cheat sheet below. Use it to bridge the gap, get aligned, and make sure you’re speaking the same language to get what you need for your reps and managers.
Training Before Tools: The Conversation We Need to Have with Sales Leaders
When talking to sales leaders, emphasize training before tools. Show them the spend, analyze the processes, and start there. Leaders tend to pull one of three levers when tackling problems: people, process, or tech/tools.
Process is all about consistency—repeating the right things, the same way, over and over.
Tech/Tools focus on efficiency and speed.
People are about quality and skills—that’s where we, as enablement leaders, live.
Here’s the issue: leaders are spending double on AI-based tools compared to training. They’d rather buy a shiny new tool than invest in building their team’s skills. Just look at the average number of tools per rep (5-10) and the flood of automated, AI-generated, subpar emails we all get daily. We’re bypassing quality and going straight to consistency and efficiency.
Reps today come with less experience, fewer skills, and more to learn to meet rising customer demands. They don’t have the fundamental selling and communication skills to truly benefit from AI. We need to sit down with our sales leaders and have this conversation: tools are great, but training is essential.
What to Budget for Sales Training and Development
In general, industry standards say you should budget 1-3% of your total annual budget for employee development. But let’s make it easier: budget 2-5% of your employee’s salary for training. And remember, these numbers cover every industry (from forklift drivers to CEOs).
For your sales training budget, we need to be on the higher side—expect sales training cost to be around 3-6% of your reps’ salaries.
Here’s the quick math:
Average Sales OTE Salary = $90K x 3% = $2,700 per rep
Average Sales OTE Salary = $90K x 4% = $3,600 per rep
Average Sales OTE Salary = $90K x 5% = $4,500 per rep
(That’s about $50 for every $1K of salary)
Overall Internal Training Budget
If you’re new to training or enablement budgets, here’s what to ask for based on your company size:
Large company average training budget: $16M
Medium company average training budget: $1.5M
Small company average training budget: $500,000
This is your total training budget, not just for external spend. For external training, most companies spend 10-15% of their total budget.
External Sales Training Budget
Here’s a quick look at what companies are spending on external sales training vendors:
Large companies: $1.2M
Midsize companies: $120,000
Small companies: $75,000
Top External Spends
12% on management training
11% on onboarding
7% on sales training
Other spending usually covers tools, learning management systems, and instructional design.
Top Challenges for Training and Enablement Leaders
Lack of resources
Low learning engagement (cue gamification!)
Sales Training Budgeting Tips
Make It an Annual Line Item. You’ve got a budget for recruiting and tools, so why not training? Your managers need this to keep their teams engaged.
No Budget? Get Creative. Re-route spiff funds or tap into your tools budget. I know sales leaders who took a rep headcount and turned it into a coach/trainer role, making every rep better—and they saw higher ROI.
Budget MORE. If any of the following apply to you, plan to budget 1.5-3x:
Major GTM, strategy, or channel change (e.g., going virtual)
Big competition, industry, or product change
No training in over a year
Teams have gone hybrid or remote
Increased or new goals
Hire a Development Resource. If you’re a startup wondering when to hire a trainer, aim for when you have 25-50 employees.
Remember, Good Training Takes Time. It can take someone at the manager or director level 6-18 months to build a solid onboarding program (consider outsourcing for sales, systems, etc.).
How to Get Approval for Your Sales Training Budget
If you want to secure budget for sales training, the key is to show ROI or projected ROI. Here are some powerful stats to back you up:
2x Profit per Employee – Companies that prioritize training see double the profit per employee compared to those that don’t (HR Magazine).
2x Income per Employee – Companies that offer thorough training earn double the income per employee compared to those that skimp on training (ATD).
50% Faster Time to Quota – Good training can slash onboarding time to quota by 50% (Training Magazine).
63% Improvement in Manager Performance – Teams with managers who receive development see an average of 63% performance improvement (CSO Insights).
353% Sales Training ROI – Sales training delivers an impressive 353% ROI (Highspot, NH University).
Use these stats to build your case, and don’t forget to show how investing in training impacts the bottom line, whether that’s shortening ramp time, boosting rep performance, or improving retention.
Maximizing Your Sales Training ROI
If you’re investing in sales training, make sure you’re squeezing every drop of ROI out of it. Here’s how:
Go Beyond New Hire Training – A lot of places crush it with new hire training but stop there, which means reps are out there struggling and figuring it out solo. Space it out! Even if you have limited training time, don’t pack it all upfront.
Train Managers First – This is huge. Why? Because better-trained managers mean better interactions with reps. Remember, reps join companies but leave bosses. When managers understand what good training looks like, they engage more, coach better, and partner with you to drive development.
Get Custom – Find the sweet spot between speed and personalization. Off-the-shelf training is fast, but built-from-scratch takes too long. Go for custom solutions that let you tailor without sacrificing speed.
Slow Your Roll – You can’t pour everything into their heads at once. Just-in-time training is key. Trim down your new hire program, so reps don’t feel overwhelmed. Bring them back for more at months 1, 2, and beyond. This keeps them confident and builds skills over time.
Most companies are training internally for only 4-5 hours a month, and that number has dipped from 5 to closer to 4 over the past year.
NOT Just Company/Product Training – Product and systems training isn’t enough. Focus on tactical skills that help reps build their careers.
Professional Trainer or Curriculum – Don’t keep it all in-house. Bringing in a pro adds credibility and expertise.
Training AND Coaching – Know the difference and make sure both reps and managers are part of it. Training is learning new skills; coaching is applying and reinforcing them.
Learners Love Certifications – Give them something to show off and add to their LinkedIn. It makes them proud and keeps them engaged.
Go Beyond the Classroom – Spice it up with huddles, meetings, and contests. Make it fun!
Involve Your Leaders – Manager buy-in is crucial for making training stick. When leaders are part of new hire training, onboarding, and coaching, reps take it more seriously.
Make It Easy for Leaders to Coach – Fast and simple is key. That’s why we built The Sales Bar at Factor 8. Managers who spend their weekends creating training content don’t have the bandwidth. They’re already juggling too much, and half of them are burnt out.
LinkedIn Learning (Alone) Doesn’t Count – Watching videos isn’t training; it’s edutainment. People forget 50% of what they hear by the end of the day and 90% by the end of the week. True training requires practice, application, and reinforcement to make skills stick.
Smart Spends vs. Money Wasters
Before you drop money on sales training, make sure it’s going to the right places:
Where to Spend Your Money:
Customization – If you’re using an external training company, check how much they customize. Have them show you what’s tailored and how.
Measure Baselines First – Always know your starting point to prove ROI. This protects your budget. If managers aren’t giving you data, go straight to Ops.
Ongoing Reinforcement vs. Events – One-time events create a short buzz, but everyone reverts back afterward. Invest in long-term partnerships to keep training from becoming just a “flavor of the month.”
Manager Training – Managers are key to keeping rep skills alive, but they need to be trained on how to do that effectively.
On-Demand Tools – Make it easy for managers with tools like coaching guides and activities.
Live Interactive Sessions – eLearning can be boring when it’s just talking heads. Make it engaging with real interactions, live call reviews, and fun elements to keep energy high.
Where Not to Waste Your Money:
Not Involving Managers – Manager buy-in is essential to make sure they reinforce what reps learn.
Managers Owning All Training – Most managers aren’t great trainers (I know because I was one!). It’s not their core skill, so don’t leave training entirely to them.
Talking Head Video e-Learning – Videos alone don’t change behavior. You can’t just tell someone what to do and expect it to stick.
One-Stop eLearning Libraries – More content doesn’t mean better content. Massive libraries may seem like a bargain, but they often lack impact.
SKO Training – SKOs are great (I’m here for the speaking gigs!), but they’re mostly edutainment. They inspire and motivate, but real training? Minimal. Use SKOs for hype, not skill-building.
Training Before Changing Expectations – If you haven’t adjusted expectations, comp plans, rewards, or systems that might block behavior change, you’re throwing money away.
Virtual Sales Training Checklist
If you’re investing in virtual training specifically, make sure it checks these boxes for maximum effectiveness:
Interactive – Get Hands Dirty Every 5 Slides Don’t let your training turn into a snooze-fest. Make sure there’s interaction at least every 5 slides. Whether it’s a poll, a Q&A, or a quick discussion, keep it engaging. Videos alone don’t cut it—videos are not training!
Micro – Nothing Over 20 Minutes Break it down into bite-sized pieces. Reps lose focus with long, drawn-out sessions. Keep each module under 20 minutes to ensure attention stays sharp and retention stays high.
Mid-Level Bloom’s Testing – Scenario-Based Interactions Test more than just knowledge. Use interactions that challenge reps to apply what they’re learning. Scenario-based questions are perfect for this—they show how well reps can use their skills in real-world situations.
Multi-Modal – Engage All the Senses Use a variety of formats to keep reps interested and involved. Incorporate call samples for listening, scripts and templates for reading, and hands-on practice for doing. This multi-modal approach ensures reps learn through different channels and retain more.
Fun & Casual – Make it Entertaining Training doesn’t need to be serious 24/7. Add some humor, informality, and competition to the mix. Gamification, leaderboards, or friendly contests make training more enjoyable and motivate reps to stay engaged.
Involve Managers – Provide Toolkits and Tailored Paths Your managers need to be part of the training process. Equip them with toolkits and separate training paths to help them reinforce what reps are learning. Include live sessions that focus on coaching and skill reinforcement. And don’t forget success measurements—tracking progress helps keep everyone accountable and shows the impact of the training.
Crafting a sales team development plan and a sales training budget is no small task, but with the right approach, it can unlock your team’s potential and set them up for success in the year ahead. Ready to take the next step? Let us help you create a winning plan and budget! Schedule a call with us today to get started!
Is sales training included in your budget?
Contact us today to learn about our customizable virtual sales training programs available for reps (and managers).
Master Your Sales Team Development and Sales Training Budget
[Video Recording]
5+ Tips to Build Your Sales Training Plan & Budget
Let’s plan for a brighter future for our revenue enablement teams and our sales teams! If you own sales enablement, you won’t want to miss this fast, tactical, and clear advice session with Factor 8 Founder Lauren Bailey.
We’ve collected everything you need for sales training budgeting and sales team development planning. You’ll walk away with 5+ straightforward tips and actions from the pros to help you align with your revenue team faster and better.
You’ll get access to spending benchmarks, phrases that get sales leaders’ attention, tips on what to measure for sales training ROI, tips to engage sales managers, which skills should be included in your sales training plan, and more!
Watch the video replay!
5+ Tips to Build Your Sales Training Plan & Budget
Let’s plan for a brighter future for our revenue enablement teams and our sales teams! If you own sales enablement, you won’t want to miss this fast, tactical, and clear advice session with Factor 8 Founder Lauren Bailey.
We’ve collected everything you need for sales training budgeting and sales team development planning. You’ll walk away with 5+ straightforward tips and actions from the pros to help you align with your revenue team faster and better.
You’ll get access to spending benchmarks, phrases that get sales leaders’ attention, tips on what to measure for sales training ROI, tips to engage sales managers, which skills should be included in your sales training plan, and more!
Employee development is more critical than ever as our incoming sales reps have less experience and fewer skills, yet our customer expectations and the technology we’re required to master are on the rise.
The best practice is to budget for sales training each year alongside your normal recruiting and tech line items. Now more than ever, “Training is something you do, not something you did.”
Don’t be one of the sales leaders who wait for a budget surplus, a BHAG goal, or a massive GTM shift to train. Today’s generations prioritize career developmentABOVE their paychecks.
So hats off, leader! You’re ahead of the game by searching for annual sales training budget amounts in this blog.
Why Budget for Sales Training?
Because many of us slashed or froze headcount and training budgets in 2023 and 2024, we recommend that planning for 2025 should be based on 2022 budgets. Before the economic uncertainty, we saw organizations spending more on employee development. This was driven by increasing customer expectations, shrinking pools of available talent, and a resounding demand by the employee base.
In 2022, the average company budgeted approximately $1200/per employeefor professional development annually – up about 14% over the previous year. Keep in mind, that this average number is for all employees – from forklift driver to CEO. Not a surprise, but services and manufacturing industries reported the largest budget increases, whereas government, education, and nonprofits largely stayed the same or decreased.
Growing customer demands = growing training demands.
We expect to see these numbers come down in the 2024 Training Industry Report with the widespread layoffs, but we anticipate a resounding rebound in 2025 for two reasons:
Sales leaders saw the evidence of their untrained workforces in 2023 and 2024. Our time to ramp to quota is still longer than pre-pandemic (or non-remote) days, and the majority of sellers missed quota – even after trimming the fat. The statistics vary by resource, but in 2023 approximately 50% of sellers hit quota vs. the normal average of approximately 70%.
The pendulum is shifting back to quality conversations over a cadenced quantity of messages. Many believe we’ve come as far as we can with the written cadence, and all evidence now points to the need to refresh and improve the human interaction between prospect and seller. This is underlined by the overwhelming feedback that sellers today lack phone confidence and business conversation skills – two attributes we can’t solve with technology alone.
How Much Does Sales Training Cost?
Average spend on annual training per FTE is 1-3% of the total annual budget or 2-5% of the salary budget. That’s about $50.00 per $1000 of salary. If your team is new, only remote, shifting, or hasn’t had hands-on sales development for six months, aim slightly above average:
Six percent of salary = $60.00 per $1000 of salary
Remember, the benchmark is an average across all industries and employee types – landscapers, fast food workers, and CPAs. If customer experience and loyalty are critical to you, go higher. And, if your industry is complex or your product is early in the lifecycle, go higher. If you’re competing like mad for talent, go higher.
One source says sales jobs average 20% higher than the industry average, meaning 6-7% of their salary.
At Factor 8, our per-employee costs (for under 1000 employee companies) to outsource one year of sales development(onboarding to upskilling) comes in at the middle of this budget range – depending on services and other factors – again validating the research.
How Often Should You Train Your Sales Team?
In 2022, the average organization provided about 5 hours of training per month or a total of 64 hours a year. If you haven’t trained since new hire onboarding, you’re lagging well behind average. This number is up since 2021 when we averaged 4 hours a month.
We theorize that this increase is driven by two sources: Remote workers and ineffective remote training.
With most of our teams still working remotely or hybrid, we are hit from two sides when it comes to learning:
We’re missing the “OTJ” passive shadowing opportunities of overhearing our peers.
The ineffectiveness of remote training as compared to in-person. “Zoom fatigue” is real and an unengaged learner does not make big behavior changes (kind of like an unengaged buyer).
Factor 8, provides sales training for virtual sellers and sales managers and we do so both in-person and virtually. I can tell you firsthand that it is taking us more remote sessions to get our normal increases in connection and conversion rate results we normally see in just a few hours when onsite.
By the way, like the last ten years, most companies are increasing budgets for manager training the most (although this group still typically falls underneath “onboarding” as the training department’s top priority).
If your enablement department isn’t prioritizing the development of your sales management team, consider allocating your budget to outsourcing this critical training.
How Many Sales Trainers Do You Need?
Most companies under 1000 learners employ 1 trainer for every 80-100 learners. The exception to this rule is for start-ups where we recommend budgeting for the headcount at around 50 learners if you’re on the way up.
When beginning an enablement effort, your team literally has everything to build. Digital selling skills can be outsourced, as can some systems training, but the product, services, process, and customer acumen training has to come from within. Remember, for every hour in the classroom, there’s someone spending between 3-10 hours creating that learning interaction (and please don’t get me started on the difference between training and telling! 😉)
If you’re in build mode, I recommend a management to director-level staffer and 1 year of time before your onboarding program begins to produce reps hitting quota in industry average timelines (around 6 months, depending on role).
More great news, the American Society for Training and Development cites companies who invest in training their people achieve a 24% higher profit margin compared to those who don’t invest.
It’s much more expensive to recruit and replace (on average 200% – 600% of salary vs. 6% – 7%).
Justification and Benefits of Sales Training
Here’s some great research to help you justify the spend:
Both HR Magazine and ATD sites double the profit per employee that prioritizes training (priority = double the spend of not a priority). In fact, companies who invest a minimum of just $1500/employee will see 24% higher profits.
CSO Insights proved a 63% average improvement across teams where the manager was getting development (that’s average you guys…what would happen with an 85% increase on entire TEAMS?)
Again, I can validate these findings. Over twelve years of partnering with BDR, AE, AM, and management teams across thousands of companies, we’ve seen lifts from 30-300%, with a huge percent of teams paying for the training before it’s even over with increased leads, pipeline, close rate, etc.
If you need an ROI model to get the spend, I recommend showing a 15% lift over about 90 days post-training if you’re still doing event-based training.
You can expect bigger spikes with face-to-face training, but longer-sustained skills with a long-term blended approach. Overall, if you can’t show at least a 5-10% lift, it probably isn’t worth the investment.
Not sure it will work? Do it anyway and measure the results. Remember this?
IBM recently shared that employees who feel they cannot develop in the company and fulfill career goals are 12X more likely to leave.
Truth is, sales reps know less than they did 10 years ago and our customers expect more. If you haven’t added a development line item by now, you’re in trouble. If you haven’t increased it in the past five years, it’s time.
And, if it’s been more than a year since you provided training, increase your number.
Need help building your sales training & development plan?
Click here to watch our session on “How To Build Your Training & Development Plan” to learn what industry spend is for sales training, the critical skills you need for every sales role, how to partner with your sales training organization, and more!
Is sales training included in your budget?
Contact us today to learn about our customizable virtual sales training programs available for reps (and managers).
10+ Strategies to Show Revenue Enablement & Sales Training ROI
[Video Recording]
Unlock Proven Revenue Enablement & Sales Training ROI Strategies
Let’s be real, sales enablement is under fire today. Teams are getting leaner, every dollar needs to show its worth, and we’ve got to align our activities directly to performance. In this webinar, we’re tackling these challenges head-on.
You’ll learn:
How to transform enablement into a revenue powerhouse (not just a cost center)
The secret sauce to measuring revenue enablement & sales training ROI
Ways to partner effectively with revenue teams to drive top results
The leading and lagging indicators to watch out for
How to maximize your sales training investment
Join our very own Lauren Bailey, Founder of Factor 8, and Deniz Olcay, VP of Marketing at Allego, as they dive deep into best practices for maximizing your sales enablement/training investments. Learn how to measure ROI like a pro and spot the key indicators that make all the difference.
Lauren and Deniz, both seasoned enablement and sales leaders, will share real-life stories and actionable tips from their careers and their work with thousands of companies worldwide.
Watch the video replay!
Unlock Proven Revenue Enablement & Sales Training ROI Strategies
Let’s be real, sales enablement is under fire today. Teams are getting leaner, every dollar needs to show its worth, and we’ve got to align our activities directly to performance. In this webinar, we’re tackling these challenges head-on.
You’ll learn:
How to transform enablement into a revenue powerhouse (not just a cost center)
The secret sauce to measuring revenue enablement & sales training ROI
Ways to partner effectively with revenue teams to drive top results
The leading and lagging indicators to watch out for
How to maximize your sales training investment
Join our very own Lauren Bailey, Founder of Factor 8, and Deniz Olcay, VP of Marketing at Allego, as they dive deep into best practices for maximizing your sales enablement/training investments. Learn how to measure ROI like a pro and spot the key indicators that make all the difference.
Lauren and Deniz, both seasoned enablement and sales leaders, will share real-life stories and actionable tips from their careers and their work with thousands of companies worldwide.
Lauren Bailey, known to many as “LB”, is a sales leader, enablement leader, and entrepreneur and founder of 3 successful brands: Factor 8, providing front-line job training for inside sellers and managers, The Sales Bar, a subscription-based virtual sales training platform, and #GirlsClub, a community and development program helping more women earn leadership positions in sales.
Her mission is to change lives by supercharging people’s careers and helping them love coming to work. When we feel confident and successful at work, everything is better, right? Known on the speaker circuit for her “No B.S.” style and spunk, look for LB to make you laugh, keep things moving quickly, and help you take immediate action with her tactical tips and insights.
Deniz has had a sales-centric background from the start, including working in the sales training industry at RAIN Group where he was directly responsible for creating learning programs to help sellers sell more effectively.
In his previous role at Dun & Bradstreet (D&B) he was the VP of Product Marketing, managing a portfolio of 12+ products representing over $650M in annual revenue. He played a pivotal role in training a 500+ person sales team and is intimately familiar with the challenges of arming sellers with the knowledge and tools to be successful in selling virtually.
Join Another Webinar
View our live Sales Shot webinar schedule and register for upcoming events below.
Let’s be real, sales enablement is under fire today. Teams are becoming leaner, budgets require measurable outcomes, and activities need to be tied to performance. In this webinar, we’ll take these challenges head-on.
You’ll learn how to:
Turn enablement into a revenue driver, not a cost center
Partner with revenue teams to drive the most success
Measure what matters
Sales enablement ROI strategies
Join Lauren Bailey, Founder of Factor 8, and Deniz Olcay, VP of Marketing at Allego, as they also dive deeper into best practices for maximizing your training investments, including measuring ROI and identifying leading and lagging indicators to be on the lookout for.
Lauren and Deniz, former enablement and sales leaders, will share real stories and actionable tips from their own careers and their work with thousands of companies across the globe.
Watch the video replay!
STRATEGIES TO SHOW ROI IN SALES ENABLEMENT
Let’s be real, sales enablement is under fire today. Teams are becoming leaner, budgets require measurable outcomes, and activities need to be tied to performance. In this webinar, we’ll take these challenges head-on.
You’ll learn how to:
Turn enablement into a revenue driver, not a cost center
Partner with revenue teams to drive the most success
Measure what matters
Sales enablement ROI strategies
Join Lauren Bailey, Founder of Factor 8, and Deniz Olcay, VP of Marketing at Allego, as they also dive deeper into best practices for maximizing your training investments, including measuring ROI and identifying leading and lagging indicators to be on the lookout for.
Lauren and Deniz, former enablement and sales leaders, will share real stories and actionable tips from their own careers and their work with thousands of companies across the globe.
How To Get Results From Training And Enablement Departments
[Checklist]
Tips for a Successful Partnership with Sales Enablement
Our handy checklist will ensure seamless collaboration between your sales training/enablement and sales leadership teams. Download today and empower both teams with strategies proven to drive performance and results.
You’ll get:
8 tips for sales leadership to work better with enablement, like giving examples of the root cause and desired outcome, dedicating more time to build training, prioritizing post-training reinforcement, and more!
8 tips for enablement to work cohesively with leadership, like keeping meetings short, focusing on results and metrics, setting realistic expectations, and more
By following these tips, sales leaders and enablement pros can bridge communication gaps and align their goals for superior outcomes. You’re well on your way to fostering a stronger partnership and driving sales success!
Download Guide
Tips for a Successful Partnership with Sales Enablement
Our handy checklist will ensure seamless collaboration between your sales training/enablement and sales leadership teams. Download today and empower both teams with strategies proven to drive performance and results.
You’ll get:
8 tips for sales leadership to work better with enablement, like giving examples of the root cause and desired outcome, dedicating more time to build training, prioritizing post-training reinforcement, and more!
8 tips for enablement to work cohesively with leadership, like keeping meetings short, focusing on results and metrics, setting realistic expectations, and more
By following these tips, sales leaders and enablement pros can bridge communication gaps and align their goals for superior outcomes. You’re well on your way to fostering a stronger partnership and driving sales success!
Tips for a Successful Partnership with Sales Leadership
Our handy checklist will ensure seamless collaboration between your sales training/enablement and sales leadership teams. Download today and empower both teams with strategies proven to drive performance and results.
You’ll get:
8 tips for enablement to work cohesively with leadership, like keeping meetings short, focusing on results and metrics, setting realistic expectations, and more
8 tips for sales leadership to work better with enablement, like giving examples of the root cause and desired outcome, dedicating more time to build training, prioritizing post-training reinforcement, and more!
By following these tips, sales leaders and enablement pros can bridge communication gaps and align their goals for superior outcomes. You’re well on your way to fostering a stronger partnership and driving sales success!
Download Guide
Tips for a Successful Partnership with Sales Leadership
Our handy checklist will ensure seamless collaboration between your sales training/enablement and sales leadership teams. Download today and empower both teams with strategies proven to drive performance and results.
You’ll get:
8 tips for enablement to work cohesively with leadership, like keeping meetings short, focusing on results and metrics, setting realistic expectations, and more
8 tips for sales leadership to work better with enablement, like giving examples of the root cause and desired outcome, dedicating more time to build training, prioritizing post-training reinforcement, and more!
By following these tips, sales leaders and enablement pros can bridge communication gaps and align their goals for superior outcomes. You’re well on your way to fostering a stronger partnership and driving sales success!
Choosing the right sales training partner is critical to your team’s success and growth. This comprehensive checklist will guide you through the essential considerations to ensure you select the best partner for your training needs.
We’ll share:
When you know it’s time to outsource sales training
What to budget for sales training
Why you need to partner with a sales training vendor
A checklist to use when evaluating sales training partners
What to expect when you invest in sales training
Ensure your investment in sales training delivers tangible results. Download our free sales training partner checklist now to start evaluating potential training partners with confidence.
Download Guide
Your Guide for Evaluating Sales Training Partners
Choosing the right sales training partner is critical to your team’s success and growth. This comprehensive checklist will guide you through the essential considerations to ensure you select the best partner for your training needs.
We’ll share:
When you know it’s time to outsource sales training
What to budget for sales training
Why you need to partner with a sales training vendor
A checklist to use when evaluating sales training partners
What to expect when you invest in sales training
Ensure your investment in sales training delivers tangible results. Download our free sales training partner checklist now to start evaluating potential training partners with confidence.
Discover how to effectively train your sales reps and managers when you’ve got little to no budget. This guide is filled with free sales training resources and provides actionable strategies to enhance team skills and drive performance without spending a dime.
We’ll share:
How to foster a shared focus and accelerate skill adoption
Tips for extending the impact of free webinars
The importance of discussing skill application, sharing insights, and practicing new skills
Why you need manager buy-in for success
Tips for ongoing learning through challenges, role-plays, and focused coaching
Don’t miss out on this opportunity to revolutionize your team’s development. Download your free guide now and start building a stronger, more skilled team today.
Download Guide
Free Sales Training Resources and Tips
Discover how to effectively train your sales reps and managers when you’ve got little to no budget. This guide is filled with free sales training resources and provides actionable strategies to enhance team skills and drive performance without spending a dime.
We’ll share:
How to foster a shared focus and accelerate skill adoption
Tips for extending the impact of free webinars
The importance of discussing skill application, sharing insights, and practicing new skills
Why you need manager buy-in for success
Tips for ongoing learning through challenges, role-plays, and focused coaching
Don’t miss out on this opportunity to revolutionize your team’s development. Download your free guide now and start building a stronger, more skilled team today.
