We believe in setting our team up for success through comprehensive training from day one. Our sales team at Unique Wood Floors works closely together, so we want them to have the same training and understanding of the business, but we recognize that everyone comes from different backgrounds, so we developed an eight-week training program. From hands-on experience to in-depth product knowledge, our approach equips new sales associates with the skills they need to succeed. Here’s our eight-week sales training program for new hires:
Week one sets the stage. New hires receive a complete orientation of the business and learn how the sales department interacts with other departments. We have new hires shadow another member of the sales team so they can see how we operate and slowly start to help clients choose their floors. We show employees how to do day-to-day functions, such as writing estimates and checkout forms, and using the inventory tracker. We also present an overview of our best-selling products and their prices. By the end of week one, we hope trainees have a general understanding of our products and systems.
In week two, we move toward hands-on execution of the things from the previous week. They start writing estimates, processing invoices and setting up deliveries. They also learn more about brands and distributors we order from, and the strengths and weaknesses of each brand we carry. There are several stores within a 30-mile radius where customers could purchase floors, so we want our employees to understand why our products and our service make us stand out.
By the time we hit week three, we want new hires to have all the knowledge needed to succeed, so this week is when we work on execution with live practice. They sell items, help customers with common questions, write more complex estimates and role‑play sales scenarios with our vice president, Andrew Zheng, acting as a customer.
Once all the basics are down, by week four, we try to customize the training. The goal is to recognize their weaknesses and make up for them with their strengths. By this week, new hires tackle more advanced tasks and get some hands-on learning. We’ve had employees follow the project manager to a site to experience the installation process, handle customer complaints and go over how to respond, and handle a return order and process that paperwork.
Weeks five through eight, we have employees complete the NWFA Certified Sales Advisor program. We also invite vendors and manufacturers to our showrooms to train sales members on the products they carry. Our commitment to education doesn’t stop after onboarding. We understand that being a qualified sales associate takes continuing education. Because of this, we often participate in industry training programs and take the team to trade shows to keep them up-to-date on new products.
