New SDRs and BDRs take too long to put their knowledge into practice

Training is complete and product knowledge is in place. Yet preparation, customer conversations, CRM and handovers still require considerable support.

First explore where the transition from knowledge to independent application is getting stuck, before choosing more training, practice or support.

From an initial signal to the right approach

  1. Signal

    Activity, conversion or independence stands out.

  2. Look at the work

    Preparation, conversations, CRM, handovers.

  3. Explore further

    Where is application getting stuck and what has already been tried?

  4. Identify the focus

    Knowledge, conversations, working rhythm, CRM or support.

  5. Choose the intervention

    Training, practice, coaching or enablement.

  6. Apply and follow up

    Observe again in real work.

What you see in practice

Knowledge remains theoretical

Product knowledge is in place, but is not yet readily connected to customer questions and real conversations.

Follow-up needs corrective work

CRM notes and handovers lack context, agreements or clear next steps.

Support is still needed

The same requests for help recur, and it is not always clear who observes, gives feedback and follows up.

What is not properly established at the start resurfaces later in conversations, CRM, handovers and manager support.

Why more information does not automatically help

New team members need to know the product, but also learn which accounts and contacts are relevant, what context to research beforehand and which hypotheses to test in conversation.

Knowledge and context

Does the individual understand the target audience and connect product knowledge to customer questions?

Practice and support

Can the individual practise, receive feedback and learn to apply knowledge with clear support?

CRM and handovers

Are customer context, unknowns, agreements and next steps recorded so that a colleague can take the conversation forward?

How do you determine what is really needed?

Data can show that something is falling behind without explaining why.

Observations can show that something is not working in practice without immediately revealing the scale of its effect.

Unclear account selection

→ explore targeting and preparation

Discovery stays superficial

→ review a conversation and practise follow-up questions

CRM lacks context

→ look at recording information and handovers

Activity is genuinely too low

→ only then adjust the activity rhythm

Data shows where to look. Observation shows what happens. Deeper exploration clarifies what really needs attention.

What better onboarding should deliver

  • Earlier application — New team members use product knowledge sooner, with support, in preparation and real conversations.
  • Shorter learning cycles — Practice, application, review and another attempt follow each other more quickly.
  • Useful CRM handovers — CRM is more than administration. Record customer context, unknowns, agreements and next steps so that a colleague can continue the conversation without starting again.
  • Clear support — The manager and Enablement know who observes, gives feedback and follows up.
  • Greater independence, step by step — Each task reveals what someone can do independently and where support is still needed.

Office, hybrid and remote work need different forms of support

In the office, some learning and feedback happen naturally through listening in, quick discussions and immediate conversation reviews. In hybrid and remote teams, observation, practice, feedback and handovers need to be organised more deliberately. Development needs may be the same, but the way support is provided differs.

In hybrid and remote onboarding, it becomes especially important to agree explicitly:

  • when someone can listen in or review calls;
  • when practice and feedback take place;
  • who is available for questions;
  • how CRM and handovers are used to preserve context.

Observe and follow up

Review real preparation, conversations and handovers. Let the individual reflect first and practise with a clear focus.

Listening to experienced colleagues can help people recognise patterns, but the aim is not to copy their style. Discuss what worked and why, then let the individual apply it themselves.

Prepare → observe → reflect → practise → apply → observe again.

This reveals whether new skills are actually being applied independently in practice.

See how we measure progress →

Which support fits?

The right support depends on what you find in practice, rather than a single KPI or impression.

Discuss your development needs

Tell us which conversations or tasks need attention and what has already been tried. In a discovery call, we discuss what support suits the individual, the team and the commercial context.

Book a discovery call