New BDR Manager looking for advice

I just recently joined a company to help build out a BDR team. I have been in sales for about 5ish years doing various jobs (SDR/BDR, ISR, AE roles). We have extended our first offer, and it was accepted, but I want to make sure that I am prepped and ready to go.


Projects that have been built out for the team (I am always working on new projects but am I missing anything important)


  1. Onboarding plan
  2. ICP
  3. Call Scripts
  4. Sequences
  5. Prospecting strategy
  6. Territory plans

Savages, please let me know if I am missing anything to have prepared.

๐Ÿ‘‘ Sales Strategy
๐Ÿ“ž Cold Calling
๐Ÿ‘จโ€๐ŸŒพ SDR
8
Gasty
Notable Contributor
10
War Room Community Manager
Wrote this some time back for another post. Sharing it here again @salesking:

โ€ข A good onboarding plan would expose an SDR to: Your ICP and their DILO (day in life of), Your ICP's pain-point, Industry you sell to, Your Product, Prospecting, Cold Calling, Cold Emailing, Social Selling, Territory Planning, in that order.

โ€ข ICP: In case you cater to all account size, push for a separate function for inbound and outbound. Many a time, SDRs and AEs start relying on Inbound if they're able to meet their quota through it, and Outbound goes down the toilet.

โ€ข Mapping: SDRs should be typically mapped to the AEs (2 SDRs for 1 AE / 1 BDR for 2 AEs depending on lead flow / your TAM, your ICP / accounts you're targeting / etc.)

โ€ข OTE: or comp structure should ideally have both a fixed and commission component. 70% (fixed) and 30%(commission) is sth I'm personally fond of and have seen working well. Many other threads in the WR have different opinions you might want to check out as well.

โ€ข Variable: 2 out of 3 parameters can be chosen to determine the variable. Opps should definitely be 1. Second can either be the meetings or appointments SDRs set for AEs, or, pipeline amount of the opps.

โ€ข Metrics: Input metrics/activity numbers should be tracked regularly; call numbers, email numbers, meetings set, personalization in email, yada yada.

โ€ข Output: Though you ought not to rely on 'em input metrics as core KPI for a SDR. You don't want your SDR to make 100 calls everyday. You want 'em to make 10, and get the same output. Effectiveness > Volume. Quality > Quantity

โ€ข Bonus/Spiffs can be on the basis of revenue closed from the opportunities generated. This also helps in pushing SDRs mindset towards the revenue goal, instead of being perceived as appointment setters only.

โ€ข For SDR managers, all core KPIs of SDR should roll up to the manager. It's ideal if "management" understands and provides some kind of a cushion for Manager's overall targets (let's say 10%).

โ€ข As a SDR Manager, be ready to be sandwiched vertically between your management and SDRs. And horizontally/ diagonally sandwiched between other functions like AEs, Data, CRM, Marketing, Product. It gets tough, but if you do it right, maybe it's worth it.

Advice: As someone who has been an SDR manager, I can tell you to run the system more on trust and less on input metrics. That's the only hack to this role if any.

Cheers!
Sunbunny31
Politicker
4
Sr Sales Executive ๐Ÿฐ
Really canโ€™t improve on this.
TennisandSales
Politicker
3
Head Of Sales
this is fantastic.
salesking
Politicker
1
Manager of Business Development
GOLD!!! Thanks
Mobi85
Politicker
1
Regional Sales Manager
This right here is spot on
TennisandSales
Politicker
3
Head Of Sales
one thing i would think about is the time frame you have to get someone to be "fully ramped" or even the time frame until they hit the phones.

You want to make sure there are things they can be doing WITH you and things they can be doing without you since you probably dont want them to attached to your hip all day.
Diablo
Politicker
2
Sr. AE
This look to be a good start. I guess you can refine your list with time based on the feedback you get from the rep who you hired.
Pachacuti
Politicker
2
They call me Daddy, Sales Daddy
My best advice is Donโ€™t assume anything. Donโ€™t assume they know what you do, have your drive, etc. Do that and I think youโ€™ll be fine.
CuriousFox
WR Officer
2
๐ŸฆŠ
They really don't know what we do. It's our job to sell our value and make it clear by backing it up with action.
BlueJays2591
Politicker
1
Federal Business Dev Director
It's a good project list. Start with that and go from there. Building a team from scratch can be difficult so build the framework and work inwards.
DungeonsNDemos
Big Shot
0
Rolling 20's all day
How do you plan on doing 1x1's? Have you thought of ways you can NOT be a micromanager?
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