5 Red Flags a Company Needs to Improve Their Sales Training

You've landed an interview for a sales role at what seems like a promising company. The compensation looks good, the product seems interesting, and the team appears energetic. But beneath the surface could lurk a troubling reality: a company with terrible or non-existent sales training.

"90 days into my 1st Sales job and I haven't had any real or formal training. Day 1 consisted of a list of things to do with no instructions on where or how to get the info being requested," lamented one sales professional on Reddit.

Another salesperson's realization was even more heartbreaking: "I almost want to cry finding all this out. I can't believe I have been put through such hell when there's other companies out there that actually train their sales team."

The truth? Many sales organizations talk a big game about development but throw new hires into the deep end with little more than a product demo and vague encouragement to "start selling." This sink-or-swim approach leads to frustration, burnout, and ultimately, high turnover rates.

In fact, research from UNcrushed found that 67% of salespeople report feeling close to burnout due to unrealistic expectations without adequate support. That's a staggering number that reflects a systemic problem in sales culture.

Before you accept your next sales role, you need to identify these warning signs during the interview process. This article will equip you with a practical checklist to spot companies with poor training programs before you commit to joining them.

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What Does "Great" Sales Training Actually Look Like?

Before diving into the red flags, let's establish what effective sales training should include. Great sales training isn't a one-time event but a continuous process that develops skills, knowledge, and behaviors needed to excel in sales.

High-performing sales teams treat training as an essential investment, not a box to check. Effective training programs typically include:

1. Comprehensive onboarding that covers product knowledge, market positioning, and sales methodologies
2. Ongoing coaching and development opportunities
3. Regular role-playing and call reviews, often powered by modern tools like AI sales simulators to provide safe practice environments
4. Access to resources like playbooks and battlecards
5. A clear 1 year sales forecast to set realistic expectations

When done right, sales training increases productivity, improves conversion rates, and boosts seller confidence. Unfortunately, the reality in many organizations is closer to what one sales professional described as "half-hearted product training with basic 'overcoming objections' training" or "recorded product demonstrations with no real selling experience involved."

Now, let's explore the five critical red flags that signal a company has terrible sales training.

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Red Flag #1: Vague Answers About Onboarding

The Sign: When you ask about the onboarding process, the interviewer gives unclear, non-specific answers. They can't walk you through what your first 30, 60, or 90 days will look like in detail.

Why It Matters: A vague onboarding plan signals a lack of structured, intentional training. Without a clear roadmap, you'll likely experience the chaos described by the Reddit user quoted earlier—given tasks without instructions on how to complete them.

Questions to Ask:

• "Can you walk me through the specific onboarding plan for a new sales hire in their first 30, 60, and 90 days?"
• "What specific training materials and resources will I have access to during this time?"
• "How much time is dedicated to product training versus sales methodology training?"

Look for detailed answers that outline a structured approach to onboarding. If the interviewer can only provide general statements like "you'll shadow some calls and then get started," that's a major warning sign.

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Red Flag #2: No Mentorship or Coaching Program

The Sign: The company has no formal mentorship program and no system for one-on-one coaching after the initial training period. When you ask about coaching, they focus solely on performance reviews rather than skill development.

Why It Matters: Mentorship is critical for development and assimilation into company culture. According to a study by the National Bureau of Economic Research, sales mentorship programs can lead to an 18% increase in revenue generated by mentored professionals.

Additionally, companies using mentorship programs see an average 50% reduction in turnover among mentored employees, according to Mentorcliq. Without a dedicated sales coach or mentor, your learning will stagnate, and you'll struggle to improve your techniques.

Questions to Ask:

• "Is there a formal mentorship program for new sales reps? How are mentors assigned?"
• "What does the ongoing coaching structure look like? How often will I have one-on-ones with my manager to review calls and strategy?"
• "Do you have dedicated sales coaches on staff, or is coaching handled by direct managers?"

A strong answer will detail a structured approach to mentorship with regular feedback sessions and dedicated time for skill development, not just pipeline reviews.

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Red Flag #3: Immediate Pressure to Perform Without Proper Tools

The Sign: The interview conversation is heavily focused on quotas and hitting the ground running, with little mention of the training or tools provided to get you there. There's talk of "aggressive targets" but no discussion of how you'll be equipped to meet them.

Why It Matters: This is the classic "sink or swim" culture that sets new hires up for failure and extreme stress. As one experienced salesperson warned newcomers, "bail ASAP if you don't receive sales training, don't even stay for a single month."

This pressure-cooker environment is a direct cause of the burnout statistics mentioned earlier, where two-thirds of salespeople report feeling close to burnout.

Questions to Ask:

• "What is the expected ramp-up time for a new hire to become fully productive?"
• "How are performance expectations adjusted during the learning curve?"
• "What tools and resources (CRM, sales enablement, etc.) will I have access to?"
• "Is there a structured SDR program that helps build fundamentals before moving to closing roles?"

Look for answers that acknowledge the learning curve and describe a gradual approach to ramping up performance expectations, supported by proper tools and training on overcoming objections.

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Red Flag #4: Training is a "One-and-Done" Event

The Sign: The company presents sales training as a single workshop or an onboarding-only activity. There's no plan for continuous development or upskilling as you grow in your role.

Why It Matters: Sales is not static. Products evolve, markets shift, and new challenges emerge constantly. A company that doesn't invest in ongoing training is letting its team's skills become obsolete. This approach fails to address the market gap between what customers expect and what salespeople can deliver.

Questions to Ask:

• "What opportunities are there for ongoing training and professional development after onboarding?"
• "Does the company have a budget for external training programs like Dale Carnegie Sales Advantage or Sandler Sales training?"
• "How does the sales team stay updated on product changes and new sales methodologies?"
• "Is there a learning and development plan for the sales team throughout the year?"

Strong sales organizations will have a continuous learning culture with regular training sessions, opportunities for external certifications, and a clear development pathway for sales professionals at all levels.

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Red Flag #5: Generic, Theoretical Training Without Practical Application

The Sign:

• Training is led by people with little or no real-world sales experience
• Content focuses on theory rather than practical application
• The same generic training is used for all sales roles without customization
• Training consists primarily of product information with minimal sales skill development

Why It Matters: If the training isn't practical and tailored to your specific role, it won't prepare you for real-world challenges. As Chris Orlob points out, training that teaches a steak knife salesperson the same way as an enterprise software rep is fundamentally flawed.

Effective sales training gives you "the why" behind products and teaches you how to articulate value in ways that resonate with specific customer segments.

Questions to Ask:

• "Who leads the sales training, and what is their background in sales?"
• "How is the training program customized for different sales roles (SDR vs. AE)?"
• "Can you provide examples of role-playing or practical exercises from the training?"
• "How does training address different buyer personas and their specific pain points?"

Look for training that combines product knowledge with practical selling techniques, ideally led by people with successful sales experience and supported by tools that allow for realistic practice.

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Your Pre-Offer Due Diligence Checklist

Before accepting any sales position, use this checklist to evaluate the company's commitment to training and development:

Research Phase (Before the Interview)

• □ Check Glassdoor, RepVue, and LinkedIn for reviews from current/former sales employees
• □ Look for patterns in feedback about training and support
• □ Research how long sales reps typically stay at the company

Interview Phase (Questions to Ask)

• Onboarding Structure:
  • □ "Can you provide a detailed, week-by-week outline of your sales onboarding program?"
  • □ "What does success look like at the 30, 60, and 90-day marks for a new hire?"
• Mentorship & Coaching:
  • □ "Is there a formal mentorship program? How are mentors selected?"
  • □ "How frequently will I meet with my sales coach or manager for development?"
• Performance & Support:
  • □ "What is the average ramp-up time before a new hire is expected to hit full quota?"
  • □ "What tools and resources support the sales process?"
• Ongoing Development:
  • □ "What continuous training opportunities exist beyond onboarding?"
  • □ "Does the company invest in external sales training programs?"
• Practicality & Customization:
  • □ "How does training differ for various sales roles?"
  • □ "What percentage of training is product-focused versus sales methodology?"

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Don't Settle for Sink-or-Swim

A company's approach to sales training is a direct indicator of how much they value their people and their long-term success. The five red flags we've covered—vague onboarding, lack of mentorship, immediate pressure without support, one-time training events, and generic training content—are not just minor inconveniences. They're serious warning signs of an organization that isn't committed to your success.

As one sales professional candidly advised, "Get another job if you feel like you are not getting sufficient training." This isn't just tough love; it's practical wisdom from someone who's experienced the consequences of inadequate preparation.

Remember that great sales organizations view training as an investment, not an expense. They understand that properly equipped salespeople drive better results, experience less burnout, and stay with the company longer.

By using this checklist during your job search, you're not just avoiding a bad fit—you're finding a partner that will invest in building your successful career in sales. Don't compromise on this crucial aspect of your professional development. You deserve better than sink-or-swim.

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Frequently Asked Questions

What are the biggest red flags of a bad sales training program?

The biggest red flags are vague answers about onboarding, no mentorship or coaching programs, immediate pressure to meet high quotas without proper tools or support, training that is treated as a one-time event, and generic, impractical content that isn't tailored to the sales role. These signs often point to a "sink-or-swim" culture that leads to burnout.

How can I ask about sales training in an interview without sounding demanding?

You can effectively inquire about sales training by framing your questions around your commitment to success and becoming a valuable team member. For example, ask "Can you walk me through what the first 90 days look like for a new hire to ensure they're set up for success?" or "What kind of ongoing development opportunities help the sales team stay competitive?" This shows you are proactive and performance-oriented.

What does a good sales onboarding process include?

A good sales onboarding process is a structured, multi-week program (often 30-90 days) that comprehensively covers product knowledge, market positioning, buyer personas, sales methodologies, and the company's tech stack (CRM, etc.). It should include practical applications like role-playing, call shadowing, and mock presentations to build confidence and skills.

Why is continuous training more important than a single onboarding program?

Continuous training is vital because markets, products, and buyer behaviors constantly evolve. A one-time onboarding program becomes outdated quickly. Companies that invest in ongoing coaching, skill workshops, and new methodologies ensure their sales team remains effective, motivated, and capable of adapting to new challenges, leading to better long-term results.

What is a realistic ramp-up time for a new sales representative?

A realistic ramp-up time can range from three to six months, depending on the complexity of the product and the length of the sales cycle. A good company will have a graduated quota during this period, starting with a lower target that increases each quarter. Be cautious of companies that expect a new hire to hit 100% of their quota in the first month.

What should I do if I realize my current job has terrible sales training?

If you're in a role with poor training, start by proactively seeking resources yourself. Ask top performers for advice or mentorship and formally request additional support from your manager. If the company is unresponsive and your professional growth is stalled, it may be time to look for a new position at an organization that clearly invests in its sales team's development.

After all, sales training should be a continuous process that develops skills, knowledge, and behaviors—not a checkbox or an afterthought. The right company will see your growth as integral to their own success.