Can you guide us through the process; what you started with and what actions you took along the way!

We started with a broad capability mapping exercise last fall, benchmarking other companies and analyzing our own sales organization. It helped us identify gaps and areas to improve.

With a clear understanding of the talent profile we needed, this naturally impacted our recruitment process. Using the capability mapping as guidance, we began searching for individuals who could exceed the demands.

The next step was emphasizing the importance of learning and development for our new hires, so we collaborated with stakeholders across Svea Solar to create an onboarding process. This ensured that new sales consultants could integrate quickly and make an impact within three months.

Continuous improvement is key! Through regular performance evaluations and feedback loops, we identify areas for improvement and fine-tune our recruitment and onboarding processes to increase effectiveness.

What long-term result are you aiming for with Sales Machine?

Through our commitment to building the strongest sales team in the solar business, we are not only driving Svea Solar’s growth but also shaping the future of sustainable energy.

If you put yourself in the shoes of a future sales Power Shifter - How will this project benefit them?

Hopefully, they feel that they're the right fit for the role, enjoying being a motivated Power Shifter, contributing to a brighter future... Who doesn't want to be part of a winning team ;-)