Haoyang Environmental Launches 12-Month Elite Sales Training Program to Fuel Global Geomembrane Business Growth

July 7 marked a landmark moment for Haoyang Environmental Co., Ltd., as the official launch ceremony of the 12-month Elite Sales Specialist Training Program was successfully held under the Haoyang Talent University Marketing Branch. Senior company leaders including Chairman Zhao Kuili, Vice Chairman and Dean of Marketing Branch An Guilin, Executive Principal Zhao Hengkai, internal trainers, senior sales mentors and all participating core sales staff gathered together to witness the rollout of the firm’s long-term talent development strategy for global geomembrane and anti-seepage engineering markets.

As demand for high-performance geomembrane and geosynthetic anti-seepage solutions surges worldwide, Haoyang has set clear long-term revenue goals: hitting 2 billion RMB within five years and reaching 10 billion RMB in ten years. While the business keeps expanding rapidly, the marketing team faces obvious challenges: broken talent pipelines, lack of replicable experience for large key account projects, and insufficient senior sales specialists capable of closing multi-million-dollar orders. Traditional fragmented short-term training cannot support the company’s key account development strategy. To fix these pain points, the Marketing Branch of Haoyang Talent University rolled out this exclusive 12-month intensive training project, built on a dual training system combining professional internal lectures and one-on-one mentor coaching. The program aims to build a standardized talent development pipeline for anti-seepage engineering key account sales, cultivate a batch of elite sales specialists capable of generating annual sales of 30 million RMB each, and form replicable standardized key account operation methodologies to drive growth across all three core business lines of Haoyang.

Vice Chairman An Guilin delivered a keynote speech at the ceremony, fully explaining the core logic, four-stage practical training system and performance elimination & incentive mechanism of the program, drawing a clear growth roadmap for all participating sales personnel.

The program abandons rigid classroom-only teaching and adheres to the philosophy of “growing talents through real market combat”. It consists of four progressive training phases with strict screening at every stage to polish truly capable sales elites. The second phase focuses on standardized mentor-mentee cultivation. Top-performing senior sales specialists are selected as official mentors, signing formal coaching agreements and taking part in a solemn apprenticeship oath ceremony. Mentors accompany sales visits, conduct post-project reviews and share mature key account negotiation experience without reservation. The company offers multiple incentives for mentors, including monthly coaching allowances, special training bonuses and extra points for promotion and annual evaluation, linking mentors’ growth and performance closely with their trainees.

A tiered elimination mechanism is implemented throughout the training cycle, which the company views as a fair way to allocate organizational resources and reward hard-working employees. The annual sales target of 30 million RMB serves as a clear benchmark for elite sales specialists. Trainees who successfully complete the whole program will be promoted to key account managers with priority access to full corporate resources including business support, technical solutions and financial backing. Top performers of the year receive exclusive cash bonuses and qualify as internal trainers to pass on experience to the whole marketing team. An Guilin encouraged all participants to combine theoretical knowledge with real market negotiation, learn from their mentors, break through limits during the training assessment, and achieve the title of elite sales specialist after 12 months of systematic training.

Chairman Zhao Kuili delivered a concluding speech and put forward three core requirements for the talent university and the elite sales training project from the company’s top-level strategic perspective.

First, talent development is the No.1 long-term corporate strategy. Haoyang Talent University lays the foundation for the company’s 10-billion revenue target, and this elite sales training program is the core pillar of marketing talent pipeline construction. The company will continuously allocate special budgets for talent cultivation and fully supply technical, business and customer resources to guarantee the implementation of all training activities. All branch deans are designated primary persons in charge of talent development, with talent cultivation indicators included in annual departmental performance assessments, so every employee recognizes that nurturing talents drives future business expansion.

Second, all training activities must integrate theory with real business combat, rejecting formalistic learning. All courses, mentor coaching and assessment standards are designed around key account cooperation and revenue growth. Internal trainers and mentors need to sort out real frontline project cases and compile replicable standard sales operation manuals. Trainees must step out of their comfort zones and take every client visit and negotiation as valuable practice, ensuring all learned skills can be directly applied to win orders.

Third, the company will further enrich the mentor culture and build a sustainable talent circulation ecosystem. The incentive system for internal trainers and sales mentors will be optimized to reward experienced sales elites who are willing to share experience and train new staff with honor, extra income and promotion opportunities. Graduated elite sales specialists are required to take up teaching and mentoring work, creating a positive closed loop where outstanding salespeople cultivate more outstanding sales talents and continuously strengthen Haoyang’s high-performance marketing team.

Chairman Zhao expressed that Haoyang invests substantial resources and builds comprehensive platforms to support every hard-working employee. He urged all trainees to cherish the 12-month systematic training opportunity, uphold the corporate values of honesty, trustworthiness, innovation and win-win cooperation, focus on the global anti-seepage engineering industry, grow into top professionals capable of delivering large-scale geomembrane projects, and jointly push Haoyang to become a world-leading benchmark manufacturer in the global geomembrane anti-seepage industry.