Building a team.
The standard answer to turnover is to recruit harder: hire thirty, keep five, budget the rest as a cost of doing business. It works, and it's the most expensive habit in the trade.
Recruiting door-to-door reps is continuous at most companies because turnover is high. Losing one costs recruiting, onboarding and training, plus whatever the territory did not produce while it sat empty. Teams that get turnover down usually do it by shortening ramp and making progress visible early, not by hiring more people.
Common questions
- Where do door-to-door reps come from?
- Referrals from current reps, regional recruiting networks, campus recruiting for summer programmes, and the industry conference circuit. Job boards are the least productive channel and the one most companies over-invest in.
- What does turnover actually cost?
- Recruiting and training spend, plus the territory that produced nothing while it was unassigned. The second number is usually larger and almost never tracked.
- How do I train a new knocker?
- Ride-alongs beat classroom training, and short daily feedback beats a weekly review. The bottleneck is usually that nobody can see what the new rep actually did between check-ins.
- Does KnockMode have manager views or team territory?
- Not yet. The team layer is unbuilt and there is no billing in the product. Shared territory, manager dashboards and team leaderboards are planned and they do not exist today, and we would rather say so than take a deposit.
- How do I keep good reps?
- Pay them predictably, give them turf worth working, and make improvement visible. Reps rarely leave a territory that is producing.