Advice Distributors Can Share: Hiring And Retaining Top Talent In The Cleaning Industry

By Archie Heinl, President, Janitorial Manager

The cleaning industry is one of the largest employers globally¹, but with this scale comes exceptionally high turnover rates, particularly in the commercial cleaning sector. Thus, finding and keeping skilled, reliable employees is an ongoing challenge. High turnover, unpredictable schedules and higher expectations from workers make staffing a persistent concern for contract cleaning business owners and in-house facility teams. Successfully addressing these challenges requires a strategic approach that balances operational needs with employee satisfaction.

Understanding The Workforce Challenge

It’s a well-known fact that commercial cleaning turnover rates can sometimes be as high as 400%. As a result, many businesses struggle to maintain consistency and reliability in their workforce. Staffing gaps often lead to last-minute scheduling crises, inconsistent service quality and higher training costs. The challenge managers face is finding ways to attract, hire and retain employees while maintaining efficient operations and customer satisfaction.

Recruitment Opportunities

To hire effectively, companies need to focus on creating a compelling work environment. This includes:

• Clear Job Expectations: Outlining roles, responsibilities and performance standards upfront.
• Fair Compensation: Competitive pay and transparent policies signal respect for employees’ work.
• Flexibility: Offering variable shifts or the ability to select preferred hours can attract both part-time and independent cleaners.
• Technology Solutions: Applicant tracking systems, scheduling software, and digital marketplaces can help managers identify qualified candidates quickly, reduce administrative burden, and streamline onboarding processes. Data shows that the cleaning profession is evolving to incorporate technology in the digital age.

Retention Strategies

Keeping good employees requires ongoing attention to several factors. Strong relationships, performance recognition and growth opportunities are paramount. Employees are more likely to stay when they feel valued, respected and see a clear path for professional development.

Open and consistent communication is another cornerstone of retention. Managers who provide regular feedback, address concerns promptly and maintain clear channels of communication foster trust and professional accountability. These practices not only reduce turnover but also enhance service quality.

Key Questions For Managers

The following are important questions for cleaning industry leaders to ask when evaluating their business and staffing needs:

• How can we balance operational needs with employee flexibility?
• Which incentives genuinely motivate employees to stay?
• What role should technology play in hiring and retention?
• How can policies ensure fairness and equity across the workforce?

Exploring these questions will help managers develop workforce strategies that are practical and sustainable.

As the landscape of cleaning workforce management continues to evolve, businesses that proactively invest in hiring and retention strategies will be better positioned to meet client demands, reduce turnover and maintain high service standards. Emphasizing communication, recognition, flexibility and technology create a well-rounded approach to managing people in the cleaning industry.

The result is a more engaged, reliable workforce that supports long-term success. Hiring and retaining top talent is not a one-time effort, but an ongoing commitment that delivers measurable benefits over time.

Archie Heinl is President of Janitorial Manager, a cloud-based janitorial software designed to streamline cleaning operations and reduce costs. Learn more at www.janitorialmanager.com.

1. https://www.bls.gov/ooh/building-and-grounds-cleaning/janitors-and-building-cleaners.htm#tab-5
2. https://www.issa.com/articles/innovation-and-technology-in-2024/