Why High Turnover is Problematic
High turnover among cleaning staff can be a major pain point for building and facilities managers. When employees leave frequently, it leads to disruptions in service, lower productivity, and significant costs associated with recruiting and training new hires. Here are some of the biggest challenges posed by high turnover:
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Loss of skilled workers. Experienced cleaners know your building and procedures well. When they leave, you lose their expertise and have to start over with new hires. This can impact the quality and consistency of cleaning services.
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Higher costs. Turnover leads to increased expenses for recruiting, onboarding, training, and managing personnel transitions. Estimates show it can cost 30-50% of an employee’s annual salary to replace them.
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Lower productivity. New hires take time to get up to speed. During training periods, they will not clean as quickly or efficiently as seasoned staff. This can result in certain tasks not getting completed or requiring extra effort from other cleaners.
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Morale issues. When employees exit frequently, remaining staff may feel demoralized or overburdened with extra work. This can exacerbate retention challenges.
Causes of High Turnover Among Cleaning Professionals
To develop effective retention strategies, you need to understand what drives turnover. Common causes include:
Job Factors
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Low wages. Cleaning work is physically demanding yet often pays near minimum wage. Workers may leave for higher paying opportunities.
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Limited benefits. Lack of health insurance, paid time off, retirement plans, etc. makes it less desirable to stay long-term.
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Irregular hours. Cleaners often work early mornings, evenings, and weekends. This can be unappealing long-term, especially for those with families.
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Tedious work. Cleaning tasks are repetitive and unskilled. Workers can feel bored and lack motivation.
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Demanding work. The physical nature of the job leads to fatigue and burnout over time.
Management Issues
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Poor supervision. Insufficient guidance, micromanaging, and lack of communication from managers leads to dissatisfaction.
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Limited recognition. Hard work and dedication often go unnoticed and unappreciated.
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No growth opportunities. Stagnation in the same position for years causes workers to leave in pursuit of advancement.
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Weak culture. Employees don’t feel invested in the organization or their colleagues.
Best Practices to Improve Retention
The good news is there are many effective approaches managers can use to lower turnover rates. Here are some top strategies:
Offer Competitive Compensation and Benefits
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Provide wages at or above your market rate to attract and retain top talent. Consider annual increases to keep pace with inflation.
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Offer key benefits like medical/dental insurance, paid vacation and sick days, 401k plans, etc. This makes the total compensation package more appealing.
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Offer bonuses for longevity such as small annual bonuses after 2, 5, or 10 years of service.
Promote Positive Company Culture
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Recognize exemplary work and dedication through awards, shout-outs at meetings, and handwritten thank-you notes. Praise good work!
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Foster open communication via regular check-ins, visits from leadership, and anonymous feedback surveys. Make sure concerns are heard.
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Organize inclusive team building activities and celebrate successes like safety milestones. This builds camaraderie and pride.
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Welcome input on improvements, implement suggested changes when feasible, and provide updates. This makes employees feel valued.
Provide Engaging Work Experiences
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Cross-train employees so they can rotate between tasks and areas. This adds variety and develops new skills.
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Allow experienced cleaners to help train new hires and serve as mentors. This satisfies desires to teach and gives a sense of importance.
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Assign additional responsibility such as inspecting quality of peers’ work and providing feedback. This adds purpose.
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Implement new cleaning tools/methods periodically so the work stays interesting. Just make sure to provide ample training!
Offer Growth and Advancement Opportunities
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Create an internal promotion path with tiers like Team Lead, Supervisor, Area Manager. This gives ambitious cleaners something to aspire towards.
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Support cleaners who want to move into administrative roles by allowing shadowing, cross-training, tuition assistance etc.
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Provide skills training on communication, time management, leadership etc. to prepare interested cleaners for more responsibility. Invest in your workers!
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When openings arise, prioritize qualified internal candidates over external hires. This demonstrates commitment to career development.
Set Clear Expectations and Provide Support
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Provide a thorough onboarding process covering policies, procedures, duties, safety, equipment use etc. Don’t assume workers know basics.
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Maintain an open-door policy. Check in regularly on challenges and job satisfaction. Provide coaching and guidance.
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Provide necessary tools and equipment in good working order. Don’t skimp on supplies or safety gear. This facilitates quality work.
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Offer praise and constructive criticism so good work is reinforced and issues can be improved through clear direction.
Conclusion
High turnover exacts real costs, but implementing strategies around compensation, culture, engagement, advancement, and support can significantly improve retention. Valued cleaning staff are worth the investment! Consistent teams who feel appreciated lead to better quality, productivity, and workplace morale.
