What can you expect in this guide?
1.What Causes Cleaner Turnover?2min
2.Cleaner Joe’s Journey2min
3.Hiring the “Right” People2min
4.Investing in Better Training2min
5.Training Planning Checklist2min
6.Supporting Cleaners with Cleaning Instructions2min
7.Giving Constructive Feedback2min
8.Recognizing Employees Regularly2min
9.Technology That Supports The Cleaner2min
About this Guide
It’s no secret that employee retention is one of the biggest challenges facing the janitorial industry. Employment of janitors and building cleaners is projected to grow 10 percent from 2016 to 2026, faster than the average for all occupations. In spite of that, statistically, the average cleaner turnover rate is between 200 and 300% annually. Making retention one of the biggest pain points in this industry.
Many are quick to blame high cleaner turnover rates on the nature of the janitorial industry: physically demanding work that doesn’t pay exceptionally well. Combine this with the fact that much of the work is done alone, late at night, with little positive reinforcement, and you’ve got what appears to be a perfect storm of undesirable job characteristics. While these characteristics certainly don’t make it easy to retain employees, the fact that some companies are able to keep happy, loyal cleaners suggests the root cause goes beyond the work and wages.
At Swept we believe that the key to employee retention is communication. In this guide, we’ll look at how better communication allows cleaners to feel supported and appreciated, which results in higher performance on site, and better quality of service for your clients. We believe it’s entirely possible to achieve and maintain low turnover rates if you have the right mindset and processes in place. We hope you find this guide helpful.