15 May 6 Tips to Retain Employees
Maintaining a well-trained, capable staff is a crucial part of providing consistent, high-quality commercial cleaning services—yet many organizations struggle to retain employees. Cleaning managers understand that turnover reduction is one of their top challenges. Losing employees is an expensive setback, especially if it happens frequently.
Cleaning service providers can employ a number of engagement strategies to retain valued employees—such as:
Check in With Teams Regularly
Supervisors need to seek cleaners out, either through a pre-shift group meeting or individually while they’re on the clock. If the only time an employee sees their supervisor is when there’s a problem, that’s a prescription for an unhappy workplace. Frequent contact can mean the difference between noticing someone is unhappy and correcting it to retain the employee—and getting that employee’s resignation.
Invest in Employee Training and Education
Provide ongoing training for employees. If you give people an opportunity to develop themselves, they appreciate it. They’re more engaged with their job and know the company values them.
Celebrate with Your Team
Appreciation events can have a big impact. Companies that do holiday parties or summer picnics where they provide all the food and employees can bring their families increases the sense of camaraderie and belonging in the organization.
Emphasize the Value of Their Work
Stress the purpose behind cleaners’ work. For example, tell your employees that they can look at this as mopping a floor and cleaning toilets, or what they are doing is important because they’re stopping the spread of disease and germs, and what they do affects everyone the building.
Retain Employees by Getting Regular Feedback
You have to know how your staff feels to know what to change. Through an employee survey, you can ask What can we do to make your life easier?” or “How can we help you do what you do better—more training? Different equipment?”
Find the right fit
Avoid hiring employees who aren’t a good fit and may be more likely to leave. Create a profile for your ideal worker, then use it to screen candidates. Deviating from that profile is one major factor in employee churn.
For example, a lack of consistent transportation or a history of leaving a job after only a short time may prove problematic. Additionally, your employment needs and the candidate’s needs should align. For example, if you’re looking for a cleaning professional to work part-time at night, someone looking for full-time work may not last long in the position.