5 Proven Strategies To Build A Reliable Cleaning Workforce
Despite steady growth in the commercial cleaning industry, which is projected at a 6.2% compound annual rate through 2028, employee hiring and retention remain a challenge. In fact, 72% of cleaning companies report ongoing difficulties in recruiting and keeping skilled workers. Recruitment challenges not only disrupt operations, but they also lead to higher training costs and inconsistencies in service and quality. As demand for cleaning services grows, staffing challenges will only persist.
But, hiring and recruitment don’t have to feel like a losing battle. There are many proven strategies managers can implement to attract, hire and retain top talent in the cleaning industry. Here are five approaches that consistently deliver results:
1. Communicate Clear Expectations
Miscommunication or unclear job expectations is one of the most common causes of turnover. The facility manager’s job is to ensure that every employee understands their responsibilities, performance standards, and company expectations. Regular check-ins and open channels for feedback not only prevent misunderstandings but also foster trust and accountability.
2. Competitively Compensate And Incentivize
Pay has always been a primary source of motivation for employees. Offering fair, transparent compensation, and supplementing it with performance-based incentives, can significantly improve retention. Bonuses for reliability, longevity, or exemplary work performance encourage employee commitment and consistent results.
3. Flexible Scheduling Options
Whether they work full-time, part-time, independently or on a contractual basis, many cleaning professionals value flexibility. Providing options for shift selection, variable hours, or preferred work locations allows workers to balance personal and professional responsibilities and reduce burnout and turnover.
4. Recognition And Professional Development
Cross-industry studies, that include the cleaning industry, reveal that employees who feel valued are more likely to stay. One study shows that organizations with strong employee recognition programs report a 31% lower voluntary turnover rate. Acknowledging strong performance regularly, offering opportunities for skill development and creating pathways for advancement build loyalty and engagement. Investing in professional growth not only improves employee satisfaction but also enhances performance and the quality of work.
5. Technology-Enabled Efficiency
Modern scheduling, communication and workforce management tools simplify operations and improve employee experience. Platforms that schedule work, track performance, and facilitate clear communication reduce the administrative burden for managers while offering employees clarity, control, and consistency in their roles.
Hiring and retaining skilled cleaners is not a one-time effort. It requires an ongoing investment in people and processes. By combining clear communication, fair compensation, flexible scheduling, recognition and supportive technology, facility managers can build a reliable, motivated workforce that consistently meets operational demands.
These strategies help create an environment where employees feel respected and empowered, reducing turnover and improving service quality. For facility managers, implementing these approaches is not just good HR practice; it’s the cornerstone to maintaining efficient, high-performing operations.
By Archie Heinl
From the October 2025 Issue
Heinl is the President of Janitorial Manager, a cloud-based janitorial software solution that helps building service contractors, in-house providers, and healthcare facilities increase cleaning efficiency and improve results.