With no signs of slowing down, the commercial cleaning industry continues to boom with global market growth expected to reach more than $734 billion by 2032. Yet with such strong demand, cleaning contractors continue to struggle with the age-old issue of hiring and retaining employees.
For years, reports have found employee retention to be a challenge with turnover rates exceeding 200% annually, according to a white paper from 4M Building Solutions. These high turnover rates combined with staffing shortages often lead to inconsistent service, expensive new-hire training costs, and decreased productivity. It’s also stalling company growth. Many cleaning companies want to expand but continue to struggle to do so due to recruitment and retention issues. In our digital age, it’s important to think beyond traditional hiring practices and use new methods to attract and retain strong, reliable team members.
Why is cleaning turnover so high?
Historically, low wages were the main reason for losing workers in the cleaning industry. Many commercial cleaning businesses are tackling this issue by offering more competitive compensation. Contractors are also working hard to end the stigma often associated with working in the cleaning industry by adopting new technology, using ergonomic equipment, implementing enhanced safety measures, and offering hands-on training. However, many still face persisting challenges due to uncontrollable issues including a tight labor market and aging workforce.
Regardless of the reason, employee turnover is expensive. According to a time tracking software vendor, it’s estimated the total cost of hiring an entry-level worker begins at US$3,000. This amount includes both the hard and soft costs of recruiting, hiring and training workers. Hard costs are the direct expenses in recruiting and training new staff. Soft costs include the productivity lost from unfilled positions as well as the impact that the loss has on team performance. Losing team members over a short period of time quickly adds up, making it bad for business and the bottom line.
New ways to hire and attract quality talent
To combat these personnel issues, companies are rethinking traditional hiring methods and using strategic recruitment and retention tactics to leverage their workforce as a strategic asset. They are considering the following practices:
- Offer same-day pay to attract new talent. Some cleaners juggle multiple jobs or rely on supplemental income. Contractors offering same day payment consistently see higher application rates, fewer no-shows, and stronger loyalty. It allows cleaners to get paid instantly for their work without having to wait for the typical two-week payroll cycle. This simple adjustment can differentiate a company in a crowded labor market and help maintain uninterrupted service for clients
- Build flexibility into scheduling. Rigid, demanding cleaning schedules often drive skilled cleaners to seek opportunities elsewhere. By allowing workers to select shifts that fit their personal commitments, contractors reduce absenteeism and increase engagement. Flexible scheduling also enables companies to better manage workloads for larger or multi-site projects.
- Leverage digital marketplaces for agility. The rise of online cleaning marketplaces allows contractors to source pre-screened, vetted cleaners quickly. Whether a last-minute client request arises or a scheduled cleaner is unavailable, these platforms ensure coverage, minimize disruptions, and give contractors the ability to scale operations efficiently.
- Invest in long-term worker reputation. Tracking cleaner performance and rewarding high-quality work fosters loyalty and encourages consistent performance. Reputation systems motivate workers to take ownership of their roles, yielding a dependable and skilled workforce that enhances favorability with clients.
- Focus on cleaner-centric hiring platforms. Posting jobs on generic platforms notoriously attracts unqualified applicants. Platforms designed specifically for cleaning roles deliver higher-quality candidates who are ready to work. It reduces recruitment costs and saves time for contractors managing multiple client accounts.
For cleaning contractors, success in hiring is no longer about filling shifts, but rather building relationships with skilled workers who contribute to growth and operational excellence. By embracing flexibility and innovative solutions, contractors can reduce turnover, maintain client satisfaction, and position themselves as a sought-after employer.