Cleaning business owners and facility maintenance supervisors often struggle with the disruption caused by employee turnover. If you are unable to offer a higher salary, you may believe this turnover is unavoidable.
Although pay and benefits often influence an employee’s decision to move on, they are not the only issues that cause worker dissatisfaction. Learn about the other factors which drive workers away and discover which actions can inspire them to stay and grow their career at your organization.
What are the most common reasons for employee turnover?
While compensation may seem like the primary driver of employee turnover, research unveils a more nuanced picture. According to a recent survey of restroom users and cleaning staff by Tork, 38% of cleaners said they have left jobs due to a lack of recognition and burnout—reasons unrelated to pay. This is a critical distinction, revealing that cleaning staff, above all, want to feel valued and appreciated for their work. Beyond burnout, cleaners can feel burdened by repetitive on-the-job tasks that can feel like “checking boxes,” and the physical and emotional demands of their roles. When employees don’t see how their work contributes to meaningful business outcomes or don’t receive recognition for their efforts, they may feel disengaged and could begin looking elsewhere for opportunities where they are more likely to be appreciated and supported.
What additional challenges contribute to employee turnover in the cleaning industry?
The cleaning industry faces unique structural challenges that compound employee turnover issues. One notable piece of the puzzle is inefficiencies in cleaners’ everyday responsibilities. Consider that seven out of 10 cleaners say that 20% of cleaning time is spent checking and refilling dispensers, yet 91% of these checks are unnecessary. At the same time, cleaners are frustrated because they believe their managers don’t know or understand how long these tasks really take. While cleaners are under constant pressure to deliver hygienic environments, these kinds of inefficiencies take valuable time away from other critical tasks—such as cleaning up actual messes—and they want their managers to understand what they’re up against.
Cleaners’ work is critical. Clean spaces are paramount to guest and employee satisfaction, and unclean spaces make a negative impact. For instance, 52% of people take action after a bad restroom experience, whether it’s spending less time at a venue, limiting how much they eat or drink, or not returning at all—underscoring the connection between facility hygiene and the bottom line. When leadership doesn’t fully understand or recognize the complexity of the work and the important role cleaners play in the overall performance of the facility, staff can feel undervalued, which directly impacts retention.
What rewards can cleaning industry organizations offer their employees to keep them motivated?
Recognition is one of the most powerful tools in employee retention, and it doesn’t have to be complicated or expensive. Facility managers can implement recognition programs that acknowledge the real impact of cleaning staff’s work through:
- Regular feedback and communication: Share positive feedback from building occupants, guests, or office management directly with cleaning teams.
- Individualized appreciation for excellence: Employee-of-the-month initiatives, shout-outs in team meetings, and personalized thank-you notes from facility managers are effective methods of recognizing when a cleaner has gone above and beyond.
- Industry-level recognition: Submit exceptional cleaning teams for industry awards like the Spotless Spaces Competition, which celebrates the dedication and hard work of cleaning professionals who maintain pristine, hygienic, and accessible environments.
- Real-world impact: Share real-life examples that connect hygiene excellence to real-world outcomes. For example, when cleaning staff understand how their daily efforts directly impact someone’s ability to use a restroom comfortably and safely, it transforms the job from a checklist of tasks into meaningful work.
The key is to make recognition routine and tangible—reminding staff often that their work is valued and directly impacts the facility’s reputation and business success.
How can training play a role in employee retention? What type of training is most effective?
Training is about far more than compliance; when done right, it’s a retention tool that builds confidence, competence, and commitment. Ongoing, engaging training reinforces hygiene standards and boosts employee confidence in their role, particularly important in an industry with high turnover where many staff are strapped for time.
The following elements are key to an effective training program:
- Visual and bite-sized content: Microlearning—short, focused learning bursts—improve comprehension and recall. This type of learning can include short videos, infographics, step-by-step charts, or well-placed signage in high-traffic areas to grab attention and reinforce key steps or quick tips. Customize content to specific job roles and timely moments (like special events or flu season) and rotate content regularly to keep it relevant.
- Connection to the “why”: When staff understand the “why” behind hygiene protocols—not just the “how”—they’re more likely to take ownership and remain committed. For example, explain that in office facilities, one in four people spent less time at their workplace due to poor restrooms, and 15% worked from home more than they otherwise would. Help cleaning staff see who they’re cleaning for, and why their work matters.
- Interactive and hands-on learning: Digital tools, virtual reality scenario-based training, gamified “what would you do” challenges, peer-led discussions, and regular team sessions encourage active participation, knowledge sharing, and emphasize the facility’s broader culture around hygiene. As a bonus, incorporate the actual hygiene products staff use into training to build familiarity and reinforce correct usage.
By investing in training that is interactive, visual, and grounded in real-world impact, cleaning businesses and facility managers can help cleaning teams feel equipped, confident, and proud to do their best work—key factors in reducing turnover and improving facility hygiene performance.
