The industrial cleaning solvents market size is expected to reach US $79.96 billion by 2034, according to a new study by Polaris Market Research. Industrial cleaning solvents are chemical substances used to dissolve, remove, and clean contaminants such as grease, oil, dirt, and residues from machinery, equipment, and surfaces in industrial settings.

Increased maintenance needs across key industries are expected to drive the market growth. Industries such as energy, food processing, electronics, and pharmaceuticals operate with equipment that must stay clean to ensure efficiency, quality, and compliance. Regular maintenance using industrial cleaning solvents helps prevent breakdowns, contamination, and costly downtime. In food and pharma industries, for example, cleanliness is directly tied to health standards and product integrity. Businesses are using more cleaning solvents as part of their regular upkeep routines with growing emphasis on preventative maintenance and operational reliability. This ongoing need for maintenance across sectors consistently drives demand for this solvent, thereby driving the market growth.

Environmental concerns and stricter air quality regulations are encouraging the shift toward eco-friendly, low-VOC (volatile organic compound) solvents. Traditional solvents release harmful fumes that contribute to air pollution and health risks. Consequently, industries are increasingly adopting green alternatives that are safer for both workers and the environment. Manufacturers are developing bio-based and water-based solvents that perform well without hazardous emissions. This trend aligns with environmental standards and appeals to companies seeking sustainable operations, thereby driving growth in the green segment of the industrial cleaning solvents market.

Key report highlights include:

• In 2024, the hydrocarbon solvents segment dominated with the largest share due to their strong cleaning ability, wide availability, and cost-effectiveness.
• The automotive segment is expected to record significant growth due to increased production, innovation, and maintenance needs.
• The North America industrial cleaning solvents market is experiencing significant growth due to its mature industrial base such as aerospace and automotive and strong regulatory framework.
• A few global key market players are AkzoNobel N.V., Arkema, Ashland, Dow, Eastman Chemical Co., Evonik Industries, ExxonMobil Corp., LyondellBasell Industries Holdings B.V., Shell Plc, Solvay SA, and The Lubrizol Corp.

North America and Europe also play influential roles in the market due to their mature industrial landscapes, stringent regulatory frameworks, and early adoption of advanced and sustainable solvent technologies. In the United States and Europe, regulatory emphasis on worker safety and environmental protection steers market growth toward low-VOC, nontoxic formulations that minimize occupational and ecological risks, the report found.

According to Gallup, supervisors promoted based on front-line performance or tenure are less engaged (31%) than those selected for supervisory skills or for prior supervisory experience, or who already were supervisors (42%).

This gap in engagement between front-line supervisors, who reached the role through individual front-line performance and those who did so based on supervisory skills or experience, can have a significant impact on their teams. Gallup’s meta-analysis, as reported in Culture Shock, found that managers’ engagement, effectiveness, and natural talents explained at least 70% of the variance in team engagement, even after accounting for other factors. Managers in the top quartile of engagement have teams with engagement levels averaging 11 percentile points higher than those led by managers at the 50th percentile. Additionally, U.S. front-line workers have lower engagement than the overall U.S. workforce (26% vs. 32%).

Gallup said organizations should hire and promote based on supervisory talent rather than front-line performance or tenure alone. Structured, science-based interviews and assessments help identify candidates with supervisory potential, the research firm said. In turn, a meta-analysis of 136 studies involving 14,597 managers found that hiring for managerial talent increased sales or revenue by 21% per manager and profit by 32% per manager.

Supervisory training programs also help prepare supervisors for success. However, only 45% of front-line supervisors participated in training or education in the past year, 32% did so more than a year ago, and 23% have never participated.

Still, front-line supervisors who completed supervisor-focused training in the past year report better outcomes. They are 79% more likely to be engaged, 19% less likely to feel burned out at work very often or always, and 11% less likely to be actively looking or watching for a new job, Gallup found.