10 Tips for Improving Employee Training Programs

By Keith Schneringer, Senior Director of Marketing Jan/San + Sustainability for BradyPLUS   

Over the course of my career in the cleaning industry (starting in 1990), I have seen a variety of approaches to training a custodial team.  Which of the following approaches sounds most like yours? 

Some people have taken the approach of having a well-thought-out and documented on-boarding curriculum for new hires supplemented by ongoing training and professional development for all employees. Yeah, for these people and all of their employees!  

Some people have taken the approach of having a new employee “shadow” an existing employee for a day or week or two and then cutting them loose to be on their own after they have seen what to do. The cleaning industry has been well known to pass along “tribal knowledge” and training in this more “verbal” or “oral” manner, and it has been proven to be somewhat effective. In general, your mileage will probably vary when you take this approach. 

 Some people have taken the approach of pointing to the stuff that needs to be cleaned and saying, “make sure it is clean.” Your results will probably be less successful with this approach depending on how well the employee has been trained prior to arriving, but I think we would all agree that this approach would probably lead to the least consistent results and the most frustration for everyone involved. 

And some people have taken the approach that they don’t want to invest in any training for an employee who might subsequently leave them someday. What do you say to that? 

For the people in this last group, Henry Ford, founder of the Ford Motor Company, has been quoted as saying “the only thing worse than training your employee and having them leave, is not training them, and having them stay.” This quote frequently does elicit some second thoughts once it has been introduced into that particular conversation. 

And once these second thoughts have been elicited, a follow up with a quote from Richard Branson, founder of Virgin Atlantic, can add an additional and perhaps a bit more modern twist with his advice to, “train people well enough so they can leave, and treat them well enough so they don’t want to.” 

To sum it all up, I believe most people reading this article would agree that providing some training for cleaning staff would be helpful, useful, and meaningful.  

To truly empower cleaning workers, organizations must invest in structured, engaging, and effective training programs that foster skill development, reduce turnover, and ensure compliance with health and safety standards. Whether you are a facilities manager, a building service contractor, or an operations director, here are some actionable tips to help upgrade your custodial training program. 

Start with a Needs Assessment 

Before you begin revamping your existing training program or launch your brand new one, it’s essential to assess your team’s existing knowledge, skill gaps, and job responsibilities. After all, you can’t get to where you are going unless you know where you are starting out first. 

Conduct a survey, observe work processes, and engage with custodial staff directly to understand the real-world challenges they face every day. This data will serve as the blueprint for a training curriculum that is relevant and targeted, and it will also help to bring you closer to your cleaning team. 

Key Insight: Don’t assume all workers need the same training. Tailor some programs for new hires, experienced staff, and specialized roles (such as floor care technicians) in order to get the best impact. 

Create a Structured Onboarding for New Hires 

First impressions matter. A structured onboarding program for new hires helps custodial workers start strong and feel supported from day one. This onboarding program should include: 

Key Insight: Consider using a checklist to ensure consistency across sites and teams, and to make sure nothing important gets left out. 

Integrate Multifaceted Learning Tools 

Like all of us, custodial workers come from diverse educational and language backgrounds. Incorporating multiple learning formats, everything from videos to infographics, and from live demonstrations to mobile-friendly learning modules, can dramatically improve comprehension and retention. 

Visual aids are particularly useful for conveying complex processes like cleaning equipment operation or chemical mixing. And interactive e-learning platforms enable self-paced learning that accommodates different schedules and skill levels. 

Key Insight: Consider offering training in multiple languages, since for many cleaning workers, English is a second language. 

Emphasize Health, Safety, and Compliance 

Compliance is frequently non-negotiable in custodial work, especially in regulated environments such as healthcare and foodservice. Training must align with OSHA, EPA, and local health department standards. 

Key topics to cover include: 

Key Insight: Supplementing initial training with ongoing safety drills and other regular refresher sessions helps keep teams safe, prepared, and alert. 

Incorporate Green Cleaning Practices 

Sustainability is not a fad, it is a trend, and for many organizations, it is a requirement. Many organizations now require more sustainable cleaning services and products as part of their contracts. Training programs should educate workers on: 

Key Insight: By teaching your custodial staff how to meet green certification standards such as LEED, Green Seal GS-42, or ISSA’s CIMS-GB standard, you not only upskill your team but also make your services more competitive.

Use Individual Certifications to Motivate and Measure 

Industry certifications for cleaning workers add credibility to your workforce and help standardize training outcomes. Organizations like ISSA, IICRC, and OSHA offer widely recognized programs such as: 

Offering certification opportunities demonstrates a commitment to professional development and can also help boost morale. 

Custodians often work in high-traffic, customer-facing environments like offices, malls, and schools. Teaching soft skills such as communication, professionalism, time management, and conflict resolution enhances the overall service experience. A simple interaction, like explaining when a restroom will reopen after cleaning, can shape perceptions of your brand. Encourage a service mindset in all roles, not just management. 

Key Insight: Training often leads to increased confidence and job satisfaction for cleaning workers. 

Leverage Supervisors as Coaches 

Supervisors are frequently the bridge between training and execution. Equip them with leadership development and coaching skills so they can mentor workers on the job. Provide checklists, observation tools, and feedback forms to support real-time learning and performance tracking. 

Key Insight: Rotate experienced team members into training roles to build internal expertise and reward top performers.

Track Performance and Offer Continuous Improvement 

A great training program doesn’t stop after orientation. Use key performance indicators (KPIs) such as inspection scores, safety incidents, absenteeism, and customer feedback to assess training impact. 

Schedule regular reviews and use data to identify retraining needs or operational gaps. Encourage workers to share feedback and suggest improvements.  

Key Insight: When employees feel heard, they’re more likely to engage and grow.

Celebrate Progress and Provide Career Pathways 

Recognition breeds retention. Celebrate milestones like completed training modules, safety records, or positive feedback with certificates, team shout-outs, or small incentives. Also, outline clear career pathways. For example, describe the way an employee can grow from a custodial technician to supervisor or facilities coordinator to show workers that this can be more than “just a job,” it can be a career! 

Key Insight: When employees see a future with your organization, they’ll be more motivated to develop their skills and contribute meaningfully. 

Final Thoughts 

Custodial workers are essential to the smooth and safe operation of every facility. By investing in comprehensive, engaging, and future-ready training programs, organizations can improve outcomes across the board, from cleanliness and compliance to employee satisfaction and customer retention. 

Remember that training is not a one-time event but rather an ongoing process. As new technologies emerge and standards evolve, so too should your custodial workforce, and your training program. Effective training can help to produce the empowered, respected, and prepared cleaning workers needed for tomorrow’s cleaning challenges. 

Keith Schneringer has been in the sanitary supply industry since 1990 and is currently the Senior Director of Marketing Jan/San + Sustainability for BradyPLUS, a specialized distributor and solution provider in facility care, foodservice, and industrial packaging. In his current role, Keith is responsible for marketing to the jan/san and facility care industry, for developing vertical-market-specific programs to better assist customers, and for leading the company's sustainability initiatives. Before assuming his current responsibilities, he worked as an account consultant, sales manager, marketing manager, and director of channel marketing + sustainability for WAXIE Sanitary Supply.