How to Solve High Employee Turnover

Those who spend enough time around human resources staff and hiring managers in the commercial cleaning industry are likely to hear plenty of groans and sighs. These are the sounds of exasperation and they’re totally valid. 

The rate of unemployment has been hovering around 4 and 4.2 percent for roughly year, according to the U.S. Bureau of Labor Statistics. While these figures are good for employees because it means people who want to work are finding it, such unemployment rates typically mean recruiting challenges are either approaching or have arrived because job openings outpace candidates, according to Claudia St. John, founder of The Workplace Advisors, Jamesville, New York. 

“If you look at the unemployment data, we're at 4.1 percent. That's full employment,” she says. “There are currently two times as many open jobs as there are unemployed workers.” 

That trend could very well continue for years. A 2025 report from the Congressional Budget Office forecasts deaths to surpass births in the United States in 2033. 

Full employment can be particularly difficult on building service contractors because frontline workers often desire these jobs when they’re in a pinch and bolt when they’re in better shape. This leads to one of the greatest issues for BSCs: turnover. 

“These jobs are often viewed as expendable if another, better paying job comes along, and schedules must be more flexible to accommodate an employee’s first or primary job,” says Jerry Flug, a 30-year veteran of the commercial cleaning industry and founder of HRA Consulting Group, Virgina Beach, Virginia. 

But to attribute turnover in commercial cleaning solely to the fact frontline work is often a secondary job would be inaccurate. Experts say multiple factors have historically and continually contributed to commercial cleaning’s often higher-than-average turnover rate. Unlike, for example, an accountant who is going to work in an office, at home, or both, frontline cleaning staff are obligated to physically report to one or more worksites. This can present what is seen as multiple negatives. 

For one, the job can be isolated as it's often done alone and in the evening. This means less human interaction and ability to build positive relationships with coworkers. 

Loneliness can also make a person feel less safe because they’re not around people they trust. And where’s the security in being alone in an office should someone come into that space at night? 

Meanwhile, many frontline workers take public transportation to the job site, which might mean waiting for the bus alone before and after shifts. This is especially a concern for women. And if the employee is fortunate enough to have their own transportation, there can still be walks to and from the parked car, not to mention commutes that can be long and tiring. 

While the aforementioned factors are important, there is more than contributes to turnover. Perhaps an obvious pain point, low pay is one way to get employees to look elsewhere. Nearly 40 percent of Americans have a side hustle, according to Lending Tree. This isn’t surprising considering the skyrocketing cost of living is forcing even the well paid to pick up seasonal, freelance, or gig work. 

Another major cause of turnover is bad company culture. Unlike something as straightforward as pay, bad culture can have many different looks. Some characteristics of bad culture include:

• No plan in place to allow workers to grow within a company.
• An inability to provide competent management.
• A lack of respect for employees and their contributions to the company.

“Employees who lack training, growth opportunities, or recognition, especially from their direct supervisors, are far more likely to leave,” says Michael Fitts, Chief Commercial Officer, 4M Building Solutions, St. Louis, Missouri. “Research shows toxic culture and feeling undervalued are stronger predictors of turnover than pay. Retention improves when contractors address both sides of the equation: competitive compensation and a supportive, respectful workplace.” 

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How Staff Turnover Impacts Building Service Contractors