Building blocks retention

From frequency demands to product availability, much of the commercial cleaning industry is constantly fluctuating with no real sense of consistency. In many cleaning departments, however, one thing seems to be constant: high turnover. While some employees leaving is inevitable, there are certainly practices departments conduct that enable them to keep top performers more than others. These practices, as outlined in Training Mag, give managers applicable adjustments they can make to improve workplace culture and as a result, retention in their workforce. 

Finding Strengths: Part of crafting an engaged team is putting team members in roles where they can utilize their strong suits. Doing so minimizes the risk of employees not only doing a poor job, but also doing something that doesn’t make them feel inspired — leading to burnout and eventual turnover. Managers can find their employee’s strengths and interests through casual conversation, but also through being observant of their surroundings. An example could be for a custodial team member who always talks about hiking and being outdoors in their spare time. If the facility has some exterior maintenance opportunities, it could be a perfect fit for keeping them worker engaged and inspired. 

Provide Teambuilding Opportunities: When employees have a better idea of the interests and passions of their teammates (and it doesn’t have to be work related) it opens up the door to discovering that many of them could share similar goals or hobbies. This not only fosters a sense of camaraderie, but it increases the chances of teammates stepping up for each other even when it isn’t prompted. This kind of interconnectivity can be crucial during difficult shifts, or when occupancy in facilities gets chaotic and areas need to be cleaned. Managers can help put this in motion through any variety of activities, including taking their team out for a free lunch, or offering them tickets to a sporting event if they choose to go. 

Reinforce Messaging: If employees have a clear idea of what their responsibilities and expectations are, less likely to make mistakes and also more likely to ask important questions. Aside from improving productivity, reinforcing messages on a consistent basis (more than just once or twice) for safety protocols, how to use certain equipment, or when to audible and help a teammate with another task during a shift can go a long way in making employees feel as if they belong. If an employee feels like they’re part of a buttoned-up organization, they’re more likely to stay around. 

For related tips, check out these methods for preventing employee burnout