Results from a recent Gallup poll demonstrated a decline in employee engagement. Polling workers across all industries, about 31 percent of respondents shared they are actively engaged at work. Commercial cleaning executives who already anticipate staffing constraints amidst increasing workloads should consider the methods of motivating their cleaning teams.

According to Gallup, invested employees achieve reduced absenteeism (78 percent) and safety accidents (63 percent). Therefore, strategies that address the needs of frontline teams not only enhance labor output but also support staff retention initiatives. However, it is important that managers consider the multi-generational needs of their workforce, as solutions for one generation may not apply to another.

Communication is a universal strategy, yet specific methods of disseminating messaging should align with each of the four generations: Baby Boomers, Gen X, Millennials, and Gen Z.  For instance, Baby Boomers appreciate feedback face-to-face whereas Gen Z prefers quick acknowledgments or digital recognition. Similarly, when building trust with cleaning teams, a leader should consider the diverse values of each generational group. Gen X individuals value autonomy, which differs from Millennials who crave community.

Leaders will need to focus on developing communication touch points that provide role clarity, as less than half of respondents knew what their work expectations were. Additionally, 47 percent of individuals, consisting mostly of Millennials and Gen Z, reportedly feel less invested in by their employers. Cleaning executives could consider addressing employee concerns immediately, whether that be through fair compensation or providing growth opportunities.