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How Can I Stop Cleaning Staff Turnover?

Joseph Lockhart

Updated: Jan 31

Turnover? Not The Delicious Pastry


There is nothing sweet about constantly rehiring and training for cleaning positions.
There is nothing sweet about constantly rehiring and training for cleaning positions.

No matter how many facility managers or building service contractors you talk to, one issue remains constant: the frustration of high cleaning staff turnover. The revolving door of hiring for cleaning positions is a costly, time-consuming challenge.

To solve this problem, we must first understand why it exists. Once we grasp the root causes, the solutions become much clearer. At our company, we conducted a thorough survey of our cleaning staff—from our newest hires to our most tenured employees—to uncover what we’re doing that has led to one of the lowest turnover rates in the industry. More importantly, we wanted to identify how we can improve even further.

Key Insights: What Cleaning Staff Care About Most

Through our research, three hot-button issues stood out as the primary reasons cleaners stay or leave a company. Addressing these concerns is the key to retaining a dedicated, high-performing cleaning team.

1. Cleaners Want to Feel Like They Are Part of Something Bigger

One of the most glaring revelations was that cleaning staff don’t want to feel like they’re just another cog in the machine. Too many employers treat their cleaners as temporary and replaceable, and in turn, their cleaners act accordingly.

This is a self-fulfilling prophecy—when a company assumes its employees are only there for a paycheck and will leave for a small wage increase elsewhere, its hiring and training processes reflect that belief. The result? High turnover, over and over again.

Solution: Shift Your Mindset

  • Foster a sense of belonging—Make it clear that cleaners are a valuable part of the company, not just a replaceable workforce.

  • Recognize and reward contributions—Even a simple acknowledgment of their hard work can go a long way.

  • Provide a career path—If cleaners see opportunities for growth, they are far more likely to stay.

2. Cleaners Demand Proper Training and Tools

A common frustration among cleaning staff is starting a job without the right training or equipment. Too often, cleaning teams are expected to “make do” with whatever is available. This creates inefficiency, frustration, and ultimately, job dissatisfaction.

Solution: Equip Your Team for Success

  • Develop a structured training program—No cleaner should start a project without clear instructions and expectations.

  • Provide the right tools—Outdated or ineffective equipment leads to frustration and poor performance.

  • Check in regularly—Make sure your team has what they need to do their jobs effectively.

The days of employers dangling a paycheck and expecting blind loyalty are over. Today’s workforce have job offers at their fingertips—literally. With job alerts running in the background on their phones, they don’t have to search for a new job—a new job finds them. If they feel unsupported, they’ll move on without warning.

3. Cleaners Expect Respect

Cleaning is physically demanding and requires a high level of skill and experience to be done well. Unfortunately, these skills often go unrewarded—both financially and in terms of basic workplace respect. Many cleaners have developed their expertise through years of trial and error, moving from job to job. Yet, their efforts often go unnoticed.

Solution: Treat Cleaning as a Skilled Profession

  • Respect their work—Recognize that cleaning is an essential, skilled job, not just an entry-level task.

  • Create a culture of appreciation—Even small gestures of recognition can make a difference in job satisfaction.

  • Offer competitive compensation—If you don’t value their work, another employer will.

The Bottom Line

Reducing cleaning staff turnover isn’t about paying more money—it’s about treating people like valuable professionals. When you create a workplace where cleaners feel respected, equipped, and included, you build a loyal and dedicated workforce. And that’s how you put an end to the never-ending cycle of cleaning staff turnover.

By taking these steps, facility managers can transform their hiring and retention strategy, creating a stable and motivated cleaning team that delivers excellence day after day.

Are you ready to break the cycle and build a stronger, more committed cleaning staff? It starts today.

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