Improve Employee Retention in Your Cleaning Company With These Tips

While revenue figures, cost analysis, and various financial figures are used to describe a company’s performance, not everything can be assessed monetarily. One of the key indicators of a good business is its employee retention rate.

A motivated employee force is a company’s greatest resource. After investing heavily in hiring the best professionals, the retention of such top employees becomes equally important.

In a market as highly competitive as commercial janitorial cleaning services, one business’ loss is another business’ gain.

In order to retain their top employees, many cleaning companies offer several cash-based incentives, such as bonuses and other perks. However, these are not enough to ensure job satisfaction.

•  Learn these valuable tricks and lead your cleaning company towards prosperity!  

Job satisfaction is an amalgamation of cash-based as well as non-cash based factors that can be influential in determining how long an employee remains in the company.

This article looks at some of the factors that can influence job satisfaction and as a result, greater employee retention.

Create A Friendly Work Environment

A person demands respect which holds far more importance than a simple paycheck. Nobody wants to suffer through being objectified as a mere working cog.

Employees should be provided with a friendly atmosphere that is mutually respectful in order for companies to provide a platform to excel professionally.

Using personal names, verbal appraisal of work and appreciation among peers can go a long way in establishing a culture an employee would desire to be a part.

Interview Long-Term Employees

Long-term employees in a cleaning company, such as a commercial janitorial for example, represent a long association and offer valuable insight.

The reasons that they provide for their long-term loyalty will aid in improving the company’s hiring process. As they know the company better than anyone else, they are experts in pointing out the areas that require improvements.

• If you’re preparing yourself for an upcoming interview, learn the answers to these TWENTY commonly asked questions.

Such areas will explain the reasons for employees quitting the company, and further rectification will boost employee retention rate.

Clarify Your Expectations

Businesses looking for janitorial services should post job listings that carry a brief job description of what a particular designation demands from them.

There should be no room for ambiguity in a professional workplace with every role being well defined and guided.

Defined expectations not only provide employees with a common goal to work for, but also reinforces the required work ethic which needs to be sustained in order to work in a company.

Encourage Participation

Some employees want to be a part of something that is not their domain. This is the sign of a motivated employee who possesses the talent that suits their fields.

Shunning such behavior would lead to a conservative workplace which is detrimental for the growth of any company.

Take time to listen to employee concerns. Employees are more comfortable talking during lunch breaks than on a one-to-one conversation with the manager.

Their input should be valued and considered. Employees should feel like they are valued and listened to in the company before they can actually exhibit loyalty for the business.

Know Your Hiring Prowess

While knowing your profit figures and credit scores is essential for business dealings, knowing your perception in the job market is also important when dealing with employees.

Cleaning and janitorial jobs are being offered by a variety of different providers, so what makes you different?

Treatment of previous employees and the public persona portrayed by a business signal to prospective employees on how they can expect to be treated. How is the package being offered? – did previous employees leave on good terms?

Are you spoken of highly by your employees?

All of these factors play a role in determining your hiring reputation. A positive hiring reputation can open the doors for more people applying for janitorial jobs and more options for you to pick the best candidates.

Set Challenges

The mark of good workers is that they never shy away from challenges. Challenging work should be provided as a measure to gauge their experience.

It may be the case that a worker excels in professional office cleaning, but if assigned with an in-house cleaning task the results might not be as expected.

Do not belittle the cleaner, but show appreciation for the effort and give advice on how to rectify mistakes and improve.

Appreciate Hard Work

Recognition of good work acts as a massive boost to employee morale.

Beyond monetary bonuses, the fact that senior management is so involved with the workflow of an employee establishes a long way to create goodwill and loyalty.

Cleaners are also in need of appreciation, and undervaluation or underappreciation of their work proves to be the biggest triggers that result in the need to shift employers.

Top talent that recognizes its potential is less likely to remain with an organization that does not recognize and appreciate its talent.

Practice Fairness and Equality

One of the biggest challenges in commercial cleaning services jobs is to provide a perception of fairness and equality among employees.

Newer employees must be dealt with care, and due respect should be afforded for the older employees to negate any notions of jealousy.

If the most lucrative cleaning job goes to a novice cleaner, the remaining senior cleaners will inevitably feel cheated.

This is where monetary benefits also come into play. Salaries and perks although are not valued as much as talent, but for the sake of workplace harmony management should exercise fairness and equality.

Learn to practice fair management system in any organization with these techniques.

Show them a Future

Employees look for continued growth and success in order to remain associated with a company.

Regular evaluation and merit-based promotions not only spur motivation but also act as an incentive to work harder.

A delegation of important responsibilities also helps in showcasing the future as they think of it as owning the company rather than working for the company.

Such a move not only grow mutual trust but also induce loyalty between the parties.