How to Set Up Cleaner Performance Reviews (That Don’t Feel Awkward)

Performance Reviews That Actually Help, Not Hurt

If you’ve ever skipped a performance review because it felt too stiff or uncomfortable, you’re not alone. Many cleaning company owners and managers want to support their team but don’t want to create tension or come off as overly corporate.

When done right, performance reviews can improve team morale, client satisfaction, and employee retention—without the awkwardness.

Here’s how to create a simple, fair, and effective review process that works for your cleaners and your business.

Why Performance Reviews Matter in a Cleaning Business

Most cleaners don’t get a lot of feedback unless something goes wrong. That can lead to confusion, missed expectations, and even turnover. A simple review process gives cleaners clarity on how they’re doing and where they can improve.

Done consistently, reviews can help you:

• Keep quality and professionalism consistent across teams
• Recognize and retain high-performing cleaners
• Spot and solve small issues before they become client problems
• Show cleaners that their work matters

How to Build a Simple, Repeatable Review Process

1. Pick a Review Frequency That Makes Sense

Quarterly or biannual reviews work well for most teams. The key is consistency—cleaners should know when to expect feedback, and managers should block off time to prepare.

Pro tip: Set recurring reminders or use your scheduling or workforce management software to automate the process.

2. Use a Template to Keep It Fair and Focused

Using a standard format keeps the review objective, consistent, and less personal. That makes it easier to talk about both strengths and areas to improve.

Your template should cover:

• Attendance and punctuality
• Quality of work (based on client feedback or inspections)
• Communication and professionalism
• Teamwork and attitude
• Initiative and problem-solving

Download a free cleaner performance review template

3. Bring Real Data When You Can

The more specific you can be, the more helpful your feedback will feel. Instead of saying “You’ve been late a lot,” try “There were 4 late arrivals this month, which impacted the team’s timing.”

Consider using tools like:

• Inspection results
• Notes from site supervisors
• Time tracking reports
• Client feedback

This takes the pressure off the manager and helps cleaners understand where to focus.

4. Lead With Positives, Then Offer Supportive Coaching

Start the conversation by recognizing what’s going well. Cleaners rarely hear praise for doing solid, reliable work—and it goes a long way.

Then, if there are areas for improvement, frame them as opportunities. Be clear, specific, and supportive.

Example:

• “You’ve been really consistent with attendance and get great feedback from Site A.”
• “Let’s work on restocking supplies at the end of each shift. That small habit helps the next person succeed.”

5. Ask for Their Perspective

Don’t just talk at your cleaners—talk with them. Ask questions like:

• “What’s been going well for you?”
• “Is anything getting in the way of doing your best work?”
• “What tools or support would help you out?”

You’ll uncover useful insights, build trust, and often spot simple fixes.

6. Keep It Documented (But Not Formal or Cold)

Log the review in a simple format—ideally right inside your workforce platform or HR files. That way you can track progress over time and keep a record of what was discussed.

But don’t make it feel like a disciplinary meeting. Keep the tone casual, constructive, and encouraging.

Tips for a Great Review Conversation

• Keep it one-on-one and private
• Avoid reviewing someone mid-shift or right before a job
• Aim for a 10–15 minute conversation—short, but impactful
• Be warm, direct, and clear in your tone

Common Mistakes to Avoid

• Making reviews too long or too infrequent
• Giving only negative feedback
• Surprising cleaners with issues you haven’t addressed earlier
• Skipping documentation or follow-ups

What to Do After the Review

A performance review isn’t just a check-in—it’s a launchpad. Use it to:

• Set small, measurable goals for the next month or quarter
• Provide any training, tools, or support they need
• Follow up with recognition when they show progress

Your team will feel seen, supported, and motivated to keep growing.

Make Reviews a Natural Part of Your Culture

When reviews happen regularly—and with the right tone—they stop feeling like big events and start feeling like normal conversations. Over time, they become a valuable tool for growth, not just another task on your to-do list.

Support Cleaner Success—Without the Extra Admin

Helping your cleaners do great work shouldn’t feel like chasing paper or playing phone tag.

With Swept, you can:

✅ Share site-specific instructions and checklists right in the app
✅ Communicate clearly with cleaners in their preferred language
✅ Send updates, notes, and feedback instantly—no more missed messages
✅ Track attendance, inspections, and cleaner performance in one place
✅ Keep your team aligned, organized, and motivated

No spreadsheets. No guesswork. Just a smarter way to support your team.