Cleaner turnover is one of the most expensive and frustrating challenges in the janitorial industry. It’s not just about hiring replacements — it’s lost time, lost trust with clients, and lost momentum for your team.
While the work itself is often blamed — physically demanding, isolated, and typically done outside regular hours — many janitorial business owners prove it’s possible to build loyal, reliable teams of cleaners. The difference? How you support and engage them every day.
In this guide, we’ll break down the real reasons cleaners quit and share practical strategies you can use from day one to retain your best employees and reduce costly turnover.
Why Cleaners Quit (And What You Can Do About It)
Cleaner turnover rates in janitorial companies often range between 200% and 300% annually — far above most industries. (Insert chart opportunity: Industry turnover rates comparison)
But turnover isn’t just “part of the job.” It’s a symptom of three main issues:
1. Anonymity: “No one knows me.”
Cleaners often feel invisible, especially when working alone at night with little to no interaction with teammates or supervisors. Without strong relationships, you lose the biggest opportunity to build loyalty.
How to fix it:
- Make regular check-ins a priority — not just when there’s a problem.
- Ask how they’re doing outside work. People stay where they feel seen.
2. Irrelevance: “My work doesn’t matter.”
It’s easy for cleaners to feel like they’re just going through the motions, especially when no one explains how their work impacts clients or the company’s success.
How to fix it:
- Share client feedback — both positive and constructive — regularly with your team.
- Explain the why behind each task, not just the how.
- Show cleaners how their work helps real people, not just buildings.
3. Immeasurement: “I don’t know if I’m doing a good job.”
Without clear standards and feedback, cleaners are left guessing or waiting for criticism.
How to fix it:
- Provide every cleaner with a site-specific checklist or cleaning scorecard.
- Offer regular, constructive feedback — at least monthly.
- Use consistent standards across your team so no one feels singled out.
Don’t Just Hire — Set Your Cleaners Up to Stay
Retention begins the moment someone joins your team, not after they start to struggle. Here’s how to build a training and support system that maximizes long-term cleaner retention:
- Share your company’s story and values. Even part-time cleaners deserve to understand why your business exists and what you stand for.
- Answer key questions upfront: pay schedule, time-off policies, pay for driving time — cover these clearly and in writing, ideally in a handbook.
- Connect work to their personal goals. Whether they’re paying rent or saving for the future, show how this job supports their aspirations.
Training That Goes Beyond the Basics
Effective training isn’t just about ticking boxes — it’s about preparing your team for success. A strong training program includes:
- Accessible and trusted safety certification programs.
- Clear cleaning standards and site-specific procedures (clock-ins, supply requests, emergencies).
- Client communication and teamwork skills.
- Success metrics like checklists and opportunities for growth.
Pro tip: With Swept, each cleaning location has its own checklist, so expectations are always clear—no matter who’s on site.
Keep Communication Strong After Training
Retention doesn’t come from a one-time talk. Keep your team connected with ongoing communication:
- Give constructive feedback that helps. Be specific, fact-based, and invite cleaner input.
- Recognize wins often. Praise specific behaviours publicly and encourage peer recognition.
- Recognition matters more than bonuses for many cleaners.
Use Technology to Support Your Team, Not Just Track Them
Janitorial software often gets used to monitor cleaners, but when used correctly, it becomes a powerful retention tool.
Swept helps your team stay connected and supported by offering:
- Easy issue reporting for equipment or site problems.
- Location-based messaging for fast communication.
- Multilingual support to break down language barriers.
- Mobile access to schedules and instructions.
Businesses using Swept report higher cleaner retention and more engaged teams.
Exit Interviews: Learn Why People Leave — So Fewer Will
Don’t miss the chance to learn from departing cleaners. Simple exit interviews can reveal gaps in your systems and culture.
Ask:
- Why did you decide to leave?
- Did your job meet your expectations?
- Did you feel supported by management?
- What could we have done to keep you?
Keep Your Cleaners — Grow Your Business
Cleaner retention doesn’t require expensive perks or magic hiring tricks. It demands intention: building communication, support, and respect from day one.
While turnover may be common in janitorial work, it doesn’t have to be common in your business.
Ready to build a loyal, reliable cleaning team?
