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.
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:
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:
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:
Without clear standards and feedback, cleaners are left guessing or waiting for criticism.
How to fix it:
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:
Effective training isn’t just about ticking boxes — it’s about preparing your team for success. A strong training program includes:
Pro tip: With Swept, each cleaning location has its own checklist, so expectations are always clear—no matter who’s on site.
Retention doesn’t come from a one-time talk. Keep your team connected with ongoing communication:
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:
Businesses using Swept report higher cleaner retention and more engaged teams.
Don’t miss the chance to learn from departing cleaners. Simple exit interviews can reveal gaps in your systems and culture.
Ask:
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?