The janitorial and sanitation industry plays a critical role in maintaining cleanliness, hygiene, and safety in businesses, healthcare facilities, schools, and public spaces. However, one persistent challenge faced by employers in this field is high employee turnover.
Frequent turnover leads to higher hiring and training costs, lower productivity, and reduced service quality. While some level of turnover is expected, addressing key factors that drive employees to leave can significantly improve retention rates.
Top Five Reasons for High Employee Turnover in the Jansan Industry:
- Lack of Formal Training
- Lack of Recognition and Appreciation
- Limited Career Growth Opportunities
- Poor Work Environment and High Stress
- Low Wages and Limited Benefits
Below, we explore each issue in detail and provide actionable solutions to help businesses reduce turnover and build a more engaged workforce.
1. Lack of Formal Training
Why Employees Leave
Many janitorial workers receive little to no structured training, often learning on the job without clear guidance. Some companies even rely on veteran staff to train new hires, but this can create inconsistencies and outdated practices. This can lead to:
- Confusion and frustration among new hires.
- Inconsistent cleaning techniques and safety issues.
- Lower confidence and job dissatisfaction, leading to early resignations.
- Employees may develop bad habits or fail to meet compliance and safety standards.
How to Fix It
- Implement a structured onboarding program covering equipment use, cleaning techniques, and safety procedures.
- Provide ongoing education to keep employees up to date on industry advancements.
- Establish clear guidelines and expectations to ensure all employees follow the same procedures.
The Imperial Dade Cleaning Institute: A Solution for Effective Training
To ensure consistent, high-quality training, businesses can turn to the Imperial Dade Cleaning Institute, which offers:
- Expert-led courses on cleaning and disinfection.
- Hands-on demonstrations for real-world application.
- Online training programs for flexible learning.
By providing proper training and clear expectations, businesses can improve employee confidence, performance, and retention while reducing errors and compliance risks.
2. Lack of Recognition and Appreciation
Why Employees Leave
Many janitorial workers feel their hard work goes unnoticed, leading to:
- Low morale and disengagement.
- Lack of motivation to perform well.
- Higher turnover as employees seek workplaces that value them.
How to Fix It
- Implement a formal recognition program that rewards outstanding performance.
- Provide regular, positive feedback to reinforce employees’ contributions.
- Celebrate milestones, work anniversaries, and achievements.
Employees who feel valued are more engaged, productive, and committed to staying with the company.
3. Limited Career Growth Opportunities
Why Employees Leave
Many janitorial workers view their jobs as dead-end positions with no opportunity for advancement. Without a career path, employees may:
- Leave for jobs that offer promotions and skill development.
- Feel unmotivated and disengaged.
- See no long-term future with the company.
How to Fix It
- Offer clear career advancement pathways and training programs.
- Provide leadership development opportunities for high-performing employees.
- Promote from within whenever possible to encourage long-term commitment.
An example of a career path for a cleanign team member may be:
Step 1: Entry-Level Janitor (Custodian)
- Responsibilities: Basic cleaning tasks (sweeping, mopping, disinfecting surfaces, restroom maintenance, trash removal).
- Skills Gained: Proper cleaning techniques, safety procedures, time management.
- Advancement Criteria: Demonstrates reliability, consistency, and understanding of cleaning standards.
Step 2: Lead Janitor / Senior Custodian
- Responsibilities: Oversees cleaning tasks for a section of a facility, helps train new hires, ensures cleaning standards are met.
- Skills Gained: Team leadership, quality control, equipment handling.
- Advancement Criteria: Completes additional training, shows leadership skills, understands supply management.
Step 3: Supervisor / Shift Manager
- Responsibilities: Manages a team of janitors, schedules shifts, handles customer requests, ensures compliance with health and safety regulations.
- Skills Gained: Staff supervision, customer service, conflict resolution, inventory control.
- Advancement Criteria: Strong performance in a lead janitor role, completion of management training.
Step 4: Facility Manager / Operations Manager
- Responsibilities: Oversees janitorial operations across an entire facility, manages budgets and supplies, hires and trains new employees, ensures compliance with regulations.
- Skills Gained: Budget management, hiring and training, advanced leadership.
- Advancement Criteria: Years of experience, successful leadership at the supervisor level, additional certifications (e.g., ISSA Custodial Supervisor Certification).
Step 5: Regional or Corporate Facility Director
- Responsibilities: Oversees multiple facilities, develops cleaning programs, ensures standardization across locations, negotiates contracts, liaises with upper management.
- Skills Gained: Strategic planning, vendor management, high-level operations management.
- Advancement Criteria: Proven leadership in facility management, experience managing multiple locations, strong operational knowledge.
By fostering career development, businesses can improve retention and create a more motivated workforce.
4. Poor Work Environment and High Stress
Why Employees Leave
Janitorial work can be physically demanding and mentally exhausting, leading to:
- Burnout from long hours and heavy workloads.
- Safety concerns due to exposure to hazardous cleaning chemicals.
- Frustration from a lack of support from management.
How to Fix It
- Ensure proper safety measures are in place, including personal protective equipment (PPE) and ergonomic tools.
- Opt for equipment that is innovative and less taxing on the employee. For example, an autoscrubber vs mop or backpack vacuum vs canister.
- Encourage work-life balance with reasonable shift scheduling.
- Create a positive, supportive work environment where employees feel heard and respected.
Reducing workplace stress and improving conditions leads to happier employees, fewer absences, and lower turnover rates.
5. Low Wages and Limited Benefits
Why Employees Leave
Many janitorial positions offer low wages with little or no benefits, making it difficult to retain employees. Common complaints include:
- Inability to support their families on current wages.
- Lack of health insurance, paid time off, or retirement plans.
- No performance incentives for outstanding work.
How to Fix It
- Offer competitive wages that reflect the physical demands of the job.
- Provide benefits such as health insurance, PTO, and retirement plans.
- Implement performance-based incentives to reward hard work.
Higher wages and benefits not only improve retention but also attract more skilled and dedicated employees, reducing long-term hiring and training costs. Even if pay raises aren’t possible, companies can provide other benefits to make jobs more attractive:
- Transportation stipends or gas cards to reduce commuting costs.
- Flexible scheduling (letting employees choose shifts when possible).
- Paid time off or extra personal days (even small improvements matter).
- Better healthcare options (if full benefits aren’t possible, consider discount programs).
- Discounts on company products/services or partnerships with local businesses.
Final Thoughts: Reducing Turnover in the Jansan Industry
High employee turnover in the janitorial and sanitation industry is a major challenge, but businesses can take proactive steps to improve retention. By addressing key concerns such as training, recognition, career growth, workplace conditions, and fair wages, companies can build a more stable, motivated workforce that stays long-term.
Key Takeaways for Reducing Turnover:
- Invest in employee training through programs like the Imperial Dade Cleaning Institute to ensure consistency and quality.
- Recognize and appreciate employees to boost morale and retention.
- Provide career growth opportunities to encourage long-term commitment.
- Improve working conditions and create a positive workplace culture.
- Offer competitive wages and benefits to attract and retain top talent.
Need Help Improving Employee Retention?
If your organization is struggling with high employee turnover, Imperial Dade can help. Contact us today to learn how our training programs, workplace solutions, and employee retention strategies can strengthen your workforce.