Finding and Retaining an Epic Cleaning Staff

  • March 15, 2018
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Finding and Retaining an Epic Cleaning Staff

Today we’re chatting with Paige Tremblay!

Paige comes with a digital marketing background, so her perspective she was struggling with is a little bit different than most of Cleaning Nation. She was wondering how could she CLOSE the backdoor where her employees keep leaving through.

It is a common issue all of us eventually face: the revolving door.

In order to solve the revolving door problem with your employees leaving almost as soon as they’re hired, there are a few things we got to first own up to in our business. First of all, your employees will typically find it super easy to find another job that will pay them $10-12 dollars an hour so we know we can’t really compete on what we can pay our employees. Second of all, we know time is incredibly precious as a resource so we need to give a value proposition to these people where it makes them happy to spend their time working with us, cleaning up toilets rather than with their family or working a different job.

Resource Alert: Hiring Cleaning Staff Made Easy

So how do you go about solving these two issues?


Specifically your company’s core values.

If you walk into any Apple store you’ll see employees happily working at the Genius Bar making $30k per year, a pretty similar wage to what you’d be paying your cleaners. Yet, these people are probably 500% more loyal to Apple than your cleaners are to you… the reason?
Core values. The company speaks to them, makes them feel like they’re part of something bigger than just some retail store paying them minimum wage. The good news is you don’t need to be a Fortune 500 company to pull this off, you can do it whether you’re a small five person crew or have dozens of employees working for you.

Resource Alert: Motivating Your Cleaning Crew

It all starts with your hiring process.

Your job ad should SCREAM your core values and really stand out from other job ads. When they click through that ad to your website, it should also scream your core values along with your job application process. Every step of the way should highlight what you stand for, what your company loves, and the vision of the business.

Next is the on-boarding process. Don’t do one on one interviews, instead do group interviews and from that group take the people you think are the best fit to a private interview. This allows you to leverage your time better and to also be able to have a consistent large funnel of people to call on as you expand the amount of jobs you have.

Once you actually have your staff up and running, it is time to start building your community.

At the end of the day it won’t be money or time that you’ll be able to compete on, so you need to compete on having one of the best communities within your company. There are all kinds of group activities you can do with your team.
Most restaurants will have a private room you can rent for a couple hundred dollars and you can buy your team a meal on behalf of the company. If it’s a nice day you can go to a park and have a picnic. You can even hire a Bouncing House company to come out and install a bouncing house that your employee’s children will love, can have an open bar and share drinks, setup foosball tables in your office and play tournaments with each other, or have dunk tanks where the managers and you get dunked by the employees.

Almost all of these ideas are super cheap for you to do once per month and creates dividends for you in the future.

Yeah, your employees CAN go get a $10-12 an hour job anywhere else, but where else can they have this much fun and really feel like they belong?

Doing these simple things along with recognizing your team’s efforts in a positive light are all part of building a company culture that breeds loyalty, and top notch job performance.

Like I said, you don’t need to be Apple to pull this off and it is a minimal expense to do well.

In the long run your team will be thanking you, and you will be thanking yourself you had the foresight to breed this kind of culture from the very start as you reap the benefits of having long-term, loyal, top tier employees working for you.

Best advice you’ve received either personally or professionally?

Go for it. Go for what you want, do what you want.

What’s the biggest mistake you’ve made in the cleaning business we can all learn from?.
Not doing enough research on pricing when I first started, I definitely underpriced myself when I first began.

What’s one idea cleaning nation can put into practice to improve their business or their lives immediately?

Once nice thing came across by accident is going after AirBnB accounts. They’re great accounts usually. One nice thing is that there is not much competition in it and you can get a $500-600 per month account no problem at all and they can actually afford it with their rental model.

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