Winning the Battle Against Labor Shortages

By Jerry Flug

What can be done about the current labor issues in the commercial cleaning industry? Employee recruitment and retention are always a hot topic and must stay at the top of every company’s mindset.  

As of February 2025, the commercial janitorial industry was primarily grappling with significant staffing challenges. A recent survey indicated that 61 percent of janitorial companies identify labor shortages as a major obstacle to achieving growth objectives. To address this, 86 percent of these companies plan to increase wages in an effort to attract and retain qualified personnel.  

The retention rate for building service contractors (BSCs) is a topic that needs to be evaluated weekly and sometimes daily in the industry. High employee turnover, approximately 200 percent annually, exacerbates these staffing issues, leading to inconsistent service quality and increased operational costs. To mitigate this, companies are focusing on creating supportive work environments that prioritize employee well-being and offer competitive compensation.  

In addition to staffing concerns, the industry faces pressures from rising operational costs and the need to adopt advanced technologies. Companies are investing in automation and robotics to enhance efficiency and reduce dependence on manual labor. However, the initial investment and integration of these technologies present additional challenges.  

Overall, while technological advancements offer potential solutions, addressing labor shortages and high turnover rates remains the most pressing issue in the commercial cleaning sector today. 

In the meantime, what can companies do to improve employee recruitment and, most importantly, retention. Employee retention in the commercial janitorial industry requires a strategic approach that prioritizes employee well-being, engagement, and career growth.  

Here are key steps to improve retention: 

1. Competitive Pay and Benefits 

• Offer competitive wages that reflect industry standards and cost of living. 

• Provide health benefits, paid time off, and performance-based incentives. 

2. Strong Company Culture 

• Foster a positive work environment with clear values and a sense of purpose. 

• Recognize and reward employees for their hard work and commitment. 

3. Effective Onboarding and Training 

• Implement a structured onboarding process to set employees up for success. 

• Provide ongoing training and career development opportunities. 

4. Clear Communication and Employee Engagement 

• Maintain open communication through regular meetings and feedback sessions. 

• Actively listen to employees’ concerns and implement their suggestions when possible. 

5. Growth and Advancement Opportunities 

• Create clear career paths for employees to move into supervisory or management roles. 

• Offer skills training and certifications to help employees progress. 

6. Supportive Leadership and Management 

• Train supervisors to be supportive, fair, and respectful. 

• Encourage managers to lead by example and build trust with their teams. 

7. Workload Management and Safety 

• Ensure manageable workloads to prevent burnout. 

• Invest in proper equipment and emphasize workplace safety. 

8. Employee Recognition and Appreciation 

• Implement recognition programs such as Employee of the Month or performance bonuses. 

• Show appreciation through small gestures like thank-you notes, team lunches, or incentives. 

9. Flexible Scheduling and Work-Life Balance 

• Offer flexible shifts, when possible, to accommodate personal commitments. 

• Ensure reasonable working hours to prevent overwork and fatigue. 

10. Exit Interviews and Continuous Improvement 

• Conduct exit interviews to understand why employees leave. 

• Use feedback to make continuous improvements in policies and workplace culture. 

By implementing these strategies, commercial janitorial businesses can reduce turnover, increase job satisfaction, and build a stable, committed workforce. 

As founder of HRA Consulting Group, Jerry Flug draws on his extensive 30-year career in building services to help business professionals reach their full potential. His leadership experience includes 18 years as CEO of a regional commercial cleaning company, where he developed deep expertise in executive management, defining building culture, and industry operations. Through HRA Consulting Group, Jerry combines his entrepreneurial success and industry knowledge to guide business owners toward sustainable growth. His holistic approach focuses on achieving excellence in both professional endeavors and personal development, empowering clients to create lasting success.