It is important to praise an employee when they do something right. This will make them feel good about themselves and want to do it again. If you notice that a certain employee is showing up to work on time every day, tell them how great that is at the end of the week. This will encourage them to keep coming on time. Also, if an employee is trying to achieve a goal, use positive reinforcement to motivate them.
Use training as a way to retain the best employees.
Inauguration and training are two of the most important ways to retain the best employees in your cleaning company. Your induction program should acquaint new cleaners with your business and provide them with everything they need to know about contract cleaning. It’s also an opportunity for you to get to know them and a chance for them to see if working for you is the right fit. Make sure your induction program covers key areas like:
- Company history and mission statement
- Company expectations and values
- Your workplace culture
- The key people within the business who cleaners can go to if they have any questions or concerns
In addition, providing ongoing training for cleaners will ensure that their skills are up-to-date and that they meet any industry standards. For example, if you’re a commercial cleaner working with major brands, you’ll likely be required to train staff in hygiene practices or chemical usage.
Operate with your employees
One surefire way to keep your employees around is to make them feel like they have a future with you. While it’s obvious that employees want to be able to earn a paycheck, if they feel that there is no chance of progressing in the company, they will look elsewhere.
It’s therefore important that you have a clear career path for each of your employees. This doesn’t mean that everyone should be made manager by default – some people would prefer being an account administrator or director of operations – but it does mean that you should have a clear idea about their next step within your organization and what it takes for them to get there. If you don’t currently have opportunities for promotion, then work with your employees and show them what other skills and experience they can gain by staying with the company.
Provide feedback promptly.
Employees must know how they’re doing, but you must provide feedback on time to retain your best employees. If a job is done well or poorly, feedback should be provided immediately so the employee can address the issue as soon as possible and quickly move on with the next task that might require their attention. Employees shouldn’t have to wait until an annual review to hear about a problem; if an employee does something wrong, address it promptly so he/she won’t repeat the mistake.
Feedback should also be specific and actionable. The best way for an employee to correct their behavior is by providing specific examples of what went wrong and how it can be avoided in the future. When giving praise, your feedback should detail exactly what was done well and why that behavior should continue. In addition, your comments should reflect only on that particular employee’s performance so there won’t be any confusion regarding who needs to change their behavior (or who did an amazing job!)
The language you use when delivering feedback is equally important—and it doesn’t need to be complicated! Keep your language easy to understand, so your employee clearly understands which behaviors need correcting or continuing. Feedback will help them stay focused on improving the quality of their work instead of feeling discouraged or defeated by your comments.
Recognize their achievements.
There are various ways to recognize your employees – from awards and bonuses to letters of recognition in the company newsletter, so take a few minutes out of your day to thank them for coming in early or staying late, for doing a great job on a project or for simply being wonderful and loyal employees.
Recognition is an important part of creating positive relationships in the workplace. It’s also one of the best ways to show your staff you value their work. When employees feel valued, they are less likely to look elsewhere for employment. The more you recognize your employees’ achievements and contributions, the better they will perform at work and be happier.
All levels of management must give recognition when appropriate so that everyone knows that their hard work has been noticed and appreciated by their manager and upper management.
Give them rewards or incentives for the work they have done.
Rewards come in many different forms, and they can be financial or non-financial. They can also be given to your employees for their work, the goal they have achieved, the milestone they have reached, their outcomes, their targets, and performance standards.
If you want your employees to excel at what they do, whatever it is that you are rewarding them for should be something that aligns with your company’s goals and objectives. To reward them, you must first establish clear and measurable goals, so you will know whether or not an employee is doing well or whether there is room for improvement.
Here are some examples of how rewards can be used:
- A job well done—you can reward someone when a certain project is finished successfully within the given timeframe and budget.
- Goals achieved—if an employee has achieved a specific goal such as achieving sales target or increasing productivity, then provide a reward as motivation.
- Milestones reached—when an employee reaches a milestone such as staying with the company for one year or two years, give him/her some acknowledgment like a gift card from his favorite store.
- Outcomes achieved—if your company has met its quarterly revenue target due to team effort, then reward each member who helped in achieving this success by giving them paid vacation days worth up to three months’ salary per person based on their length of service (i.e., five years equals five months). This will help keep morale high among workers who know when their hard work pays off.”
All these measures can help you retain your best employees.
Give them rewards or incentives for the work they have done. Workplace awards are a great way to encourage staff, and a small incentive scheme can keep workers happy and engaged. Rewards are not always about big bucks, either: it could be something as simple as a lunch out, extra time off, or tickets to an event. The more personalized the reward is for each employee, the better.
Use inauguration and training as a way to retain the best employees. Induction should be an opportunity for new staff members to learn how long-term workers think about their jobs (and why they enjoy working there). They must understand what makes this company special – this makes them want to stay longer because they know it’s worth working for.
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