Hiring the Right Team: Building a Reliable Cleaning Crew That Actually Sticks Around

Hiring good cleaners is one thing.
Keeping them long enough to build a strong, consistent business?
That’s a whole different game.

In this post, we’re diving into how to recruit, train, and retain high-performing cleaning staff — without pulling your hair out or constantly scrambling to fill shifts.

If you’re searching for “how to hire cleaning staff,” “how to build a team for my cleaning business,” or “how to stop staff turnover,” you’re in the right place.

Why Most Cleaning Businesses Struggle With Hiring

Let’s be honest — finding reliable cleaners isn’t always easy.

Here’s what most business owners get wrong:

• They post a rushed ad only when desperate

• They hire for availability, not alignment

• They give little-to-no onboarding

• They assume cleaners will “figure it out”

Result?
High turnover.
Inconsistent service.
And a business that’s constantly in chaos.

Step 1: Start With the Right Hiring Mindset

You’re not just “getting help.”
You’re recruiting the face of your brand.

Your team is your client experience.

So instead of hiring warm bodies to fill shifts…
Start hiring people who align with your company values, standards, and long-term goals.

Ask yourself:

• Would I trust this person in my client’s home alone?

• Do they take pride in their work?

• Do they want to grow, or just get paid?

Hire for attitude. Train for skill.
You can teach someone how to clean.
You can’t teach work ethic or values.

Step 2: Create a Hiring System That Runs Year-Round

Stop hiring reactively.
The best businesses hire year-round, not just when someone quits.

Here’s what that looks like:

• Always have an ad live (on Seek, Indeed, local Facebook groups)

• Use screening questions to filter candidates

• Automate interview booking or use pre-recorded video questions

• Keep a waitlist of applicants so you’re never starting from zero

Treat hiring like marketing.
If you want better staff, you need a better pipeline.

Step 3: Set Clear Expectations From Day One

The number one reason cleaners leave?
Lack of clarity.

They don’t know what’s expected.
They’re unsure if they’re doing a good job.
They only hear from you when something goes wrong.

Fix this by giving:

• A detailed position description

• Performance metrics (KPIs) they can actually hit

• A structured onboarding process

• A 30-60-90 day review plan

• Paid training with a team leader or supervisor

When people know what winning looks like — they try to win.

Step 4: Build a Culture People Want to Stay In

Paying well matters.
But it’s not the only thing.

Retention comes from respect, communication, and growth.

Try this:

• Give your team branded uniforms (it builds pride)

• Offer perks like paid Audible subscriptions or development courses

• Celebrate wins publicly

• Create real leadership pathways (team leader > supervisor > area manager)

• Let them feel like they’re part of something bigger

A cleaning job doesn’t have to be “just a job.”

When people feel valued, they stay longer and work harder.

Step 5: Systemise Feedback and Performance

You can’t manage what you don’t measure.

If your only feedback is when something goes wrong, you’re setting your team up to fail.

Use simple KPIs like:

• Job completion time

• Client review scores

• Attendance and reliability

• Adherence to systems (cleaning checklist, uniform, etc.)

And run performance reviews before there’s a problem — not after.

Use feedback as a growth tool, not a punishment.

Hire for the Business You Want

If you want a business that runs without you…
If you want consistency, reputation, and peace of mind…

Your team is the vehicle that gets you there.

So stop hoping for unicorn staff.
Start building a system that attracts, trains, and retains the right people.

Because the cleaners who treat your clients like gold?
They’re not found by chance.

They’re built — on purpose.

watch m y 30 minute training video here: