commercial cleaning services

Find More Cleaners ? Should I Find Experienced or Train New Person?

Choosing between hiring someone with prior experience or training someone on the job is a common practice when adding new employees to your commercial cleaning team. Both options have compelling reasons in their favour. And, like with anything, finding the right balance is key.

If you're a professional commercial cleaning service, you'll have a different response to that question. According to your unique set of circumstances, it may even be different for you. For example, if you're short on staff and need a quick replacement, you may opt to hire an experienced worker rather than train a new employee. However, you may also use this as an opportunity to train someone if you know that there will be a lot of significant contracts in the near future.

Consider the advantages and disadvantages of each and decide which is best for you in the present scenario. Edomey | Commercial Cleaning Services Vancouver.

What Are Pros and Cons of Employing An Experienced Worker Over Training A Beginner?

Just to be clear, no matter who you choose for the job, you'll still have to put in the time and effort to train them. For even the most well-seasoned janitorial staff, it's still necessary to learn the ins and outs of your cleaning procedure. You'll need to go through specifics with each new recruit, such as how you manage your time, where you store supplies, and how you keep track of inventories. However, let's take a look at some of the advantages and disadvantages of employing an experienced commercial cleaning worker vs training someone from scratch.

1. Pros:

  • Time-Saving with Experienced Cleaners: When you recruit an experienced employee, you may expect them to be up and running in a shorter period of time. Workers who do not have to cover for them should be more productive and less stressed, in principle. It's probable that whatever training you provide your employees will be short and to the point, allowing them to quickly grasp your approach to cleaning and customer care.
  • Years of Knowledge from Experienced Cleaners: People with previous work experience who join your team may also provide different insights and perspectives on the work you do. Equipment maintenance and repair may be their area of expertise. If your new recruit has carpet cleaning or hardwood floor experience qualifications, it may also be a terrific method to extend your offerings.
  • The Right Training:

- For Newbie: On-the-job training is always an option for new workers who wish to acquire new skills and enhance their experience. There is a lot of room for growth and improvement when you employ someone with no previous expertise in commercial cleaning. There are a number of things you may teach them, including customer service, how you utilize supplies, and the best approach to deal with stubborn stains.

- For Experienced Cleaners: Alternatively, personnel with years of expertise may be averse to learning new methods. In certain cases, they may not care about following your job list or providing excellent customer service. If some of your experienced workers are assisting with the training of a new recruit, this could be a great opportunity for them to develop management skills as well.

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2. Cons:

- Experienced: There are certain drawbacks to hiring experienced workers, though. Consider if you're paying more than necessary to have a certain level of expertise. Take carpet cleaning as an example. If everyone on your staff is already trained in this area, you may not need the services of a third party. Of course, paying for knowledge and expertise is a good idea, but do your research beforehand.

- Newbie: employing someone who requires further training might have its drawbacks. To begin, you'll need someone to teach your new commercial cleaning employee the ropes. That's time spent away from your core work, whether you're doing it or one of your shift leaders. In order to properly coach someone, you must put your attention on them. Until your new recruit gets a strong understanding of the task, the rest of your team may have to pick up the slack.

commercial cleaning services

It's Not An Easy Task To Train Commercial Cleaning Workers.

Training commercial cleaning workers should be a joint effort by everyone in your company. Owners, managers, and supervisors all have a responsibility to ensure that all training tools are made available to workers and that training objectives are created and achieved. Participation in all compulsory training programmes is also the duty of the employee, who must use what they learn on the job.

It is critical to have written job training programmes, such as a written job training handbook. It is important that training materials be tailored to the specific duties that the employee will be doing. Since they are simply going to be doing ordinary office cleaning responsibilities at first, it doesn't make sense to teach them how to strip and wax floors.

A higher-than-average staff turnover rate has existed and is likely to exist in the cleaning business in the future. I've found that implementing and adhering to well-structured training programmes has been an effective strategy in reducing staff attrition.

Four Easy Phases During Training Called Talk-Show-Do-Review:


Cleaning systems should be orally explained to new janitorial staff as the first step in their onboarding process. Make a plan for their education and go through it with them. Describe each step in detail, from start to finish. It's critical to explain to them why they're doing what they're doing. They may take shortcuts or do things their way if they don't see the consequences of not following your instructions.

In order to avoid unnecessary delays and consumer dissatisfaction, explain why you're doing something from the outset. For a new employee to be as productive as possible, printed training materials, like manuals and handbooks, are a need. It's important to remember that new employees face a lot of information overload, and job aids like these will assist them to navigate the information overload until they feel comfortable and competent in their work.


By 'showing' them how to do each activity, you may proceed to teaching them the fundamentals. This implies that you should either execute the activities yourself or have them watch a video that demonstrates how to accomplish them. Again, show them and then explain to them why and what happens if they don't complete the assignment in the proper sequence. First-year workers should shadow their bosses to strengthen this process.


Observe the employee as they do the duties. If you want your coworkers to succeed, don't simply show them how to do it and expect them to be able to replicate it afterwards. As if you were teaching a youngster how to tie their shoes for the first time.. You can show them till you're blue in the face, but without implementation and practise, they're unlikely to learn anything.

When they do it right, give them a pat on the back and give them constructive criticism when necessary. As you go through the training process, be sure to encourage the employee to ask questions. The more questions an employee has, the more quickly they will pick anything up.

Keep in mind that a simple thank you may go a long way for an employee. Let them know that they've done a good job, as previously said. A simple "good job" or a more specific "nice work - you eliminated all the spots in the sink and toilet" can let them know they accomplished something well. The work you've done for us will be much appreciated by our client." Your staff will know precisely what they did correctly if you give them more specific feedback.


Re-examine your findings from Step 3 and Step 2

To ensure that your employee retains the information they learned in training, establish a timetable with them. Notes from the handbook should be brought along. For the first week, it's a good idea to go through the steps every day. For the following three weeks, they should evaluate their work at least once or twice a week. Maintaining a close eye on staff training ensures that your cleaning company's standards are being maintained without first hearing from a client who is dissatisfied.

The training of your cleaning staff should be a priority for you, management, and supervisors. The trainees themselves are the finest source of information on this. Our Training Instructor Evaluation form is for new cleaners to utilize after they have completed their training programme and instructor.

Continuous Training And Ongoing Janitorial Employee Development

When an employee has finished the first four stages of training and shown an understanding of the ideas and work requirements, it is ready to move on to the next stage of training and development. Let them know that you value their contributions to the organization and would want to see them grow professionally so that they can be an even bigger contributor.

Perhaps it's time to introduce them to more challenging floor care tasks like burnishing, buffing, and strip and waxing. It's fairly uncommon for workers who are bored with their current position to seek out one that offers more variety.

Employees are the finest investment you can make. Maintaining your company's integrity and having loyal workers are both made possible by following these four stages for janitorial staff training and being consistent in your approach with all personnel.