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The Value of Training in the Cleaning Industry

Can you imagine starting a job and not knowing what to do, where to go, what tools to use, or what safety protocols to follow? That seems ridiculous, right? Training seems like an obvious thing, doesn’t it? Yet in the cleaning industry it has been one of the biggest complaints of new hires starting out. After all everyone knows how to clean, don’t they? Didn’t your mother teach you how to clean? Again, can you imagine starting any other job and an employer saying that about the position? That is exactly what happened to me when I started in this industry over 30 years ago.

I was 16 years old and was hired to work as a janitor at a vending machine company working afternoons. I was shown where the supply closet was and what areas would need to be cleaned. After that I was left on my own to figure it out. My supervisor asked me, “You know how to clean right?” What was I going to say? I had to read the labels and figure out what to use. I had no idea about safety or proper cleaning techniques. I just knew how to sweep and mop or at least I thought I did. Who knew that there were methods of how to mop a floor without leaving it too wet or killing your back doing it? I surely didn’t. I had no training!

My situation is far from unique. The reality is that the cleaning industry for many years has looked at training as more of a learn as you go business. The old saying “A job worth doing is a job worth doing right” illustrates the need for proper training for any job worth doing. Especially now, as we deal with more challenging situations such as worker shortages and pandemic fatigue, it is critical that employers provide proper training when it comes to cleaning. Here are some interesting facts I found that help demonstrate the value of training. *

Nearly 59% of employees claim they had no workplace training and that most of their skills were self-taught.

· 74% of workers are willing to learn new skills or re-train to remain employable.

· Only 29% of employees are "very satisfied" with their current career advancement opportunities available within their organization.

· 34% of employees are very satisfied with their job-specific training even though 41% of them consider it to be very important.

· 74% of surveyed employees feel they aren’t reaching full potential at work due to lack of development opportunities.

· 41% of employees consider their organization’s career advancement opportunities a very important factor to their job satisfaction.

· 76% of employees say that a company would be more appealing if it offered additional skills training to its staff.

· 59% of employees invest in their own upskilling, to a certain extent.

People want and need to be shown how to properly perform in their job. Simply providing them a list of duties to perform is not proper training. Training involves teaching, demonstrating, following up, and monitoring their progress. Employees want to know what is expected of them and how best to meet and exceed those expectations. These statics illustrate that.

Every individual has some shortcomings. Training and development will help employees iron them out. If shortcomings and weaknesses are addressed, it is obvious that an employee's performance improves. Training and development, however, also goes on to amplify their strengths and help them to acquire new skill sets. It is important for a company to break down the training and development needs to target relevant individuals.

What though of the cost of training?

Is it worth it? Employees value learning and development opportunities, so it’s no surprise that workers are more likely to stay at companies that invest in their continued education. Organizations with successful training programs typically see a significant increase in employee retention. Turnover is costly, and most businesses can’t afford to lose their top-performing employees.

· Organizations with poor onboarding processes are twice as likely to experience employee turnover.

· 70% of employees would be somewhat likely to leave their current job to work for an organization known for investing in employee development and learning.

· 34% of employees who left their previous job were motivated to do so by more career development opportunities.

· 86% of millennials would be kept from leaving their current position if training and development were offered by their employer.

· Over 70% of high-retention-risk employees will leave their company to advance their career.

· Retention rates rise 30-50% for companies with strong learning cultures.

Am I making the point? Training is critical to the success of any cleaning business. Employers must invest in training. The cost is way to high not to.

Training can benefit not only new employees, but also experienced cleaning staff or management. Here are just a few examples:

· 59% of managers who oversee one to two employees report having no training at all; 41% of managers who oversee three to five employees claim the same.

· Nearly 50% of managers with over ten years of experience claim they’ve only received about nine total hours of training.

· 43% of managers who have been in their role for less than a year say they’ve had no training.

· Only 42% of critical roles can be filled quickly by internal candidates, according to surveyed companies.

· External new hires are 61% more likely to be let go from their jobs than those who are promoted to the same position.

· 56% of human resources managers consider training and development essential to business.

A great way for managers at all levels to improve their capabilities, inspire their teams and achieve outstanding business results is through leadership skills training. Successful leaders can transform organizations, enhance value creation, create efficiencies, and engage their employees to deliver better results. #

Leadership skills training typically encourages managers and leaders to:

· Find new, innovative ways of developing and managing people

· Develop new business opportunities

· Tackle the broader societal issues the face

Leadership training can help supervisors and managers to able to formulate and implement effective

leadership strategies. It can also help to develop the capabilities needed to increase their team's work productivity. It will help them decrease employee turnover and increase engagement, creating a strong and united team. It will

help to identify and improve leadership style. That in turn will help them to become more confident as a leader and find new ways of influencing the teams they lead.

What should proper training for a cleaning professional involve?

The Cleaning Management Institute at ISSA (International Sanitary Supply Association) has developed a comprehensive training and certification program that teaches front line workers the fundamentals of cleaning. This includes how to treat the customer, workplace behaviors, understanding of the chemicals of cleaning, the process of cleaning above floors, hard floors, carpeted floors, and restrooms. The process of cleaning goes beyond the procedures and explains the required tools and equipment, materials, and supplies needed for all areas of cleaning. The advanced level of cleaning teaches students how to perform restoration work on hard floors, carpets, and above floor areas.

At CleanTek Institute we provide ISSA Certified training for basic, advanced, and supervisor levels. This training can be self-paced for individuals or can be provided for groups. We also provide customized training programs catered to the specific needs of the business or organization. If you would be interested in learning more about our training programs, please use the contact us link here and we can arrange a consultation to discuss your specific training needs.

*39 Statistics That Prove the Value of Employee Training written by the LORMAN TEAM. Posted on 9/21/21.

# Why a Leadership skills training program is key to your career by IMD.

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