In the cleaning industry, janitorial crews play an essential but often underestimated role. Every day, these workers ensure the cleanliness, hygiene, and safety in our work and living spaces. Yet, despite the essential nature of their work, their contribution is frequently overlooked.

These teams perform physically demanding tasks, sometimes under difficult conditions and with unconventional working hours. Despite the importance of their work, they are rarely highlighted and still suffer from a lack of recognition within companies. This can lead to demotivation, high turnover and a drop in service quality.

Yet employee recognition and appreciation are not simply altruistic gestures; they are also powerful strategic levers. A team that feels valued is more committed, more efficient and more loyal to the company. Numerous studies show that improved working conditions, combined with concrete gestures of recognition, contribute to employee satisfaction and optimized service delivery.

From setting up optimal working conditions to recognition programs and creating a culture of inclusion and respect, we’ll see how these actions can transform the daily lives of these essential workers. By applying these recommendations, companies will not only benefit from a more efficient service, but also from a healthier, more positive and more humane working environment.

Recognition and appreciation as essential levers

In an increasingly competitive marketplace, employee retention is a major issue for companies, and the housekeeping sector is no exception. One of the key drivers of employee motivation and retention is recognition. A team that feels valued is more involved, more successful and more loyal to its employer. Yet in many organizations, cleaning teams are often the forgotten members of recognition programs.

Recognition is more than the occasional congratulations or bonus. It encompasses a set of practices aimed at valuing employees’ work and giving them a sense of belonging. When employees feel recognized, they are more likely to:

• Be more involved in their work, which improves the quality of the service they provide.
• Develop a sense of loyalty to their employer, thus reducing turnover.
• Feel motivated and valued, which reduces stress and improves general well-being.

Conversely, a lack of recognition can lead to progressive demotivation, lower productivity and increased absenteeism. In housekeeping, where the work is often invisible and solitary, a lack of recognition can quickly become a source of frustration.

Recognition at work also translates to financial gains for the company; 69 per cent of employees say they would work harder if their efforts were better recognized. Additionally, companies with formal recognition programs in place saw a 28 per cent reduction in turnover and a 21 per cent increase in employee engagement.

These figures show that recognition is not just a question of well-being, but also a genuine performance driver for companies.

Companies leading by example

Some companies have understood the importance of valuing their cleaning teams and have implemented effective strategies. Here are a few inspiring initiatives:

A structured recognition program: A large building services company has instituted a program where each employee can be nominated by his or her colleagues for outstanding efforts. Every month, an employee is featured in an internal newsletter and receives a gift card and official recognition from management. The result? A clear improvement in team morale and a reduction in turnover.

Valued customer testimonials: A company specializing in janitorial services in Montreal has decided to share positive customer feedback with its employees. Through a bulletin board and weekly meetings, employees can see the tangible impact of their work on customer satisfaction. This initiative has increased motivation and created a real sense of pride.

Opportunities for career advancement: A facility maintenance company set up a system enabling employees to undergo training and progress to higher positions of responsibility. In less than three years, several employees were able to progress to management or internal training positions. This approach has strengthened the team’s commitment and proved that housekeeping can be a career with prospects for advancement.

These examples show that with simple but well-structured actions, it is possible to transform the daily lives of cleaning teams and give them the recognition they deserve.

Employee recognition and appreciation are powerful tools for improving the motivation and retention of cleaning teams. Whether through tangible rewards, recognition programs or development opportunities, companies that invest in recognition see a direct impact on employee satisfaction and performance.

Offer decent and motivating working conditions

Valuing janitorial teams involves more than just verbal or symbolic recognition. The working environment, salary conditions, and tools provided play a decisive role in their commitment and satisfaction.

Fair and competitive salaries

Wages are a key factor in employee motivation. In Quebec, the basic salary of maintenance employees is governed by standards set by the joint committees of the building and housekeeping industry. These committees ensure that employers respect the minimum wages in effect, as well as regulatory working conditions.

However, while these rules set a framework, companies can go further by offering competitive advantages that encourage employee loyalty:

• Bonuses and rewards: Set up a bonus system based on performance, attendance, or quality of work. For example, award a monthly bonus to employees who earn high customer reviews.
• Seniority bonuses: Reward employee loyalty with seniority bonuses or progressive salary increases after a certain number of years’ service.
• Benefits: Offering group insurance, pension plans, or employee assistance programs can make a big difference in the perception of working conditions.

Remuneration that recognizes the value of the work performed contributes to a sense of belonging and limits staff turnover, which is a major issue in the housekeeping industry.

Better work-life balance

Cleaning teams often work atypical hours, and these schedules can be difficult to reconcile. To improve their well-being and motivation, employers can adopt measures that offer greater flexibility:

• Flexible working hours: Offer various working shifts to enable employees to choose those that best suit their lifestyle.
• Reduce long shifts: Avoid planning overloaded days that lead to fatigue and reduced performance.
• Implement adapted microbreaks: Encourage multiple small pauses during shifts to avoid physical exhaustion.
• Shared shifts: In some environments, allowing two employees to share the same position on different shifts can be an advantageous solution.

Well-designed schedules improve productivity while reducing absenteeism and employee stress.

High quality tools and equipment

Janitorial work is physically demanding. Inadequate or outdated equipment can not only reduce employee efficiency but also increase the risk of injury. To ensure an optimal working environment, it is essential to invest in modern, ergonomic tools:

• Use of ergonomic equipment: Specially designed brooms, mops, and vacuum cleaners help reduce muscle fatigue and the risk of injury.
• Advanced cleaning technologies: The use of scrubbing machines, cleanliness monitoring sensors, or automatic cleaning product dosing solutions can all facilitate operations and improve results.
• Ongoing training in the use of new technologies: Offering training in the use of the latest equipment helps to increase efficiency and enhance employees’ value by giving them new skills.
• Suitable uniforms and safety footwear: Providing quality work clothing and non-slip footwear can contribute to employee comfort and safety.

A well-equipped employee is more efficient, less tired and has a higher level of well-being.

Implement recognition and motivation programs

Recognition and motivation are essential pillars in ensuring the commitment of cleaning teams. By implementing structured programs, companies can not only improve employee satisfaction but also boost productivity and reduce staff turnover.

An effective recognition program is based on concrete, recurring actions that demonstrate to employees that their work is appreciated and valued.

Celebrate successes and highlight efforts

Cleaning staff carry out work that is often invisible but essential to the smooth running of businesses. It’s therefore crucial to highlight their achievements and acknowledge their efforts regularly:

• Set up an employee-of-the-month program with a symbolic reward (certificate, gift card, etc.).
• Display achievements on an honour board in the break room or common area.
• Include a section in the company newsletter to share success stories and testimonials from satisfied customers.
• Mention exemplary employees at team meetings or in official communications.
• A simple personalized “thank you” from managers has a significant impact on employee morale.
• Encourage supervisors to openly recognize individual and group efforts.

Take the steps to foster a corporate culture where recognition becomes a habit, not an isolated event.

In addition to day-to-day action, organizing dedicated employee recognition events is a great way to show gratitude and foster a sense of belonging:

• Organize a Maintenance Employee Day with a dinner or lunch hosted by the company.
• Offer moments of relaxation, such as special coffee breaks with snacks and informal exchanges with management.
• Treat employees to gift certificates of recognition for seniority or outstanding performance.
• Give symbolic gifts (e.g. personalized mugs, sweaters with company logo, gift vouchers).
• Organize group outings or activities (e.g., a day at the park, a sports activity, or an evening of recognition).
• Encourage meetings between teams to strengthen cohesion and create a positive group spirit.

Encourage professional growth and career development

All too often, cleaning staff see their job as a professional dead-end, with no possibility of career advancement. To avoid this, companies need to encourage opportunities for progression and offer clear career paths:

• Offer internal or external training on new cleaning technologies, chemical management, or occupational health and safety.
• Encourage employee certification in key areas to strengthen their expertise.
• Identify motivated employees and offer them the opportunity to move into supervisory or team management positions.
• Set up a mentoring system where experienced employees can train new recruits and thus gain in responsibility.
• Give preference to internal hires for management positions rather than systematically recruiting from outside.
• Offer a progressive salary scale, with increases linked to performance and seniority.

A structured recognition and motivation program helps to retain employees, increase their commitment and improve the quality of their work. By celebrating successes, organizing dedicated events and offering career development prospects, companies can transform the perception of the cleaning profession and make it a rewarding career.

Why is it so important to recognize and value your staff?

A recognized and motivated cleaning team ensures that your business benefits from:

• Greater employee commitment, reducing turnover and absenteeism.
• Improved quality of service, because motivated workers are more rigorous and attentive to detail.
• A more harmonious work environment, where respect and inclusion foster collaboration between all departments.

Every organization has the opportunity to make a difference. It’s not enough to have good intentions, you also have to take action. Together, let’s build a more respectful and motivating working environment for these professionals who contribute, every day, to the cleanliness and well-being of all.

Karl Bédard is the Senior Director at ValkarTech, a consulting firm dedicated to optimizing commercial cleaning contracts. As an experienced LEED Green Associates certified auditor, he conducts many building visits and evaluates customers’ various processes.