Navigating Staffing Challenges in the Cleaning Industry: A Personal Reflection
Running a successful cleaning business in Australia comes with its fair share of challenges, and one of the most persistent issues I’ve faced over the past two years is employee retention. Despite making every effort to create a supportive and rewarding work environment, I frequently encounter difficulties with staff leaving without providing the agreed-upon notice.
When employees join my team, they agree to a contract that requires them to give at least one week’s notice if they decide to resign. This period is meant to ensure a smooth transition and allow adequate time to find and train a replacement. Unfortunately, receiving this notice has been a rarity, which often leaves us scrambling to redistribute work.
As an employer, I strive to offer a package that reflects appreciation for my team’s hard work—including wages above the minimum, opportunities for promotions, bonuses for excellent performance, and allowances for travel and parking. Despite these efforts, the rapid turnover of employees is increasingly stressful and disruptive. It raises the question: What am I doing wrong?
Below are some examples of resignation messages I’ve received, often delivered informally via text. These highlight the variety of reasons for leaving and reflect a broader trend affecting the industry.
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One employee informed me that she found a consistent job offer in Byron Bay through a brief text, leaving no time to prepare for her departure.
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Another cited distance as a reason for quitting, despite our initial agreement that the location was within a reasonable distance.
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I also encountered misunderstandings about job commitments, with one worker expressing willingness to stay if shifts could be provided closer to her residence in Byron Bay.
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Occasionally, personal scheduling conflicts, such as another job, resulted in last-minute cancellations.
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Health issues were another reason for abrupt departures, like an employee who had to quit due to a doctor’s recommendation following persistent sinus issues.
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Lastly, some staff left in pursuit of more substantial and consistent work opportunities, highlighting the desire or need for more stable employment.
These examples illustrate a complex landscape of personal, logistical, and professional reasons behind resignations. As I navigate these ongoing challenges, I am eager to seek advice and insights from fellow business owners and industry professionals. Understanding how to better address these issues could lead to more stability and satisfaction for both my team and clients. Your feedback and suggestions are most welcome as I continue this journey of improvement and adaptation.
