What is the real value of our cleaners?
Why are we asking?
It seems like only yesterday that we were all lauding the stoic resilience of our national cleaning teams. Regardless of whether our operatives were employed in-house, or by a contractor, the nation likened them to the ‘essential’ front line workers of healthcare employees, public transport drivers and volunteers during the pandemic.
Why are you leaving?
Fast forward two years, and our cleaners are leaving the industry, and the ‘churn’ of employees is increasing. The service industry, hospitality, and general soft FM provisions are facing unprecedented challenges, recruiting, and retaining staff.
The cause
The ‘perfect storm’ of Brexit and the global pandemic has caused a profound change to the pool and availability of candidates to fill vacant positions. Moreover, most sectors are facing historic demands on wage rates to keep track with inflation and the cost of living.
What about our terms and conditions?
Rates of pay, and overtime used to be the standard benchmark to measure and ensure some loyalty to the position. Sitemark are embarking on a one-off project for a central London client, to benchmark all sectors within the cleaning sector to see if enhanced Ts & Cs such as extra leave, workplace flexibility, subsidies for food and travel, vouchers, subscriptions, private health care, amongst others, can really make a difference to staff retention, development, morale, and contentment within their role.
Can we / should we raise the bar?
It is time to realise the value of our domestic staff. Paying the workers a real living wage, and considering ways to enhance their workplace inclusion to the company is vital if in-house. Company procurement departments should acknowledge the real cost of outsourced arrangements, include a budget for enhanced terms, and not be drawn on cheap, unsustainable contracts.
“If there’s a better way to deliver your FM services we will help you find it”
T: 01684 580680
E: ef********@*********co.uk
W: www.sitemark.co.uk
