Improving engagement
We hear from TEAM Software about the challenges of workforce engagement in the cleaning industry.
Before the pandemic, it was common to hear that cleaning staff were an overlooked workforce. Fast forward 18 months and the world has grown to realise that cleaning staff fill a critical role in our lives. They keep the country going during lockdown and have been essential to opening it back up in a COVID-secure way.
So, how does the industry recognise the contribution our frontline staff are making? One answer lies in rethinking the way we engage staff throughout their employment.
Motivating remote-working staff
In the UK alone, there are over 750,000 cleaners, many of whom work outside normal office hours at client sites. Oftentimes, these cleaners are working jobs alone or in very small teams. During the pandemic, the trend of remote recruitment and onboarding increased. So, it's easy to see how new employees could be short of motivation or a sense of belonging.
In an office, it's easier to monitor an employee’s wellbeing, respond to their queries, and address their concerns. That is more difficult to do in the field.
Supporting head office work
Many cleaning companies are already using employee engagement solutions to address engagement issues. Companies are using electronic forms, document uploads, and electronic sign-offs when possible to support recruitment and onboarding. Once an employee has started work, ongoing employee engagement takes place with self- service portals. Two-way messaging supports feedback to correct errors and manage processes early on.
Self-service portals also manage holiday requests and payroll queries. They give employees access to payslips, personal data records and company documentation. Employee contracts, handbooks, health and safety guidance and specifications are accessible through on-the-go mobile
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devices. Combined, these provide frontline staff a sense of control over their own work.
Going on step further
Take engagement one step further by giving your staff more flexibility with their schedules when possible. Offer open assignments and holiday cover slots. Encourage staff to load up their skill sets so they're qualified to complete work across many sites and locations. Gather feedback on how work at a particular location is progressing and give staff the chance to contribute ideas.
Valuing input from those actually completing work on the frontlines goes a long way towards positive engagement.
Mental health and inclusiveness
Employee mental health should not be overlooked in the effort of motivating and supporting a dispersed workforce. Rather, make an effort to support mental health as a part of engagement efforts. Some tactics to put in place could include using absence records to pick up early signs that an employee’s wellbeing may be suffering.
Announce team events or training sessions proactively, and don't forget to recognise those doing a good job. Circulate links to company newsletters and promote any help resources you might have. Ensure management teams and head office staff complete regular touchpoints with frontline workers. Also, support these measures with an inclusive company culture.
Taken together, these engagement tactics contribute to long-term employee happiness in the workplace. With an engaged staff, you can expect high performance on service delivery, employee retention and customer satisfaction.
To learn more about employee engagement and the tools to support it, visit the website below.
www.teamsoftware.com
twitter.com/TomoCleaning
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