Kelsey Hargreaves, Technical Manager at BICSc, reports.
I was fortunate, like many of you in this industry, that I fell into it by complete chance. I started working in cleaning through agency work and luckily, the person that onboarded me at the hospital understood what a GCSE was, and I moved up from there. We have all spoken a lot about how we don’t just want people, especially young people to ‘fall in’ to the industry. How we want to be a “known option”. It’s ironic really, because after decades of saying it, we still aren’t working together to offer young people the chance to climb into the industry either, we are still stood with our nets hoping to land the next generation. But our nets are still not in the water!
Working together: The key to a stronger industry
One of the biggest mistakes we can make is assuming that young people will naturally gravitate toward the cleaning industry. That’s why collaboration is essential. Business owners, managers, experienced cleaning staff, and educators all have a role to play in shaping the next generation. We need to think about three main points:
Mentorship matters – Young workers need guidance, not just instructions. Pairing them with experienced professionals can help them build confidence, learn best practices, and see the bigger picture of their role in maintaining public health and safety.
Showcasing career growth – Many people don’t realize that cleaning jobs can lead to supervisory and management positions or even business ownership. Highlighting these pathways makes the industry more appealing.
Encouraging innovation – Young professionals are naturally tech-savvy. Encouraging them to explore new cleaning technologies, sustainability practices, and efficiency improvements will keep the industry moving forward.
Beyond the introduction: Following up and providing real opportunities
It’s not enough to just tell young people about the industry and hope they stay. We need to create clear, long-term opportunities for them. This means actively checking in, offering continuous education, and ensuring they see a future in this career path.
1. Create training programmes that stick
A one-time training session isn’t enough. Ongoing workshops, hands-on learning, and certification programs give young workers the skills they need to grow in the field. Investing in education also boosts job satisfaction and reduces turnover.
2. Offer clear career paths
One of the biggest reasons young professionals leave industries is because they don’t see a future. Show them what’s possible – whether it’s advancing to a leadership role, specialising in a niche area like eco-friendly cleaning, or even starting their own business.
3. Recognise and reward hard work
Everyone wants to feel valued. Recognising the hard work of young cleaning professionals – whether through bonuses, awards, or simple appreciation – goes a long way in keeping them engaged.
4. Listen to their feedback
Young workers have fresh perspectives. They might see ways to improve efficiency, safety, or even team morale. Encouraging open discussions and acting on good ideas makes them feel heard and respected.
The future of cleaning starts now
If we want a thriving, forward-thinking cleaning industry, we need to invest in the next generation. That means more than just explaining the job – we need to follow up, mentor, and provide real growth opportunities. When we work together, support young professionals, and show them the real potential of this field, we create a stronger, more dynamic industry for everyone. The tools are out there for you to use, why aren’t you using them?
We were lucky that we found this incredible industry. We were lucky that we had someone who understood what our experience before work was.
Unfortunately, I don’t believe the same can be said now.
Let’s work together to get our nets in the right place and welcome our future.
https://www.bics.org.uk/
About the contributor
Kelsey Hargreaves
Technical Manager
BICSc