According to the latest statistics the cleaning sector is understaffed by 30%. A stark figure which puts businesses, clients and contracts under extreme pressure. Better not to lose your reliable, skilled and trusted staff. Increasing pay is one option but unlikely when contracts give little room for manoeuvre.
Finding new staff is another option. A shrinking pool of candidates for the cleaning sector right now requires businesses to offer more than just the minimum wage or Living wage. Job seekers will join the labour market elsewhere if they can.
What can the sector offer to its best and potential new staff? I think the answer must be a career. Easier said than done!
The sector’s reputation seems to be about a job in the short term not a career path. Sector leaders work hard to push the case for widespread funded apprenticeships. I hope for success creating real prospects for the long term. The Government is offering lifelong financial support, but many qualifications are not sector-related and will not provide a pathway the sector seeks.
Many employers will promote within if they can but the route to management is tough for operatives on the frontline. Organisations need a workable plan to make it a reality. This requires staff to be productive (earn their wage), gain essential experience, and building their CV as their employment continues. On completion staff are ready for the rigours of their new management role and realise their ambition to make a successful career and provide much needed experience in the business. Sounds great but how do you achieve that?
Well, staff are already working for you. Experience comes with length of service. Developing and training is key to allow more responsibility and development. This must be in a planned way with milestones or goals. Objectives must ensure staff are ready for the next step and their skills are tried, tested, and proven.
Training frontline staff and developing them into managers of the future is a big ask. Pulling staff away from duties for a shift or half shift is no longer as viable for many organisations. Business must watch its costs ensuring service operators can carry out their job effectively and safely meeting client’s needs. A balancing act between critical training and resources for managers.
What are the options for employers? Online training and its recent surge have created alternative training solutions away from face-to-face training giving staff options in their vocational development.
For organisations, both methods of teaching have their individual benefits and flaws, and neither is perfect. When it comes to learning, a combination of different approaches and methods is proven to work best, but neither of these alone can promise to provide optimal results.
The benefits of face-to-face training cannot be denied. Some candidates would do much better in a collaborative environment whilst others want to learn at their own speed and have the discipline to see the course through.
Training internally is always the cheapest solution but comes with risks. Is it accurate and up to date? Is the business taking advantage of the latest knowledge and techniques? Businesses will slip back to becoming less competitive if they don’t.
A tailored training plan with all three methods which are internal, online, and external face-to-face training is likely the most cost effective and achievable. Activity is job-related keeping candidates’ productivity high.
I have mentioned in previous articles that key knowledge and skills can be delivered with assessment online. This determines successful outcomes breaking many barriers to learning for busy frontline staff. The BICSc Virtual Training Suite is a good example.
Thousands of staff have completed training in full and demonstrated they can work to a high standard and grow as a result. There was no escaping the study required, and completion of the courses involved.
Employers can feel assured learning was understood and candidates who passed formal assessments online were ready for the next step or job.
I believe more careers in cleaning can be forged today. Realistic goals and attainment driven internally, using online and external resources to grow and develop our managers of the future. Cleaning sector staff have the potential, and many want success. A dynamic plan with flexibility, affordable resources and learning styles means business can release that potential and benefit. Everybody wins.
www.bics.org.uk
About the contributor
James Marston
Trainer and Inspector
BICSc