The Real Cost of High Turnover in Your Cleaning Company (And Why It Matters to Your Business)
The Real Cost of High Turnover in Your Cleaning Company (And Why It Matters to Your Business)
The Real Cost of High Turnover in Your Cleaning Company (And Why It Matters to Your Business)
The Real Cost of High Turnover in Your Cleaning Company (And Why It Matters to Your Business)
The Real Cost of High Turnover in Your Cleaning Company (And Why It Matters to Your Business)
There's a number that should terrify every facilities manager in Des Moines, but most don't even know to ask about it.
It's not price per square foot. It's not how many accounts the company services. It's not even how long they've been in business.
It's employee turnover rate.
And in the commercial cleaning industry, it's an absolute disaster. The average cleaning company loses 200-400% of their workforce every single year. Think about that. If they have 10 employees in January, by December those could be 10 completely different people.
Maybe even twice over.
Why Should You Care About Your Cleaning Company's Employee Turnover?
We get it—employee retention isn't your problem, it's theirs. You're just trying to keep your building clean.
But here's the thing: Their employee turnover problem becomes your quality problem. Let me show you how.
Your Building Becomes a Training Ground
When cleaning companies have high turnover, your office becomes their classroom. Every few months, there's someone new learning your building's layout, figuring out where you keep supplies, discovering which areas need extra attention, and trying to remember your specific preferences.
Except they never quite get there, do they?
Just when they're starting to understand your building's quirks—that the break room floor needs extra attention because of the spills, that the conference room always needs straightening before 8 AM meetings, that the back hallway gets neglected unless specifically checked—they're gone. And the cycle starts all over again.
You're essentially paying full price for training-level service. Forever.
Security Risks Multiply
Every time your cleaning company brings in a new employee, you're giving building access to someone you've never met. Someone who hasn't been thoroughly vetted. Someone who might be gone in three months anyway.
Think about what's in your office:
- Computer equipment worth thousands
- Confidential documents
- Client information
- Employee personal belongings
- Access to your security systems
Now think about how many different people have had access to your building in the last year if your cleaning company has 200%+ turnover. That's a lot of strangers with keys to your castle.
The "Missed Details" Problem Never Goes Away
There's a learning curve to cleaning any space properly. New cleaners make predictable mistakes:
- They miss the spots previous cleaners knew about
- They don't know which areas are high-priority
- They can't work as efficiently because they're still learning
- They focus on obvious tasks and miss the details
A cleaner who's been in your building for two years knows that the CEO likes her office vacuumed in a specific pattern. That the lobby needs extra attention before big client meetings. That Fridays are especially messy because of the office lunch.
A cleaner on their second week? They're just trying to remember where the supply closet is.
The Hidden Costs You're Already Paying
High employee turnover at your cleaning company doesn't just affect cleanliness—it's costing you money in ways you probably haven't calculated.
1. Your Time Waste
How many emails have you sent explaining the same issue to different people? How many times have you had to re-explain your building's specific needs because there's a new supervisor, new crew, or new contact person?
Every time you have to re-communicate your standards, that's your time being wasted. If you're a business owner or manager, your time is valuable. Really valuable.
Let's say you spend just 2 hours per month managing cleaning issues that shouldn't exist. At even $50/hour, that's $1,200 per year of your time being burned. And let's be honest—it's probably more than 2 hours.
2. The Reputation Tax
You had a potential client visit last Tuesday. They used your restroom. It wasn't terrible, but it wasn't great either. The new cleaner didn't know that particular restroom needs extra attention because the seal on one of the toilets is wearing out.
How much did that cost you? Hard to say. But first impressions matter, and you only get one shot.
3. Employee Morale Impact
Your team spends 40+ hours per week in your office. When the cleaning is inconsistent—good one week, mediocre the next, back to good again—it sends a message. It tells them that attention to detail doesn't really matter. That standards are negotiable.
And when standards are negotiable in one area, they become negotiable everywhere.
4. The Constant Re-Training Cost You Don't See
Every time your cleaning company loses an employee, someone has to train the replacement. Usually, that's their more experienced cleaners who now have to take time away from actually cleaning to show the new person the ropes.
The result? The quality of work drops across the board, not just with the new hire. You're paying the same amount but getting less because their experienced people are babysitting instead of cleaning.
What Makes Employee Retention So Terrible in Commercial Cleaning?
The commercial cleaning industry has created a perfect storm for high turnover, and most companies are stuck in a cycle they can't break.
The Race to the Bottom on Price
When businesses shop for cleaning services primarily based on price, cleaning companies respond by cutting costs. And the easiest cost to cut? Labor.
They pay minimum wage (or close to it), offer minimal benefits, provide little training, and create working conditions that nobody wants to stay in long-term. Then they act surprised when cleaners leave for jobs that pay $2 more per hour at Target.
No Investment in Training or Development
Most cleaning companies don't have formal training programs. It's typically "shadow someone for a shift and figure it out." There's no investment in making cleaners better at their jobs, no career development path, no sense of pride in the work.
When you don't invest in your people, they don't invest in your company. Simple as that.
Treating People Like Replaceable Parts
Here's the fundamental problem: Most cleaning companies view their employees as a commodity. Cleaner A is interchangeable with Cleaner B. If someone quits, just hire someone new. No big deal.
Except it IS a big deal. To the cleaner who's being treated as disposable. And to you, the client who has to deal with the consequences.
The Rodan Difference: What 2+ Year Retention Actually Looks Like
Every single cleaner at Rodan Cleaning has been with us for over two years. Every. Single. One.
In an industry where 3-6 months is considered "good" retention, we're keeping people for years. Want to know why? And more importantly, want to know why that matters for your business?
We Treat Our Employees as the Assets They Are
Here's a truth that should be obvious but apparently isn't: Our employees ARE our business.
We could land a hundred new accounts tomorrow, but if we don't have excellent cleaners to service them, we have nothing. The cleaning isn't the asset—the people doing the cleaning are the asset.
So we:
Pay competitive wages. Not minimum wage. Not "just enough to get by." Actual competitive compensation that acknowledges the value they provide.
Only hire through referrals. Every cleaner we've hired in the last two years has been referred by someone already on our team. Our people only recommend others they trust and would want to work alongside.
Invest in real training. We call it "Cleaning University"—a comprehensive training program that teaches not just how to clean, but how to clean to Rodan's standards. The details that matter. The systems that ensure consistency.
Create a culture worth staying for. We have a mission to improve our employees both professionally and personally. This isn't just a job—it's a place where people feel valued, respected, and part of something bigger.
What This Means for Your Building
When the same cleaners service your building month after month, year after year, something magical happens:
They learn your space intimately. They know which areas get heavy traffic. Which rooms need extra attention. Which surfaces show dust most easily. They're not figuring it out—they already know.
They spot problems early. That slow leak in the upstairs bathroom? A long-term cleaner notices the water damage starting and alerts you. The new cleaner every three months? They might not even realize it's new.
They take ownership. When people plan to be around long-term, they care differently. Your building isn't just another assignment—it's their building. Their reputation. Their work.
You build relationships. You get to know them. They get to know you. There's trust, communication, and a sense of partnership that's impossible when you're constantly dealing with new faces.
Security improves dramatically. Instead of dozens of different people having access to your building over the years, you have the same trusted team. You know them. They're vetted. They're reliable.
The Questions You Should Be Asking
When you're evaluating commercial cleaning companies in Des Moines, don't just ask about price and services. Ask these critical questions:
About Employee Retention:
- "What's your average employee tenure?"
- "What percentage of your current cleaning staff has been with you for over one year? Over two years?"
- "How do you recruit new cleaners?"
- "What's your training process?"
- "Do you conduct background checks on all employees?"
About Quality Consistency:
- "Will the same team clean my building each time?"
- "What happens if my regular cleaner is sick or on vacation?"
- "How do you ensure quality doesn't drop with new hires?"
- "Do you have a formal quality assurance process?"
Red Flags to Watch For:
- They can't or won't answer questions about retention
- They're vague about who will actually clean your building
- They admit to "high volume hiring" or "always hiring"
- They can't name their training program or process
- They deflect questions about employee satisfaction
The Math That Actually Matters
Let's do some real math on what employee retention means for your bottom line.
Scenario A: Typical Cleaning Company (200% Annual Turnover)
- You pay $3,000/month for cleaning services
- You spend 3 hours/month managing cleaning issues
- Quality is inconsistent, affecting employee satisfaction
- You search for new companies every 18-24 months
- Time invested in onboarding new companies: 10+ hours each time
Scenario B: Rodan Cleaning (2+ Year Retention)
- You pay $3,200/month for cleaning services (slightly higher)
- You spend 30 minutes/month on cleaning communication (mostly positive)
- Quality is consistently excellent
- You haven't switched companies in 5+ years
- Your building is maintained by trusted, familiar faces
That extra $200/month? You're saving it back in time alone—and that's before we factor in employee morale, security, and peace of mind.
Why This Matters for Des Moines Businesses
In a tight labor market like Des Moines, every advantage matters. When your office is consistently clean, when your team feels valued, when potential clients walk into a space that reflects your commitment to excellence—that's when good things happen.
Employee retention might not be the sexiest metric to evaluate when choosing a cleaning company, but it might be the most important one.
Because at the end of the day, you're not hiring a company to clean your building. You're hiring people. And the quality of those people—and whether they stick around long enough to master your space—makes all the difference.
Ready to Experience the Difference Long-Term Cleaners Make?
At Rodan Cleaning, our 2+ year employee retention rate isn't just a statistic we're proud of—it's the foundation of how we deliver consistently excellent results for Des Moines businesses.
Our team knows your building. They take pride in their work. And they'll be here next month, and the month after that, and the month after that.
Experience the stability of working with a cleaning team that actually sticks around:
- Call or text: (515) 276-1618
- Email: info@rodancleaning.com
- Visit: rodancleaning.com
Serving Des Moines, Urbandale, Waukee, and the entire metro area since 1998.
There's a number that should terrify every facilities manager in Des Moines, but most don't even know to ask about it.
It's not price per square foot. It's not how many accounts the company services. It's not even how long they've been in business.
It's employee turnover rate.
And in the commercial cleaning industry, it's an absolute disaster. The average cleaning company loses 200-400% of their workforce every single year. Think about that. If they have 10 employees in January, by December those could be 10 completely different people.
Maybe even twice over.
Why Should You Care About Your Cleaning Company's Employee Turnover?
We get it—employee retention isn't your problem, it's theirs. You're just trying to keep your building clean.
But here's the thing: Their employee turnover problem becomes your quality problem. Let me show you how.
Your Building Becomes a Training Ground
When cleaning companies have high turnover, your office becomes their classroom. Every few months, there's someone new learning your building's layout, figuring out where you keep supplies, discovering which areas need extra attention, and trying to remember your specific preferences.
Except they never quite get there, do they?
Just when they're starting to understand your building's quirks—that the break room floor needs extra attention because of the spills, that the conference room always needs straightening before 8 AM meetings, that the back hallway gets neglected unless specifically checked—they're gone. And the cycle starts all over again.
You're essentially paying full price for training-level service. Forever.
Security Risks Multiply
Every time your cleaning company brings in a new employee, you're giving building access to someone you've never met. Someone who hasn't been thoroughly vetted. Someone who might be gone in three months anyway.
Think about what's in your office:
- Computer equipment worth thousands
- Confidential documents
- Client information
- Employee personal belongings
- Access to your security systems
Now think about how many different people have had access to your building in the last year if your cleaning company has 200%+ turnover. That's a lot of strangers with keys to your castle.
The "Missed Details" Problem Never Goes Away
There's a learning curve to cleaning any space properly. New cleaners make predictable mistakes:
- They miss the spots previous cleaners knew about
- They don't know which areas are high-priority
- They can't work as efficiently because they're still learning
- They focus on obvious tasks and miss the details
A cleaner who's been in your building for two years knows that the CEO likes her office vacuumed in a specific pattern. That the lobby needs extra attention before big client meetings. That Fridays are especially messy because of the office lunch.
A cleaner on their second week? They're just trying to remember where the supply closet is.
The Hidden Costs You're Already Paying
High employee turnover at your cleaning company doesn't just affect cleanliness—it's costing you money in ways you probably haven't calculated.
1. Your Time Waste
How many emails have you sent explaining the same issue to different people? How many times have you had to re-explain your building's specific needs because there's a new supervisor, new crew, or new contact person?
Every time you have to re-communicate your standards, that's your time being wasted. If you're a business owner or manager, your time is valuable. Really valuable.
Let's say you spend just 2 hours per month managing cleaning issues that shouldn't exist. At even $50/hour, that's $1,200 per year of your time being burned. And let's be honest—it's probably more than 2 hours.
2. The Reputation Tax
You had a potential client visit last Tuesday. They used your restroom. It wasn't terrible, but it wasn't great either. The new cleaner didn't know that particular restroom needs extra attention because the seal on one of the toilets is wearing out.
How much did that cost you? Hard to say. But first impressions matter, and you only get one shot.
3. Employee Morale Impact
Your team spends 40+ hours per week in your office. When the cleaning is inconsistent—good one week, mediocre the next, back to good again—it sends a message. It tells them that attention to detail doesn't really matter. That standards are negotiable.
And when standards are negotiable in one area, they become negotiable everywhere.
4. The Constant Re-Training Cost You Don't See
Every time your cleaning company loses an employee, someone has to train the replacement. Usually, that's their more experienced cleaners who now have to take time away from actually cleaning to show the new person the ropes.
The result? The quality of work drops across the board, not just with the new hire. You're paying the same amount but getting less because their experienced people are babysitting instead of cleaning.
What Makes Employee Retention So Terrible in Commercial Cleaning?
The commercial cleaning industry has created a perfect storm for high turnover, and most companies are stuck in a cycle they can't break.
The Race to the Bottom on Price
When businesses shop for cleaning services primarily based on price, cleaning companies respond by cutting costs. And the easiest cost to cut? Labor.
They pay minimum wage (or close to it), offer minimal benefits, provide little training, and create working conditions that nobody wants to stay in long-term. Then they act surprised when cleaners leave for jobs that pay $2 more per hour at Target.
No Investment in Training or Development
Most cleaning companies don't have formal training programs. It's typically "shadow someone for a shift and figure it out." There's no investment in making cleaners better at their jobs, no career development path, no sense of pride in the work.
When you don't invest in your people, they don't invest in your company. Simple as that.
Treating People Like Replaceable Parts
Here's the fundamental problem: Most cleaning companies view their employees as a commodity. Cleaner A is interchangeable with Cleaner B. If someone quits, just hire someone new. No big deal.
Except it IS a big deal. To the cleaner who's being treated as disposable. And to you, the client who has to deal with the consequences.
The Rodan Difference: What 2+ Year Retention Actually Looks Like
Every single cleaner at Rodan Cleaning has been with us for over two years. Every. Single. One.
In an industry where 3-6 months is considered "good" retention, we're keeping people for years. Want to know why? And more importantly, want to know why that matters for your business?
We Treat Our Employees as the Assets They Are
Here's a truth that should be obvious but apparently isn't: Our employees ARE our business.
We could land a hundred new accounts tomorrow, but if we don't have excellent cleaners to service them, we have nothing. The cleaning isn't the asset—the people doing the cleaning are the asset.
So we:
Pay competitive wages. Not minimum wage. Not "just enough to get by." Actual competitive compensation that acknowledges the value they provide.
Only hire through referrals. Every cleaner we've hired in the last two years has been referred by someone already on our team. Our people only recommend others they trust and would want to work alongside.
Invest in real training. We call it "Cleaning University"—a comprehensive training program that teaches not just how to clean, but how to clean to Rodan's standards. The details that matter. The systems that ensure consistency.
Create a culture worth staying for. We have a mission to improve our employees both professionally and personally. This isn't just a job—it's a place where people feel valued, respected, and part of something bigger.
What This Means for Your Building
When the same cleaners service your building month after month, year after year, something magical happens:
They learn your space intimately. They know which areas get heavy traffic. Which rooms need extra attention. Which surfaces show dust most easily. They're not figuring it out—they already know.
They spot problems early. That slow leak in the upstairs bathroom? A long-term cleaner notices the water damage starting and alerts you. The new cleaner every three months? They might not even realize it's new.
They take ownership. When people plan to be around long-term, they care differently. Your building isn't just another assignment—it's their building. Their reputation. Their work.
You build relationships. You get to know them. They get to know you. There's trust, communication, and a sense of partnership that's impossible when you're constantly dealing with new faces.
Security improves dramatically. Instead of dozens of different people having access to your building over the years, you have the same trusted team. You know them. They're vetted. They're reliable.
The Questions You Should Be Asking
When you're evaluating commercial cleaning companies in Des Moines, don't just ask about price and services. Ask these critical questions:
About Employee Retention:
- "What's your average employee tenure?"
- "What percentage of your current cleaning staff has been with you for over one year? Over two years?"
- "How do you recruit new cleaners?"
- "What's your training process?"
- "Do you conduct background checks on all employees?"
About Quality Consistency:
- "Will the same team clean my building each time?"
- "What happens if my regular cleaner is sick or on vacation?"
- "How do you ensure quality doesn't drop with new hires?"
- "Do you have a formal quality assurance process?"
Red Flags to Watch For:
- They can't or won't answer questions about retention
- They're vague about who will actually clean your building
- They admit to "high volume hiring" or "always hiring"
- They can't name their training program or process
- They deflect questions about employee satisfaction
The Math That Actually Matters
Let's do some real math on what employee retention means for your bottom line.
Scenario A: Typical Cleaning Company (200% Annual Turnover)
- You pay $3,000/month for cleaning services
- You spend 3 hours/month managing cleaning issues
- Quality is inconsistent, affecting employee satisfaction
- You search for new companies every 18-24 months
- Time invested in onboarding new companies: 10+ hours each time
Scenario B: Rodan Cleaning (2+ Year Retention)
- You pay $3,200/month for cleaning services (slightly higher)
- You spend 30 minutes/month on cleaning communication (mostly positive)
- Quality is consistently excellent
- You haven't switched companies in 5+ years
- Your building is maintained by trusted, familiar faces
That extra $200/month? You're saving it back in time alone—and that's before we factor in employee morale, security, and peace of mind.
Why This Matters for Des Moines Businesses
In a tight labor market like Des Moines, every advantage matters. When your office is consistently clean, when your team feels valued, when potential clients walk into a space that reflects your commitment to excellence—that's when good things happen.
Employee retention might not be the sexiest metric to evaluate when choosing a cleaning company, but it might be the most important one.
Because at the end of the day, you're not hiring a company to clean your building. You're hiring people. And the quality of those people—and whether they stick around long enough to master your space—makes all the difference.
Ready to Experience the Difference Long-Term Cleaners Make?
At Rodan Cleaning, our 2+ year employee retention rate isn't just a statistic we're proud of—it's the foundation of how we deliver consistently excellent results for Des Moines businesses.
Our team knows your building. They take pride in their work. And they'll be here next month, and the month after that, and the month after that.
Experience the stability of working with a cleaning team that actually sticks around:
- Call or text: (515) 276-1618
- Email: info@rodancleaning.com
- Visit: rodancleaning.com
Serving Des Moines, Urbandale, Waukee, and the entire metro area since 1998.
There's a number that should terrify every facilities manager in Des Moines, but most don't even know to ask about it.
It's not price per square foot. It's not how many accounts the company services. It's not even how long they've been in business.
It's employee turnover rate.
And in the commercial cleaning industry, it's an absolute disaster. The average cleaning company loses 200-400% of their workforce every single year. Think about that. If they have 10 employees in January, by December those could be 10 completely different people.
Maybe even twice over.
Why Should You Care About Your Cleaning Company's Employee Turnover?
We get it—employee retention isn't your problem, it's theirs. You're just trying to keep your building clean.
But here's the thing: Their employee turnover problem becomes your quality problem. Let me show you how.
Your Building Becomes a Training Ground
When cleaning companies have high turnover, your office becomes their classroom. Every few months, there's someone new learning your building's layout, figuring out where you keep supplies, discovering which areas need extra attention, and trying to remember your specific preferences.
Except they never quite get there, do they?
Just when they're starting to understand your building's quirks—that the break room floor needs extra attention because of the spills, that the conference room always needs straightening before 8 AM meetings, that the back hallway gets neglected unless specifically checked—they're gone. And the cycle starts all over again.
You're essentially paying full price for training-level service. Forever.
Security Risks Multiply
Every time your cleaning company brings in a new employee, you're giving building access to someone you've never met. Someone who hasn't been thoroughly vetted. Someone who might be gone in three months anyway.
Think about what's in your office:
- Computer equipment worth thousands
- Confidential documents
- Client information
- Employee personal belongings
- Access to your security systems
Now think about how many different people have had access to your building in the last year if your cleaning company has 200%+ turnover. That's a lot of strangers with keys to your castle.
The "Missed Details" Problem Never Goes Away
There's a learning curve to cleaning any space properly. New cleaners make predictable mistakes:
- They miss the spots previous cleaners knew about
- They don't know which areas are high-priority
- They can't work as efficiently because they're still learning
- They focus on obvious tasks and miss the details
A cleaner who's been in your building for two years knows that the CEO likes her office vacuumed in a specific pattern. That the lobby needs extra attention before big client meetings. That Fridays are especially messy because of the office lunch.
A cleaner on their second week? They're just trying to remember where the supply closet is.
The Hidden Costs You're Already Paying
High employee turnover at your cleaning company doesn't just affect cleanliness—it's costing you money in ways you probably haven't calculated.
1. Your Time Waste
How many emails have you sent explaining the same issue to different people? How many times have you had to re-explain your building's specific needs because there's a new supervisor, new crew, or new contact person?
Every time you have to re-communicate your standards, that's your time being wasted. If you're a business owner or manager, your time is valuable. Really valuable.
Let's say you spend just 2 hours per month managing cleaning issues that shouldn't exist. At even $50/hour, that's $1,200 per year of your time being burned. And let's be honest—it's probably more than 2 hours.
2. The Reputation Tax
You had a potential client visit last Tuesday. They used your restroom. It wasn't terrible, but it wasn't great either. The new cleaner didn't know that particular restroom needs extra attention because the seal on one of the toilets is wearing out.
How much did that cost you? Hard to say. But first impressions matter, and you only get one shot.
3. Employee Morale Impact
Your team spends 40+ hours per week in your office. When the cleaning is inconsistent—good one week, mediocre the next, back to good again—it sends a message. It tells them that attention to detail doesn't really matter. That standards are negotiable.
And when standards are negotiable in one area, they become negotiable everywhere.
4. The Constant Re-Training Cost You Don't See
Every time your cleaning company loses an employee, someone has to train the replacement. Usually, that's their more experienced cleaners who now have to take time away from actually cleaning to show the new person the ropes.
The result? The quality of work drops across the board, not just with the new hire. You're paying the same amount but getting less because their experienced people are babysitting instead of cleaning.
What Makes Employee Retention So Terrible in Commercial Cleaning?
The commercial cleaning industry has created a perfect storm for high turnover, and most companies are stuck in a cycle they can't break.
The Race to the Bottom on Price
When businesses shop for cleaning services primarily based on price, cleaning companies respond by cutting costs. And the easiest cost to cut? Labor.
They pay minimum wage (or close to it), offer minimal benefits, provide little training, and create working conditions that nobody wants to stay in long-term. Then they act surprised when cleaners leave for jobs that pay $2 more per hour at Target.
No Investment in Training or Development
Most cleaning companies don't have formal training programs. It's typically "shadow someone for a shift and figure it out." There's no investment in making cleaners better at their jobs, no career development path, no sense of pride in the work.
When you don't invest in your people, they don't invest in your company. Simple as that.
Treating People Like Replaceable Parts
Here's the fundamental problem: Most cleaning companies view their employees as a commodity. Cleaner A is interchangeable with Cleaner B. If someone quits, just hire someone new. No big deal.
Except it IS a big deal. To the cleaner who's being treated as disposable. And to you, the client who has to deal with the consequences.
The Rodan Difference: What 2+ Year Retention Actually Looks Like
Every single cleaner at Rodan Cleaning has been with us for over two years. Every. Single. One.
In an industry where 3-6 months is considered "good" retention, we're keeping people for years. Want to know why? And more importantly, want to know why that matters for your business?
We Treat Our Employees as the Assets They Are
Here's a truth that should be obvious but apparently isn't: Our employees ARE our business.
We could land a hundred new accounts tomorrow, but if we don't have excellent cleaners to service them, we have nothing. The cleaning isn't the asset—the people doing the cleaning are the asset.
So we:
Pay competitive wages. Not minimum wage. Not "just enough to get by." Actual competitive compensation that acknowledges the value they provide.
Only hire through referrals. Every cleaner we've hired in the last two years has been referred by someone already on our team. Our people only recommend others they trust and would want to work alongside.
Invest in real training. We call it "Cleaning University"—a comprehensive training program that teaches not just how to clean, but how to clean to Rodan's standards. The details that matter. The systems that ensure consistency.
Create a culture worth staying for. We have a mission to improve our employees both professionally and personally. This isn't just a job—it's a place where people feel valued, respected, and part of something bigger.
What This Means for Your Building
When the same cleaners service your building month after month, year after year, something magical happens:
They learn your space intimately. They know which areas get heavy traffic. Which rooms need extra attention. Which surfaces show dust most easily. They're not figuring it out—they already know.
They spot problems early. That slow leak in the upstairs bathroom? A long-term cleaner notices the water damage starting and alerts you. The new cleaner every three months? They might not even realize it's new.
They take ownership. When people plan to be around long-term, they care differently. Your building isn't just another assignment—it's their building. Their reputation. Their work.
You build relationships. You get to know them. They get to know you. There's trust, communication, and a sense of partnership that's impossible when you're constantly dealing with new faces.
Security improves dramatically. Instead of dozens of different people having access to your building over the years, you have the same trusted team. You know them. They're vetted. They're reliable.
The Questions You Should Be Asking
When you're evaluating commercial cleaning companies in Des Moines, don't just ask about price and services. Ask these critical questions:
About Employee Retention:
- "What's your average employee tenure?"
- "What percentage of your current cleaning staff has been with you for over one year? Over two years?"
- "How do you recruit new cleaners?"
- "What's your training process?"
- "Do you conduct background checks on all employees?"
About Quality Consistency:
- "Will the same team clean my building each time?"
- "What happens if my regular cleaner is sick or on vacation?"
- "How do you ensure quality doesn't drop with new hires?"
- "Do you have a formal quality assurance process?"
Red Flags to Watch For:
- They can't or won't answer questions about retention
- They're vague about who will actually clean your building
- They admit to "high volume hiring" or "always hiring"
- They can't name their training program or process
- They deflect questions about employee satisfaction
The Math That Actually Matters
Let's do some real math on what employee retention means for your bottom line.
Scenario A: Typical Cleaning Company (200% Annual Turnover)
- You pay $3,000/month for cleaning services
- You spend 3 hours/month managing cleaning issues
- Quality is inconsistent, affecting employee satisfaction
- You search for new companies every 18-24 months
- Time invested in onboarding new companies: 10+ hours each time
Scenario B: Rodan Cleaning (2+ Year Retention)
- You pay $3,200/month for cleaning services (slightly higher)
- You spend 30 minutes/month on cleaning communication (mostly positive)
- Quality is consistently excellent
- You haven't switched companies in 5+ years
- Your building is maintained by trusted, familiar faces
That extra $200/month? You're saving it back in time alone—and that's before we factor in employee morale, security, and peace of mind.
Why This Matters for Des Moines Businesses
In a tight labor market like Des Moines, every advantage matters. When your office is consistently clean, when your team feels valued, when potential clients walk into a space that reflects your commitment to excellence—that's when good things happen.
Employee retention might not be the sexiest metric to evaluate when choosing a cleaning company, but it might be the most important one.
Because at the end of the day, you're not hiring a company to clean your building. You're hiring people. And the quality of those people—and whether they stick around long enough to master your space—makes all the difference.
Ready to Experience the Difference Long-Term Cleaners Make?
At Rodan Cleaning, our 2+ year employee retention rate isn't just a statistic we're proud of—it's the foundation of how we deliver consistently excellent results for Des Moines businesses.
Our team knows your building. They take pride in their work. And they'll be here next month, and the month after that, and the month after that.
Experience the stability of working with a cleaning team that actually sticks around:
- Call or text: (515) 276-1618
- Email: info@rodancleaning.com
- Visit: rodancleaning.com
Serving Des Moines, Urbandale, Waukee, and the entire metro area since 1998.
There's a number that should terrify every facilities manager in Des Moines, but most don't even know to ask about it.
It's not price per square foot. It's not how many accounts the company services. It's not even how long they've been in business.
It's employee turnover rate.
And in the commercial cleaning industry, it's an absolute disaster. The average cleaning company loses 200-400% of their workforce every single year. Think about that. If they have 10 employees in January, by December those could be 10 completely different people.
Maybe even twice over.
Why Should You Care About Your Cleaning Company's Employee Turnover?
We get it—employee retention isn't your problem, it's theirs. You're just trying to keep your building clean.
But here's the thing: Their employee turnover problem becomes your quality problem. Let me show you how.
Your Building Becomes a Training Ground
When cleaning companies have high turnover, your office becomes their classroom. Every few months, there's someone new learning your building's layout, figuring out where you keep supplies, discovering which areas need extra attention, and trying to remember your specific preferences.
Except they never quite get there, do they?
Just when they're starting to understand your building's quirks—that the break room floor needs extra attention because of the spills, that the conference room always needs straightening before 8 AM meetings, that the back hallway gets neglected unless specifically checked—they're gone. And the cycle starts all over again.
You're essentially paying full price for training-level service. Forever.
Security Risks Multiply
Every time your cleaning company brings in a new employee, you're giving building access to someone you've never met. Someone who hasn't been thoroughly vetted. Someone who might be gone in three months anyway.
Think about what's in your office:
- Computer equipment worth thousands
- Confidential documents
- Client information
- Employee personal belongings
- Access to your security systems
Now think about how many different people have had access to your building in the last year if your cleaning company has 200%+ turnover. That's a lot of strangers with keys to your castle.
The "Missed Details" Problem Never Goes Away
There's a learning curve to cleaning any space properly. New cleaners make predictable mistakes:
- They miss the spots previous cleaners knew about
- They don't know which areas are high-priority
- They can't work as efficiently because they're still learning
- They focus on obvious tasks and miss the details
A cleaner who's been in your building for two years knows that the CEO likes her office vacuumed in a specific pattern. That the lobby needs extra attention before big client meetings. That Fridays are especially messy because of the office lunch.
A cleaner on their second week? They're just trying to remember where the supply closet is.
The Hidden Costs You're Already Paying
High employee turnover at your cleaning company doesn't just affect cleanliness—it's costing you money in ways you probably haven't calculated.
1. Your Time Waste
How many emails have you sent explaining the same issue to different people? How many times have you had to re-explain your building's specific needs because there's a new supervisor, new crew, or new contact person?
Every time you have to re-communicate your standards, that's your time being wasted. If you're a business owner or manager, your time is valuable. Really valuable.
Let's say you spend just 2 hours per month managing cleaning issues that shouldn't exist. At even $50/hour, that's $1,200 per year of your time being burned. And let's be honest—it's probably more than 2 hours.
2. The Reputation Tax
You had a potential client visit last Tuesday. They used your restroom. It wasn't terrible, but it wasn't great either. The new cleaner didn't know that particular restroom needs extra attention because the seal on one of the toilets is wearing out.
How much did that cost you? Hard to say. But first impressions matter, and you only get one shot.
3. Employee Morale Impact
Your team spends 40+ hours per week in your office. When the cleaning is inconsistent—good one week, mediocre the next, back to good again—it sends a message. It tells them that attention to detail doesn't really matter. That standards are negotiable.
And when standards are negotiable in one area, they become negotiable everywhere.
4. The Constant Re-Training Cost You Don't See
Every time your cleaning company loses an employee, someone has to train the replacement. Usually, that's their more experienced cleaners who now have to take time away from actually cleaning to show the new person the ropes.
The result? The quality of work drops across the board, not just with the new hire. You're paying the same amount but getting less because their experienced people are babysitting instead of cleaning.
What Makes Employee Retention So Terrible in Commercial Cleaning?
The commercial cleaning industry has created a perfect storm for high turnover, and most companies are stuck in a cycle they can't break.
The Race to the Bottom on Price
When businesses shop for cleaning services primarily based on price, cleaning companies respond by cutting costs. And the easiest cost to cut? Labor.
They pay minimum wage (or close to it), offer minimal benefits, provide little training, and create working conditions that nobody wants to stay in long-term. Then they act surprised when cleaners leave for jobs that pay $2 more per hour at Target.
No Investment in Training or Development
Most cleaning companies don't have formal training programs. It's typically "shadow someone for a shift and figure it out." There's no investment in making cleaners better at their jobs, no career development path, no sense of pride in the work.
When you don't invest in your people, they don't invest in your company. Simple as that.
Treating People Like Replaceable Parts
Here's the fundamental problem: Most cleaning companies view their employees as a commodity. Cleaner A is interchangeable with Cleaner B. If someone quits, just hire someone new. No big deal.
Except it IS a big deal. To the cleaner who's being treated as disposable. And to you, the client who has to deal with the consequences.
The Rodan Difference: What 2+ Year Retention Actually Looks Like
Every single cleaner at Rodan Cleaning has been with us for over two years. Every. Single. One.
In an industry where 3-6 months is considered "good" retention, we're keeping people for years. Want to know why? And more importantly, want to know why that matters for your business?
We Treat Our Employees as the Assets They Are
Here's a truth that should be obvious but apparently isn't: Our employees ARE our business.
We could land a hundred new accounts tomorrow, but if we don't have excellent cleaners to service them, we have nothing. The cleaning isn't the asset—the people doing the cleaning are the asset.
So we:
Pay competitive wages. Not minimum wage. Not "just enough to get by." Actual competitive compensation that acknowledges the value they provide.
Only hire through referrals. Every cleaner we've hired in the last two years has been referred by someone already on our team. Our people only recommend others they trust and would want to work alongside.
Invest in real training. We call it "Cleaning University"—a comprehensive training program that teaches not just how to clean, but how to clean to Rodan's standards. The details that matter. The systems that ensure consistency.
Create a culture worth staying for. We have a mission to improve our employees both professionally and personally. This isn't just a job—it's a place where people feel valued, respected, and part of something bigger.
What This Means for Your Building
When the same cleaners service your building month after month, year after year, something magical happens:
They learn your space intimately. They know which areas get heavy traffic. Which rooms need extra attention. Which surfaces show dust most easily. They're not figuring it out—they already know.
They spot problems early. That slow leak in the upstairs bathroom? A long-term cleaner notices the water damage starting and alerts you. The new cleaner every three months? They might not even realize it's new.
They take ownership. When people plan to be around long-term, they care differently. Your building isn't just another assignment—it's their building. Their reputation. Their work.
You build relationships. You get to know them. They get to know you. There's trust, communication, and a sense of partnership that's impossible when you're constantly dealing with new faces.
Security improves dramatically. Instead of dozens of different people having access to your building over the years, you have the same trusted team. You know them. They're vetted. They're reliable.
The Questions You Should Be Asking
When you're evaluating commercial cleaning companies in Des Moines, don't just ask about price and services. Ask these critical questions:
About Employee Retention:
- "What's your average employee tenure?"
- "What percentage of your current cleaning staff has been with you for over one year? Over two years?"
- "How do you recruit new cleaners?"
- "What's your training process?"
- "Do you conduct background checks on all employees?"
About Quality Consistency:
- "Will the same team clean my building each time?"
- "What happens if my regular cleaner is sick or on vacation?"
- "How do you ensure quality doesn't drop with new hires?"
- "Do you have a formal quality assurance process?"
Red Flags to Watch For:
- They can't or won't answer questions about retention
- They're vague about who will actually clean your building
- They admit to "high volume hiring" or "always hiring"
- They can't name their training program or process
- They deflect questions about employee satisfaction
The Math That Actually Matters
Let's do some real math on what employee retention means for your bottom line.
Scenario A: Typical Cleaning Company (200% Annual Turnover)
- You pay $3,000/month for cleaning services
- You spend 3 hours/month managing cleaning issues
- Quality is inconsistent, affecting employee satisfaction
- You search for new companies every 18-24 months
- Time invested in onboarding new companies: 10+ hours each time
Scenario B: Rodan Cleaning (2+ Year Retention)
- You pay $3,200/month for cleaning services (slightly higher)
- You spend 30 minutes/month on cleaning communication (mostly positive)
- Quality is consistently excellent
- You haven't switched companies in 5+ years
- Your building is maintained by trusted, familiar faces
That extra $200/month? You're saving it back in time alone—and that's before we factor in employee morale, security, and peace of mind.
Why This Matters for Des Moines Businesses
In a tight labor market like Des Moines, every advantage matters. When your office is consistently clean, when your team feels valued, when potential clients walk into a space that reflects your commitment to excellence—that's when good things happen.
Employee retention might not be the sexiest metric to evaluate when choosing a cleaning company, but it might be the most important one.
Because at the end of the day, you're not hiring a company to clean your building. You're hiring people. And the quality of those people—and whether they stick around long enough to master your space—makes all the difference.
Ready to Experience the Difference Long-Term Cleaners Make?
At Rodan Cleaning, our 2+ year employee retention rate isn't just a statistic we're proud of—it's the foundation of how we deliver consistently excellent results for Des Moines businesses.
Our team knows your building. They take pride in their work. And they'll be here next month, and the month after that, and the month after that.
Experience the stability of working with a cleaning team that actually sticks around:
- Call or text: (515) 276-1618
- Email: info@rodancleaning.com
- Visit: rodancleaning.com
Serving Des Moines, Urbandale, Waukee, and the entire metro area since 1998.
There's a number that should terrify every facilities manager in Des Moines, but most don't even know to ask about it.
It's not price per square foot. It's not how many accounts the company services. It's not even how long they've been in business.
It's employee turnover rate.
And in the commercial cleaning industry, it's an absolute disaster. The average cleaning company loses 200-400% of their workforce every single year. Think about that. If they have 10 employees in January, by December those could be 10 completely different people.
Maybe even twice over.
Why Should You Care About Your Cleaning Company's Employee Turnover?
We get it—employee retention isn't your problem, it's theirs. You're just trying to keep your building clean.
But here's the thing: Their employee turnover problem becomes your quality problem. Let me show you how.
Your Building Becomes a Training Ground
When cleaning companies have high turnover, your office becomes their classroom. Every few months, there's someone new learning your building's layout, figuring out where you keep supplies, discovering which areas need extra attention, and trying to remember your specific preferences.
Except they never quite get there, do they?
Just when they're starting to understand your building's quirks—that the break room floor needs extra attention because of the spills, that the conference room always needs straightening before 8 AM meetings, that the back hallway gets neglected unless specifically checked—they're gone. And the cycle starts all over again.
You're essentially paying full price for training-level service. Forever.
Security Risks Multiply
Every time your cleaning company brings in a new employee, you're giving building access to someone you've never met. Someone who hasn't been thoroughly vetted. Someone who might be gone in three months anyway.
Think about what's in your office:
- Computer equipment worth thousands
- Confidential documents
- Client information
- Employee personal belongings
- Access to your security systems
Now think about how many different people have had access to your building in the last year if your cleaning company has 200%+ turnover. That's a lot of strangers with keys to your castle.
The "Missed Details" Problem Never Goes Away
There's a learning curve to cleaning any space properly. New cleaners make predictable mistakes:
- They miss the spots previous cleaners knew about
- They don't know which areas are high-priority
- They can't work as efficiently because they're still learning
- They focus on obvious tasks and miss the details
A cleaner who's been in your building for two years knows that the CEO likes her office vacuumed in a specific pattern. That the lobby needs extra attention before big client meetings. That Fridays are especially messy because of the office lunch.
A cleaner on their second week? They're just trying to remember where the supply closet is.
The Hidden Costs You're Already Paying
High employee turnover at your cleaning company doesn't just affect cleanliness—it's costing you money in ways you probably haven't calculated.
1. Your Time Waste
How many emails have you sent explaining the same issue to different people? How many times have you had to re-explain your building's specific needs because there's a new supervisor, new crew, or new contact person?
Every time you have to re-communicate your standards, that's your time being wasted. If you're a business owner or manager, your time is valuable. Really valuable.
Let's say you spend just 2 hours per month managing cleaning issues that shouldn't exist. At even $50/hour, that's $1,200 per year of your time being burned. And let's be honest—it's probably more than 2 hours.
2. The Reputation Tax
You had a potential client visit last Tuesday. They used your restroom. It wasn't terrible, but it wasn't great either. The new cleaner didn't know that particular restroom needs extra attention because the seal on one of the toilets is wearing out.
How much did that cost you? Hard to say. But first impressions matter, and you only get one shot.
3. Employee Morale Impact
Your team spends 40+ hours per week in your office. When the cleaning is inconsistent—good one week, mediocre the next, back to good again—it sends a message. It tells them that attention to detail doesn't really matter. That standards are negotiable.
And when standards are negotiable in one area, they become negotiable everywhere.
4. The Constant Re-Training Cost You Don't See
Every time your cleaning company loses an employee, someone has to train the replacement. Usually, that's their more experienced cleaners who now have to take time away from actually cleaning to show the new person the ropes.
The result? The quality of work drops across the board, not just with the new hire. You're paying the same amount but getting less because their experienced people are babysitting instead of cleaning.
What Makes Employee Retention So Terrible in Commercial Cleaning?
The commercial cleaning industry has created a perfect storm for high turnover, and most companies are stuck in a cycle they can't break.
The Race to the Bottom on Price
When businesses shop for cleaning services primarily based on price, cleaning companies respond by cutting costs. And the easiest cost to cut? Labor.
They pay minimum wage (or close to it), offer minimal benefits, provide little training, and create working conditions that nobody wants to stay in long-term. Then they act surprised when cleaners leave for jobs that pay $2 more per hour at Target.
No Investment in Training or Development
Most cleaning companies don't have formal training programs. It's typically "shadow someone for a shift and figure it out." There's no investment in making cleaners better at their jobs, no career development path, no sense of pride in the work.
When you don't invest in your people, they don't invest in your company. Simple as that.
Treating People Like Replaceable Parts
Here's the fundamental problem: Most cleaning companies view their employees as a commodity. Cleaner A is interchangeable with Cleaner B. If someone quits, just hire someone new. No big deal.
Except it IS a big deal. To the cleaner who's being treated as disposable. And to you, the client who has to deal with the consequences.
The Rodan Difference: What 2+ Year Retention Actually Looks Like
Every single cleaner at Rodan Cleaning has been with us for over two years. Every. Single. One.
In an industry where 3-6 months is considered "good" retention, we're keeping people for years. Want to know why? And more importantly, want to know why that matters for your business?
We Treat Our Employees as the Assets They Are
Here's a truth that should be obvious but apparently isn't: Our employees ARE our business.
We could land a hundred new accounts tomorrow, but if we don't have excellent cleaners to service them, we have nothing. The cleaning isn't the asset—the people doing the cleaning are the asset.
So we:
Pay competitive wages. Not minimum wage. Not "just enough to get by." Actual competitive compensation that acknowledges the value they provide.
Only hire through referrals. Every cleaner we've hired in the last two years has been referred by someone already on our team. Our people only recommend others they trust and would want to work alongside.
Invest in real training. We call it "Cleaning University"—a comprehensive training program that teaches not just how to clean, but how to clean to Rodan's standards. The details that matter. The systems that ensure consistency.
Create a culture worth staying for. We have a mission to improve our employees both professionally and personally. This isn't just a job—it's a place where people feel valued, respected, and part of something bigger.
What This Means for Your Building
When the same cleaners service your building month after month, year after year, something magical happens:
They learn your space intimately. They know which areas get heavy traffic. Which rooms need extra attention. Which surfaces show dust most easily. They're not figuring it out—they already know.
They spot problems early. That slow leak in the upstairs bathroom? A long-term cleaner notices the water damage starting and alerts you. The new cleaner every three months? They might not even realize it's new.
They take ownership. When people plan to be around long-term, they care differently. Your building isn't just another assignment—it's their building. Their reputation. Their work.
You build relationships. You get to know them. They get to know you. There's trust, communication, and a sense of partnership that's impossible when you're constantly dealing with new faces.
Security improves dramatically. Instead of dozens of different people having access to your building over the years, you have the same trusted team. You know them. They're vetted. They're reliable.
The Questions You Should Be Asking
When you're evaluating commercial cleaning companies in Des Moines, don't just ask about price and services. Ask these critical questions:
About Employee Retention:
- "What's your average employee tenure?"
- "What percentage of your current cleaning staff has been with you for over one year? Over two years?"
- "How do you recruit new cleaners?"
- "What's your training process?"
- "Do you conduct background checks on all employees?"
About Quality Consistency:
- "Will the same team clean my building each time?"
- "What happens if my regular cleaner is sick or on vacation?"
- "How do you ensure quality doesn't drop with new hires?"
- "Do you have a formal quality assurance process?"
Red Flags to Watch For:
- They can't or won't answer questions about retention
- They're vague about who will actually clean your building
- They admit to "high volume hiring" or "always hiring"
- They can't name their training program or process
- They deflect questions about employee satisfaction
The Math That Actually Matters
Let's do some real math on what employee retention means for your bottom line.
Scenario A: Typical Cleaning Company (200% Annual Turnover)
- You pay $3,000/month for cleaning services
- You spend 3 hours/month managing cleaning issues
- Quality is inconsistent, affecting employee satisfaction
- You search for new companies every 18-24 months
- Time invested in onboarding new companies: 10+ hours each time
Scenario B: Rodan Cleaning (2+ Year Retention)
- You pay $3,200/month for cleaning services (slightly higher)
- You spend 30 minutes/month on cleaning communication (mostly positive)
- Quality is consistently excellent
- You haven't switched companies in 5+ years
- Your building is maintained by trusted, familiar faces
That extra $200/month? You're saving it back in time alone—and that's before we factor in employee morale, security, and peace of mind.
Why This Matters for Des Moines Businesses
In a tight labor market like Des Moines, every advantage matters. When your office is consistently clean, when your team feels valued, when potential clients walk into a space that reflects your commitment to excellence—that's when good things happen.
Employee retention might not be the sexiest metric to evaluate when choosing a cleaning company, but it might be the most important one.
Because at the end of the day, you're not hiring a company to clean your building. You're hiring people. And the quality of those people—and whether they stick around long enough to master your space—makes all the difference.
Ready to Experience the Difference Long-Term Cleaners Make?
At Rodan Cleaning, our 2+ year employee retention rate isn't just a statistic we're proud of—it's the foundation of how we deliver consistently excellent results for Des Moines businesses.
Our team knows your building. They take pride in their work. And they'll be here next month, and the month after that, and the month after that.
Experience the stability of working with a cleaning team that actually sticks around:
- Call or text: (515) 276-1618
- Email: info@rodancleaning.com
- Visit: rodancleaning.com
Serving Des Moines, Urbandale, Waukee, and the entire metro area since 1998.
Insights from 25+ Years of Cleaning Excellence
Real-world expertise from the field, not generic cleaning tips. We share what property managers and construction teams need to know about commercial cleaning - straight talk backed by decades of experience and The Rodan Standard.
