Cleaning competence

To improve performance, hygiene and service quality the UK commercial cleaning sector must shed its ‘mop and bucket’ image to embrace structured training and technological integration.

Upskilling also needs to include digital literacy to meet the demands of modern facility requirements. For instance, staff now need to be trained to operate digital tools for real-time reporting , quality assurance and analytics to ensure transparency and accountability, as well as to get to grips with robotics.

The importance of ‘soft skills’ cannot be underestimated too, especially in hybrid or daytime working environments. Training has to cover communication, conflict resolution and problem solving so cleaners can effectively perform the role of ‘ambassadors’ for their companies and for the client’s brand. This is how long-term client relationships develop.

As corporate ESG (Environmental, Social and Governance) goals become central to procurement, the workforce must be upskilled in green practices. Staff need to be trained in a range of eco-friendly practices, such as the use of sustainable products, reduced water usage and responsible chemical disposal to lower environmental impact and improve indoor air quality.

Upskilling must also be tied to clear career progression with pathways offered from operative roles to supervisor and management posts to retain talent and boost operational oversight.

TRAINING PROGRAMME

At Cleanology, our people are the heart of our organisation, and our people-first culture allows us to provide motivated, empowered individuals who take pride in their work. We offer free English classes for speakers of other languages, providing support for all employees and earlier this year launched a new Learning and Development (L&D) department in a dedicated training hub at its Vauxhall, South West London, headquarters.

The department has been set to support both the induction of new starters and the continuous professional development (CPD) of existing staff.

Core training modules in the L&D department include:

• An in-house management programme, designed to enhance standards and upskill the team, whilst identifying and developing high-performing talent.
• Tailored training courses for each job role.
• Bespoke and site-specific training for clients.
• Health and Safety (H&S): Detailed modules on observing safety guidance provided in site specific Risk Assessments and Method Statements (RAMS).
• Waste Management: The correct handling and management of different waste streams.
• Code of Conduct: Professional behaviour standards as set out in the Cleanology Staff Handbook.
• Emotional Intelligence and Communication workshops, as well as language tuition for new starters who do not speak English as their first language.

Cleanology also runs a number of in-house schemes which help nurture talent, such as ‘Hospitality Hero’ which is a training initiative specifically designed for client-facing members of staff. It aims to ensure they deliver high-level customer service and professional engagement and consists of interactive learning modules of videos and quizzes. It also includes a Client Recognition Award system where clients can nominate team members for outstanding service.

The company also hosts an Annual Company Dinner and Awards Ceremony – often referred to as our ‘Cleaning Oscars’. It features as part of a family day for staff to celebrate top performers. There is also an Annual Academy Day, described as part of Cleanology’s ‘broader engagement strategy’, and regular ‘Lunch and Learn’ sessions covering various subjects.

BENEFITS OF L&D

The impact of long-term investment in learning and development can be seen in progression and retention data across the business:

• 47 per cent of the Head Office executive team have been promoted from within.
• 10 employees have progressed to senior head office roles after starting as cleaners.
• 78 per cent of Operations Managers began as cleaners.
• Cleanology boasts a 94 per cent staff retention rate compared to an average of 79 per cent in the commercial cleaning sector.
• Training feedback from nearly 200 sessions scored an average 4.91 (out of 5) ‘Excellent’ rating.

Through initiatives such as Cleanology Academy Day, Hospitality Hero and a 360 degrees skills matrix, we empower colleagues to learn, upskill and progress. Our leadership programmes and mentoring ensure fair access to opportunity for everyone.

Training starts on the first day – and sometimes even before the employee joins Cleanology – and this emphasises the importance of the onboarding experience.

We do not just hire talent; we nurture it and create long-term careers that reflect our inclusive values. We measure progress through transparent data and staff feedback to ensure that inclusion leads to lasting impact. These results highlight a workforce that feels valued, supported and proud to belong.

Learning and Development is instrumental to Cleanology’s culture of continuous improvement, and I am proud to be leading the new training team.