Attracting young workers to the cleaning industry requires modern recruitment strategies, effective training and a supportive workplace culture. So how do you become what you want to attract?

Successful cleaning businesses know that the bedrock of their stability is born from a strong and reliable workforce. However, a high rate of staff turnover in the Oceania and Asian Pacific sector makes it difficult to maintain consistent service quality, forcing businesses to go beyond traditional hiring practices and focus on attracting and retaining the next generation of cleaners. 

But gaining the attention of young employees takes work. Companies must find ways to present cleaning as a viable and rewarding career. A shift in perception must be effected to show the sector as more than just a stepping stone to other careers but as one that offers stability, growth and professional development.

A1 Cleaning Services CEO Dr Ian Charlery believes the industry is ripe with opportunity. “Young professionals are entering a golden era for the cleaning industry, with many existing business owners approaching retirement, creating significant opportunities for fresh leadership,” he says.

Konstantin Ekelman, director of sales at Brady Plus, echoes this sentiment: “The cleaning industry isn’t just about keeping spaces clean – it’s about creating healthier environments, improving operational efficiency and driving product and service innovation.”

Building and effective recruitment process

As with any recruitment, the journey to long-term retention of emerging leaders begins with a well-structured hiring process that ensures candidates are the right fit for the company’s culture and long-term vision. “As younger workers enter the workforce, there’s a generational gap that requires different approaches to leadership and guidance. Traditional management styles are not as effective as they once were, and companies need to adapt to attract, train and retain this new generation of workers,” Agar Cleaning managing director Steve Agar says. Next-generation job seekers value transparency across the board. They expect honesty and integrity from companies about the roles that will give them a purpose – not just a pay cheque. From the outset, businesses need to provide clear and accurate communication in job descriptions that outline opportunities for career progression and emphasise the skills to be gained from the role.

“For businesses looking to retain ambitious young workers, authenticity is key,” Charlery asserts. “Young professionals today have a keen sense for insincerity and far less patience for outdated workplace norms. That’s why I strongly advocate for sharing the company’s vision with every team member, regardless of how small their role may seem in the bigger picture.”

Modernising onboarding and training

Once the right candidates have been identified, a structured onboarding process is crucial for setting them up for success. Younger workers joining the workforce benefit from engaging and interactive training versus the outdated practice of plopping them in front of a desk and asking them to read copious training literature. Incorporating digital learning tools, video demonstrations and hands-on training sessions gives the process a dynamism that keeps them wide-eyed and engaged.

Ekelman says fostering a sense of purpose and showing employees how their work contributes to the company’s success also helps keep them invested and motivated. Creating an environment of mentorship builds trust with new hires, allowing them to feel more connected to their workplace and involved in the culture, while pairing new employees with experienced staff is a great way to ease any anxiety they may have and help them adapt to the new experience. It also reinforces the idea that cleaning roles offer opportunities for professional growth and skill development.

“Workplace culture is everything,” Ekelman asserts. “In our organisation, we take a lot of pride in our culture. It’s built on face-to-face activity, hands-on training and genuine connection.”

Utilising technology to improve efficiency and engagement

The next generation of workers has grown up with technology and expects their workplaces to keep up with the times and embrace innovation. Adopting digital tools for scheduling, task management and performance tracking can streamline operations and enhance communication between management and staff.

Ekelman says technology plays a huge role in improving efficiency and engagement. “From advanced inventory management systems to automated ordering and digital tracking, technology has streamlined many processes and allowed us to work smarter, not harder. This not only boosts productivity but also makes the work more appealing to younger professionals who expect technology to be part of their daily work,” he says.

Charlery agrees, adding that technology is also reshaping job perceptions: “Those with technological expertise can apply their skills to modern janitorial solutions – whether through automation, AI-driven scheduling or data analytics – making this a dynamic and forward-thinking career path. These innovations aren’t just improving the way cleaning is done, they’re redefining the industry and elevating its appeal to the next generation of professionals,” he says.

Providing clear career progression opportunities

With their eye on the prize, today’s young workers seek jobs that offer opportunities for long-term advancement. There is a common misconception that the cleaning industry has limited career prospects, but businesses that offer clear pathways for progression can change this perception. “Career progression isn’t always a straight line. It’s about being adaptable, proactive and intentional in seeking growth,” Charlery says.

Developing a structured career development plan that includes additional training, leadership opportunities and potential promotions can show employees that cleaning is not just a job, but a career with future prospects. Ekelman has experienced this first-hand. “Starting in sales and moving into leadership as a sales director has been a natural progression, thanks to strong mentorship, training and performance-based recognition,” he shares.

Encouraging entrepreneurship among young Australians

For young Australians looking beyond traditional employment, the cleaning industry also offers opportunities to step into business ownership. Despite a decline in young entrepreneurs, Australian business leaders such as Daniel Mikus and James Rolph are advocating for a revival, urging young people to explore entrepreneurship as a viable and rewarding career path.

“There has never been a better time to start a business in Australia,” Mikus says . “Despite economic uncertainties, with the right approach and collective goals, starting up a business partnership can be one of the most rewarding things you can do.”

MR Roads co-founders Mikus and Rolph have built a multimillion-dollar company by leveraging trust, complementary skills and a shared vision. They believe young people in the cleaning industry can do the same by embracing mentorship, using digital tools and seeking collaborative partnerships.

“Not everyone has the ability to start a business alone. It can be difficult and gruelling, but when you tackle it with someone else, joining your resources, energy and focus, that’s when you can make magic,” Mikus adds.

With strong industry demand and a wealth of digital resources available, young Australians have an opportunity to carve out their own entrepreneurial success in cleaning. Those who take the leap and establish their own ventures could play a crucial role in shaping the industry’s future while building careers on their own terms.

The cleaning industry is entering a new era, with bold, bright leaders stepping up to redefine what’s possible in facility solutions. In a move that underscores this generational shift, ISSA has launched its 2025 Emerging Leaders Program – an inaugural awards initiative spotlighting exceptional young professionals across the entire cleaning industry supply chain. From residential cleaners and building service contractors to distributors, manufacturers, and associated service members, the program celebrates those who bring fresh energy, vision, and leadership potential to their roles.

This article first appeared in INCLEAN Magazine.