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Cleaning industry: adapt to combat ‘critical’ staff shortages

The cleaning industry needs to adapt to combat ‘critical’ staffing shortages

Employers in the cleaning sector need to adapt to a rapidly changing workforce if they are to win the ‘frantic’ battle for workers.

redwigwam, the UK’s largest flexible worker company, says that only by adopting new approaches can businesses expect to overcome staffing shortages that are at a ‘critical juncture’.

In order to assist employers, redwigwam has produced a white paper entitled ‘Surviving Staffing Shortages: How businesses can overcome the perfect storm generated by Brexit and the COVID pandemic’.

Lorna Davidson, redwigwam’s CEO, said: “While businesses adapt to a new normal as we exit the pandemic, it’s clear staff shortages are at a critical juncture and the UK job market faces one of its biggest challenges. With 1.9m open positions, and a loss of potential job seekers due to Brexit, employers are finding it extremely difficult to fill positions without added incentives.

“Moving ahead, the recruitment process requires several potential changes in how recruiters conduct business and attract candidates. We know from our work in the cleaning sector the effect of the double whammy of Brexit and the COVID pandemic has had on employers.

“The last 18 months have been anything but predictable in the world of staffing. As we enter a new era of work, the ability to hire and maintain qualified staff has never been more frantic. Companies are having to rethink their own culture, policies, and expectations, while workers are reconsidering their workload and are seeking a happy medium that builds a work-life balance they never had before.”

According to the white paper, sectors under the most severe strain are cleaning along with retail, hospitality, transport and warehousing and food production and manufacturing. The redwigwam white paper says that workers now have a range of demands when considering job opportunities. They include:

  • Improved pay and rewards;
  • The need for greater flexibility;
  • Greater support in their personal lives, enabling them to achieve better work/life balance;
  • More opportunities for hybrid and remote working;
  • More incentives to assist with mental health including health insurance and expanded parental leave;
  • Increased skills training.

The white paper is available at redwigwam's website.

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