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How can you retain environmental services staff in a changing labor market?

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Environmental services (ES) staff are essential for maintaining a safe, clean, and healthy environment in any facility. However, in a changing labor market, retaining these valuable workers can be challenging. High turnover, low wages, skill gaps, and lack of recognition are some of the common issues that affect ES staff retention. How can you address these issues and keep your ES staff motivated, engaged, and loyal? Here are some tips to help you retain your ES staff in a changing labor market.

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Jans Babkevi?s

Your Weekly Dose of Occupational Hygiene ?? #BitesizeOH ?? Chartered Occupational Hygienist ???? Educational Content…

1 Offer competitive compensation and benefits

One of the main reasons why ES staff leave their jobs is low pay and inadequate benefits. According to the Bureau of Labor Statistics, the median annual wage for ES staff in 2020 was $27,800, which is below the national average. To retain your ES staff, you need to offer competitive compensation and benefits that match or exceed the market rates. This may include salary increases, bonuses, health insurance, retirement plans, paid time off, and other incentives. You can also conduct regular salary surveys and benchmarking to ensure that your pay and benefits are fair and attractive.

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Jans Babkevi?s

Your Weekly Dose of Occupational Hygiene ?? #BitesizeOH ?? Chartered Occupational Hygienist ???? Educational Content Creator ??
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In the UK, there is a huge shortage of occupational hygiene professionals, so to attract and retain the best talent employers have to offer very competitive compensation and benefits. It if very common to offer a leased car of personal choice for consultant hygienists which is a very nice benefit.

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2 Provide training and development opportunities

Another reason why ES staff leave their jobs is lack of training and development opportunities. ES staff need to keep up with the latest standards, regulations, and best practices in their field. They also need to learn new skills and technologies that can enhance their efficiency and performance. To retain your ES staff, you need to provide training and development opportunities that can help them grow and advance in their careers. This may include on-the-job training, online courses, workshops, certifications, mentoring, and career paths. You can also encourage your ES staff to pursue continuing education and professional development programs that can increase their knowledge and qualifications.

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Jans Babkevi?s

Your Weekly Dose of Occupational Hygiene ?? #BitesizeOH ?? Chartered Occupational Hygienist ???? Educational Content Creator ??
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Hiring someone with a few BOHS modules with a promise to support them on the journey to BOHS CertOH or DipOH can help to guarantee staff retention for at least the duration of that journey. It is a win-win situation for both parties. Employers may even offer to support your Diploma journey which takes a minimum of 5 years, meaning 5 years of highly engaged employee.

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3 Recognize and reward excellence

A third reason why ES staff leave their jobs is lack of recognition and reward for their excellence. ES staff often work behind the scenes and do not receive enough appreciation and feedback for their hard work and dedication. They may feel undervalued, ignored, or taken for granted by their managers and colleagues. To retain your ES staff, you need to recognize and reward their excellence and contributions to the organization. This may include verbal praise, written commendations, public recognition, awards, gifts, or other forms of acknowledgment. You can also create a culture of gratitude and respect that celebrates and supports your ES staff.

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Jans Babkevi?s

Your Weekly Dose of Occupational Hygiene ?? #BitesizeOH ?? Chartered Occupational Hygienist ???? Educational Content Creator ??
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Having internal employee awards can help with recognition. These awards can be given out in various semi-serious categories such as "most miles travelled" or "most equipment forgotten", etc. It cost nothing to produce a small trophy and come up with funny award names, but it can significantly boost your team morale.

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4 Promote engagement and communication

A fourth reason why ES staff leave their jobs is lack of engagement and communication with their managers and peers. ES staff may feel isolated, disconnected, or uninformed about the goals, vision, and values of the organization. They may also face communication barriers, conflicts, or misunderstandings that can affect their morale and productivity. To retain your ES staff, you need to promote engagement and communication with them on a regular basis. This may include regular meetings, surveys, feedback sessions, newsletters, social media, or other channels of communication. You can also foster a sense of teamwork, collaboration, and belonging among your ES staff.

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5 Create a positive work environment

A fifth reason why ES staff leave their jobs is a negative work environment that affects their well-being and satisfaction. ES staff may face physical, mental, or emotional stress, fatigue, burnout, or injury due to the nature and demands of their work. They may also encounter unsafe, unhealthy, or unpleasant working conditions that can harm their health and safety. To retain your ES staff, you need to create a positive work environment that supports their well-being and satisfaction. This may include providing adequate equipment, supplies, and resources, ensuring compliance with health and safety standards, implementing wellness programs, offering flexible schedules, and addressing any issues or concerns promptly and effectively.

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Jans Babkevi?s

Your Weekly Dose of Occupational Hygiene ?? #BitesizeOH ?? Chartered Occupational Hygienist ???? Educational Content Creator ??
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Promoting a culture of respect and inclusivity is crucial, where all team members feel valued and supported. This can be achieved through training and education on diversity and inclusion. Also providing opportunities for professional development and growth can help to foster a sense of motivation and engagement among team members.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you retain environmental services staff in a changing labor market?

1

2

3

4

5

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1 Offer competitive compensation and benefits

2 Provide training and development opportunities

3 Recognize and reward excellence

4 Promote engagement and communication

5 Create a positive work environment

6 Here’s what else to consider

Environmental Services

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How can you retain environmental services staff in a changing labor market?

1

2

3

4

5

6

1 Offer competitive compensation and benefits

2 Provide training and development opportunities

3 Recognize and reward excellence

4 Promote engagement and communication

5 Create a positive work environment

6 Here’s what else to consider

Environmental Services

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