Training Won't Fix Cleaners Who Don't Care

What do you do when your cleaners start getting too comfortable, moving too slowly, missing details, or acting like the job doesn't really matter anymore? Most cleaning company owners immediately think they need better SOPs, more training videos, or a thicker employee handbook. In this episode, Mike Campion talks with Noelle Nickerson about why that usually doesn't fix the real issue. The problem often isn't information. It's alignment, core values, and whether the cleaner actually wants to show up the right way.

More Training Isn't Always the Answer

When cleaners get sloppy, slow, or complacent, the first instinct is usually to train harder. Make another checklist. Record another video. Explain the job one more time. Mike pushes back on that idea. If someone doesn't care, more information won't suddenly make them care. Training can help the right person get better, but it won't turn the wrong person into the right fit. Before adding more systems, owners need to ask whether the cleaner is actually aligned with the company's values.

Core Values Create Internal Pressure

Mike explains the difference between external pressure and internal pressure. External pressure is when the owner tries to force a cleaner to behave a certain way. That usually leads to defensiveness, excuses, and resentment. Internal pressure is different. When the cleaner already shares the company's values, the conversation becomes less about "you did something wrong" and more about "is this how you really want to show up?" That kind of conversation gives the employee a chance to self-correct instead of just pushing back.

Stop Judging and Start Getting Curious

A huge part of the conversation is how to actually talk to a cleaner who is underperforming. Mike recommends coming in curious, not judgmental. Instead of saying, "You're too slow" or "You're doing a bad job," he shows how to connect the issue back to shared values. If the company values making money, helping out, being real, and having fun, then the conversation becomes about whether the behavior supports those values. This keeps the drama down and makes the cleaner part of the solution.

Slow Cleaners Need the Same Conversation

Noelle asks what to do when a cleaner has the right values but just moves too slowly. Mike walks through a role play where the cleaner is taking 30, 40, or 50 percent longer than everyone else. Instead of attacking her, he frames the conversation around reality. The job is taking too long. That affects profit. It affects the team. It affects the client experience. Then he gives the cleaner space to reflect. The goal isn't to shame them into moving faster. The goal is to find out if they're willing to own the issue and improve.

The Right People Step Up or Self-Select Out

One of the most useful takeaways is that these conversations force clarity. If the cleaner is aligned and wants to improve, they'll usually step up. If they aren't aligned, they'll usually reveal that too. Either way, the owner gets an answer. Mike explains that when you lead with values instead of blame, people often self-select. The right people take responsibility. The wrong people make it clear they aren't a fit. That means less drama, less guessing, and a healthier team.

PODCAST SHOW NOTES In this episode, Mike Campion talks with Noelle Nickerson about how to handle slow, complacent, or inconsistent cleaners without immediately reaching for more SOPs and training videos. Noelle brings up a common problem cleaning company owners face: cleaners who get too comfortable, start missing details, rush through jobs, or move too slowly because they're bored. Mike explains why better training usually isn't the real fix and shows how core values create the internal pressure that actually changes behavior. He walks through how to have these conversations without judgment, how to stay curious, and how to help cleaners either step up or self-select out. If you've ever wondered how to deal with underperforming cleaners without more drama, this episode gives you a practical way to lead through values instead of frustration.