The Hidden Costs of Custodian Turnover — and How to Reduce Them

With turnover in the custodial industry reaching as high as 200%, many facilities find themselves cycling through staff multiple times a year. While this constant change is often treated as “normal,” it creates hidden expenses that quietly impact service quality, team morale, and day-to-day operations.

Understanding where these costs come from—and how to limit them—can make a major difference when choosing a custodial partner. Here are the key areas to watch, along with practical ways to address them.

Recruitment and Hiring Expenses

Frequent turnover means ongoing job postings, interviews, and onboarding. The Society for Human Resource Management estimates that hiring a single new employee can cost around $4,700. These costs add up quickly when positions need to be filled over and over again.

Strategy: Look for providers that invest in employee retention through fair pay, benefits, and career support. When teams stay longer, hiring costs naturally decrease.

Training and Onboarding Impact

Every new hire requires time to learn procedures, safety standards, and site-specific expectations. The Center for American Progress estimates that turnover can cost up to 21% of an employee’s annual salary, largely due to training time and reduced productivity during the ramp-up period.

Strategy: Choose a provider with a structured, efficient training program that helps new staff become effective quickly while maintaining consistent service levels.

Productivity Loss

Experienced custodians work faster and more accurately than new team members. During transitions, productivity often dips. Gallup reports that organizations can see a 20–30% drop in output while employees adjust to new roles and responsibilities.

Strategy: Partner with a company that emphasizes strong supervision and leadership. Active management helps stabilize teams, support new hires, and reduce performance gaps.

Effect on Team Morale

High turnover can place extra strain on remaining employees, leading to burnout and disengagement. Gallup has found that engaged employees are up to 21% more productive than disengaged ones, showing how closely morale and performance are connected.

Strategy: Seek providers that promote a positive workplace culture, recognize employee contributions, and encourage growth. A supportive environment keeps teams motivated and more likely to stay.

The Bottom Line

When turnover reaches 200% a year, the true cost goes far beyond recruitment. Training time, lost productivity, and declining morale all add up to reduced service quality and higher long-term expenses.

Working with a custodial partner that prioritizes retention, strong leadership, and efficient training can help control these hidden costs—while delivering more reliable, consistent, and high-quality service for your facility.