How to Hire and Retain Entry-Level Laundromat Attendants and Cleaning Personnel
Running a successful laundromat is not just about having reliable machines—it’s about maintaining a clean, safe, and welcoming environment that keeps customers coming back. The challenge lies in hiring and retaining attendants who consistently show up on time, take pride in cleanliness, and prioritize safety.
Here are proven strategies and tools you can implement to strengthen your team.
1. Hiring the Right Candidates
The hiring process is your first filter for finding attendants who will stay dependable. Focus on:
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Community-based recruiting: Post openings at local workforce centers, churches, Facebook groups, and nearby colleges.
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Screening for reliability: Ask practical questions like “What would you do if you noticed detergent spilled near a customer?” or “Tell me about a time you went above and beyond to keep something clean or safe.” Check their background through your state’s background check system, like this one in Tennessee. It is worth the few dollars you will spend to know if the candidate has a criminal past in your state. If you find something concerning, ask them about it. That conversation often leads to a deeper understanding of the individual you are about to bring onto your team.
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Looking for service-minded people: Friendliness and pride in presentation go a long way in customer-facing roles.
Sample Job Posting
Position: Laundromat Attendant / Cleaning Staff
Location: [Your Business Name & Address]
Schedule: Part-time or full-time shifts available, steady schedule
Responsibilities:
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Maintain cleanliness of all machines, floors, folding tables, and bathrooms
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Greet customers and provide light assistance when needed
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Ensure safety by cleaning spills immediately and monitoring hazards
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Complete daily cleaning checklist during each shift
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Report any maintenance or safety issues promptly
Requirements:
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Punctual and reliable—arrive on time, every time
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Detail-oriented with pride in cleanliness
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Able to lift up to 30 lbs and stand during shift
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Customer-friendly and safety-conscious
Benefits:
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Consistent schedule (few last-minute changes)
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Performance bonuses for spotless inspections and reliability
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Opportunity for advancement to shift lead or senior attendant
To Apply: Call [phone number] or email [email].
2. Training and Setting Clear Expectations
Training should be straightforward and focused on safety, punctuality, and cleanliness. Written expectations and checklists prevent confusion and improve accountability.
Sample Shift Checklist
Opening Duties
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Unlock doors and turn on lights
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Inspect all machines for cleanliness and wipe down surfaces
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Restock bathroom supplies (soap, paper, toilet tissue)
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Sweep and mop floors as needed.
During Shift
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Wipe folding tables every hour
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Empty lint traps on dryers regularly
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Walk through the store every 30 minutes to check for spills or hazards
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Greet customers and assist as needed
Closing Duties
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Sweep and mop floors
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Empty trash bins, take out trash
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Sanitize folding tables and machine tops
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Lock doors and secure premises
Employees sign and date the checklist at the end of every shift.
3. Daily Quick Huddle Plan
A two-minute pre-shift huddle sets the tone for the day. Keep it short, structured, and motivating.
Sample Huddle Script:
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Welcome & Acknowledge: “Thanks for being on time today—let’s make it a good shift.”
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Safety Reminder: “Wet floors are our biggest hazard. If you see one, clean it immediately and put out a wet floor sign.”
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Cleanliness Reminder: “Folding tables need wiping every hour. Customers notice when they’re spotless.”
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Customer Focus: “Smile, greet everyone, and check in if they look like they need help.”
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Motivation: “If we keep the store spotless today, we’ll be in the running for the clean shift bonus.”
This structure ensures attendants know exactly what matters each day—without dragging on.
4. Retention Through Respect and Recognition
Once you’ve got the right people, keeping them long-term is about creating a stable, motivating environment:
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Consistent schedules reduce turnover by making the job more predictable.
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Recognition programs (small gift cards or “shift of the week” shoutouts) keep morale high.
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Respectful leadership ensures employees feel valued, not disposable.
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Clear growth path to shift lead or senior attendant roles gives them something to work toward.
Final Thoughts
Hiring and retaining entry-level laundromat staff doesn’t have to feel like a revolving door. By hiring carefully, setting crystal-clear expectations, and investing in training and recognition, you can build a team that takes pride in cleanliness, punctuality, and safety—and your customers will notice.