High staff turnover is a major challenge for childcare programs. It disrupts the continuity of care for children, can damage relationships with families, and may even lead to lower enrollment. High turnover also increases costs associated with recruiting, hiring, and training new employees.
Understanding the root causes of low staff retention in the early education sector is the first step to protecting your program. This article will explore the main reasons for high turnover and provide seven effective staff retention strategies to help you build a dedicated and long-lasting team.
Table of contents
- What are the main retention issues affecting child care?
- Why is staff retention important?
- 7 effective staff retention strategies
What are the main retention issues affecting child care?
The U.S. turnover rate for early childhood educators is 33%, according to the Early Childhood Education Journal. This rate can vary, but several key issues consistently impact staff retention in childcare programs.
Work stress
Early childhood education is a physically and mentally demanding profession. Educators are responsible for keeping children safe, engaged, and learning, all while managing a long list of administrative duties.
A significant factor is the staff-to-child ratio. When educators must care for too many children, they are more likely to experience stress and burnout, which can drive them away from the field. This issue has only intensified since the COVID-19 pandemic, with an Education Week study finding that 84% of teachers reported their jobs as more stressful than before.
Low salaries
Early childhood educators are often paid less than those working with older children. A report from the Center for the Study of Child Care Employment found that early educators experience "severe pay penalties," with poverty rates 7.7 times higher than teachers in the K-8 system.
Low wages can force educators to seek second jobs, adding to their stress. It also contributes to feelings of being underappreciated, which can push even the most dedicated professionals toward other career paths.
Limited opportunities for growth
Despite the challenges, early childhood educators are passionate professionals who want to make a positive impact. However, a lack of professional development opportunities can make them feel stuck in their careers. This sense of stagnation, combined with burnout and low pay, is a powerful motivator for seeking employment in other sectors.
Guide to Build a Collaborative and Resilient Childcare Team
A free guide with strategies to build and retain a collaborative childcare team.
Why is staff retention important?
Successful staff retention offers significant benefits for your childcare program, from improving the experience for children to strengthening your business's financial health.
- Beneficial for children and families: Consistent staffing provides a stable learning environment for children and allows families to build trusting, long-term relationships with educators. High turnover disrupts this stability and can lead families to seek other childcare programs.
- Efficient childcare program operations: Improving staff retention is crucial for efficient resource management. High turnover creates significant costs for recruitment and training. In contrast, a stable team reduces these expenses over time and allows you to invest more in quality improvements.
7 effective staff retention strategies
Now that we've covered the causes of high turnover and the importance of staff retention, let's explore seven strategies to build a stronger, more sustainable team.
1. Start with effective onboarding
A strong onboarding process can increase staff retention by up to 82%.
- Communicate your values: From day one, clearly explain your program's core values and the reasoning behind your policies. This transparency helps new hires understand expectations and feel more invested in your mission.
- Attract the right candidates: Clearly communicating your program's vision during the hiring process helps attract applicants who are already aligned with your work environment.
2. Provide adequate compensation
Fair compensation is fundamental to any staff retention strategy.
- Offer competitive salaries: Research industry standards to ensure your pay is competitive. If possible, consider paying above the average to attract and retain top talent.
- Create clear paths for growth: If paying above market rate isn't feasible, establish a clear structure for pay increases based on performance or tenure. This gives your team a clear path for career and financial growth within your program.
3. Show your appreciation
Feeling valued is a powerful motivator.
- Recognize achievements publicly: Implement staff appreciation programs like a "Teacher of the Month" or highlight staff accomplishments in newsletters to families.
- Offer private gratitude: Simple, daily gestures like saying "thank you" or remembering birthdays and work anniversaries show your staff that you care about them as individuals.
- Foster engagement: Organize team-building activities and social events to strengthen bonds and create a positive work environment.
Looking for more ways to recognize and engage your team? Explore these staff engagement ideas for practical strategies to help your staff feel valued.
4. Improve communication
Strong, open communication builds a collaborative environment.
- Schedule regular check-ins: Hold regular team meetings and one-on-one conversations to stay on top of your team's needs and feedback.
- Involve your team in decisions: Including staff in discussions about your program's policies and future creates a strong sense of investment and shared ownership.
- Discuss career goals: Set aside dedicated time for meaningful career conversations to show you are invested in their long-term professional journey.
5. Support professional development
Investing in your team's growth shows them you are committed to their success.
- Offer in-house training: Create mentorship programs where experienced staff can guide newer team members.
- Provide external opportunities: Consider funding workshops or courses that help your educators develop new skills and stay current with industry best practices.
6. Reduce the administrative load
Excessive paperwork adds to your educators' workload and takes time away from the children.
- Streamline processes: Regularly review your administrative tasks to identify and eliminate unnecessary steps.
- Use technology effectively: Implement a childcare management software like brightwheel to automate tasks like billing, reporting, and communication, freeing up valuable time for your educators.
7. Promote a healthy work-life balance
Addressing stress and burnout is a critical component of your staff retention strategy.
- Offer flexible scheduling: Where possible, be open to flexible arrangements that help your staff manage their personal lives and work commitments.
- Encourage time off: Actively encourage your team to take personal days to rest and recharge before they feel overwhelmed.
Building long-lasting relationships
Focusing on your team's professional journey from day one is the key to building long-term collaborations and achieving high staff retention. By investing in open communication, supporting their needs, and helping them grow, you will create a stronger childcare program where both your staff and your business can thrive.
