Teacher Retention: Building a Strong Foundation for Lasting Success
Teacher retention has always been a vital issue for educators, but in recent years, it has become an increasingly critical challenge. As more teachers leave the profession or face burnout, schools are struggling to maintain a stable, experienced workforce. This is especially true in early childhood education, where teachers have one of the most important roles in shaping young minds. Yet, teacher retention doesn’t just happen; it requires intentional effort and thoughtful leadership.
As a childcare center director, I’ve had the privilege of working with many team members for 10, 15, even 20 years. Although several of my original teachers have retired, I am proud to say that many of my newer staff—those who have been with us for five years or more—are moving into leadership roles. They are continuing to grow, earning Child Development Associates (CDAs) or completing their degrees. Some are even cross-training to learn more about the business side of childcare. This is all possible because I’ve always believed in providing opportunities for my team to grow, try new things, and feel challenged. And, I’ve found that this plays a crucial role in teacher retention.
"When you create a work culture where your team feels valued, engaged, and invested in their own growth, they stay."
Too often, I see teacher retention programs that focus solely on salary or perks, but I believe it starts on day one—at the interview process. It’s essential to hire teachers who are not only qualified but who also align with your values and culture. And here’s the truth: sometimes it’s not about ticking all the typical boxes like degrees or experience. I can imagine if my first childcare job had only looked at my qualifications—I had none! I didn’t even have a degree back then, but my previous boss saw the potential in me. She recognized that I had valuable talents to offer, from my attention to detail and great work ethic to my years of retail experience in sales and merchandising. When I walked through the center, I was able to point out features and benefits in ways that connected with families—skills that weren’t part of a traditional childcare education but were vital to the success of our center. My story illustrates the importance of looking beyond the usual qualifications. When you can see the full picture of what a potential team member can bring to the table, you're more likely to build a strong, committed team.
But beyond hiring the right people, retention is about creating a work culture where people feel heard, supported, and appreciated from day one. Clear expectations and a thorough understanding of what their role entails are just the starting points. Let your team see the bigger picture: the opportunities for growth and advancement, the chance to invest in their future, and how they can contribute to the mission and vision of your organization.
The reality is, teacher retention is deeply connected to whether employees believe in the mission of the organization they work for. If you’re in childcare, your team is investing a huge part of their life with you—sometimes even 20 years or more. They need to feel that their time is well spent, that they are valued, and that they have a future with your center.
So, how do you ensure teacher retention? Here’s what I’ve found works:
Provide Opportunities for Growth: Teachers who feel challenged and have the chance to develop new skills are more likely to stay. Whether it’s through professional development programs, cross-training, or leadership opportunities, make sure your team has room to grow.
Foster a Culture of Appreciation: It’s not just about perks—it’s about consistent, genuine recognition. Acknowledge your staff’s efforts, celebrate their accomplishments, and let them know they matter.
Make the Hiring Process a Two-Way Street: From the moment you first meet potential hires, make sure your interview process is designed to see beyond the surface. Look for passion, work ethic, and cultural fit, not just degrees or resumes. Ask questions that will help you understand the kind of environment they thrive in.
Create a Clear Path for Advancement: Show your team that they are not just filling a role but are part of a bigger vision. When teachers can see how they can grow and advance, they are more likely to stay committed.
Set the Right Expectations from Day One: Transparency is key. When staff understand their role, responsibilities, and the opportunities for growth, they are more likely to feel secure and invested in the long term.
When you create a work culture where your team feels valued, engaged, and invested in their own growth, they stay. It’s that simple, and it works. But let’s be real: the hard part is implementing these practices consistently. If you’re not intentional about integrating these strategies into the daily culture, it can be easy to lose focus. I know—I’ve fallen off track from time to time, too.
That’s why it’s essential to have a system in place to help. Creating a calendar to ensure you're interviewing the right way, onboarding effectively, and consistently offering growth opportunities for your team will help keep everyone on track. Building teacher retention is not a quick fix; it requires time and dedication. If you’re struggling with teacher retention or feel like your center could do more to support your staff’s growth, I want to help. I don’t pretend to have all the answers, but I do promise that when we work together and focus on the bigger picture, we’ll hit the mark more often than not.
Ready to Strengthen Your Team and Improve Teacher Retention?
I invite you to join us for a free group coaching call to experience firsthand what it’s like to work with me and our amazing group of like-minded directors. Together, we’ll focus on building centers with the best teams around, making a lasting impact on the lives of the children and families we serve.
Don’t miss this opportunity to connect with directors who are passionate about creating a positive work culture and improving teacher retention. Let’s work together to build a thriving, committed team at your center.
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I can’t wait to connect with you!
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