Staff retention is an ongoing challenge both standalone learning services and large organizations face. A report published by ECEBC in early 2023 shared findings that 45% of early childhood education centres are losing more staff than they can hire. There is a common belief that the sole reasons for this loss of staff are low wages and lack of benefits. But there is an additional aspect we can address internally, and we can tackle it now; poor working conditions. 

‍

Susan Menchinton from Network Child Care Services understands how difficult it is for early learning organizations to retain quality educators in the current climate. She challenges us to take a new approach and "to think pedagogically about the work experience…using the same fundamental principles in designing quality programming for children." I know what you're thinking. Pedagogical practice and staff work experience seem worlds apart. But the truth is, they align perfectly and the best part is, you don't need to have a degree in HR or business management to implement strategies that will foster a sense of well-being for your educators. 

‍

#1 Create a supportive physical environment

‍

For people working in early childhood education, the connection between the physical environment and children's well-being and belonging is likely engrained deeply in your brain. But is the same thought put into creating safe, respectful, supportive physical environments that support the well-being of staff?

When focusing on the physical environment for staff, there are several things to consider:

• Is the physical space supportive of the job requirements? Educators spend a lot of time sitting down with young children and then having to stand up equally as quickly. Do you have furniture that is comfortable for educators? Is it also supportive and easily accessible? 
• Working with young children can be messy. Occasionally, educators are required to work with unwell children. As a result, there may be times when educators find they are covered in children's bodily fluids. Do you provide space and facilities for educators to shower or wash? Can educators access changes of clothing if required? 
• Is there space for educators to have uninterrupted breaks where they can sit comfortably and relax, eat, drink or make a phone call? Is the space uncluttered and restful?
• Can educators access kitchen facilities for storing and preparing their meals? Do you have facilities for making hot drinks?
• Does each educator have a safe and secure space to store their personal belongings?
• Do you provide sunscreen for educators to wear in summer?
• Does your children’s toileting area support educators' physical health? Are there ladders for children to climb for diaper changes? 
• Do educators have the resources they need to do their work well? Is there ink in the printer, paper, and space to file resources and important documents?
  
  

#2 Effective communication strategies

‍

Do you ever think about communication through a pedagogical lens? The care we take in our communication with children and their families could also benefit our staff relationships. Just as we adapt our interactions with individual children, the same approach should also apply to staff. What communication styles does each educator respond to? Do we wait to hear about issues or provide opportunities for team members to give us feedback? Do we share information in advance? 

Reflecting on our communication methods will foster relationships that respect and provide for each team member's unique preferences and needs. And all it takes is a commitment to listen, adapt and strive for a supportive and communicative workplace environment where educators feel valued and heard.

Tips to help improve communication within teaching teams:

• A personal touch makes a big difference! Prioritize face-to-face communication for important messages.
• Follow up important conversations and meetings with summary emails. This ensures everyone is on the same page and supports neurodivergent staff with working memory challenges.
• Give sufficient time and space for staff to process information before responding during meetings. This supports thought processes and encourages thoughtful contributions to group discussions.
• Offer multiple ways for staff to give feedback. Consider anonymous options, feedback forms or designated times during meetings dedicated to feedback.
• Cater to diverse communication needs. Consider staff who speak other languages, are neurodivergent, are shy or have anxiety. Group discussions may not be for everyone!
• Consider the timing of your communication. Try to avoid having complex discussions or in-depth requests on a Friday afternoon!
• Approach difficult conversations with empathy, clear objectives and an open mind.
• Encourage team-building activities and social interactions to foster strong relationships.
• Recognize individual strengths. Acknowledging everyone's talents and contributions to the team builds respect and appreciation for differences.
• Give positive feedback and acknowledge appreciation to show that you value each staff member.
  
  

#3 Empowering staff with freedom of choice 

‍

When we support children to make independent decisions, we foster their confidence and ability to be innovative in their thinking. But do we do the same for educators? If we support them to experiment and provide space for their interests, strengths and needs to shine through, we empower them. They will thrive.

What this may look like in ECE:

• Encourage staff to make independent decisions, and show that you trust them.
• Develop a culture where staff are empowered to try new things. Innovation builds incredible results.
• Allow space in the learning program for educators to share their interests, strengths, experiences and culture, just like you would for children.
• Consider introducing opportunities for "innovation projects," where educators can experiment and explore new teaching methods or activities.
• Remove the fear of "failing," and instead position failure as a valuable opportunity for learning. 
• Invite educators to contribute to decision-making processes. Not only will this empower them, but it will also show that you value their ideas and input into the learning community.
• Consider scheduling regular one-to-one meetings with each educator, where they can discuss their ideas, interests and challenges they are experiencing.  

‍

#4 Using a holistic lens when supporting educators through workplace challenges

‍

When educators are struggling, it's essential to respond with empathy and understand and use a holistic approach when supporting them. Rather than focusing solely on performance reviews or textbook procedures to resolve the issues, taking time to understand the root causes of the problems will help you create an environment that nurtures their well-being and fosters their growth. 

Tips to understand and support staff during challenging times:

• Adopt an inclusive approach, considering factors like mental health challenges, neurodiversity or different learning styles.
• Be aware of staff who are struggling with workplace change. Offer support and resources to help staff adapt to change.
• Consider team dynamics. If there is conflict within the wider team, look for ways to address and support the resolution of any challenges.
• Identify knowledge gaps. Provide opportunities for staff to engage in professional development to overcome challenges in the workplace.
• Be aware of signs of burnout. Encourage a positive work-life balance and provide resources for stress management.
• Be understanding of personal life challenges and how these can affect workplace performance. Be supportive and understanding, but remember to maintain professional boundaries.
• Develop a robust conflict resolution process that is fair, transparent and supportive of all staff.
• Nurture an environment where staff feel comfortable expressing their concerns and challenges.
• Encourage quality practice and boost staff morale by finding ways to acknowledge educators' efforts and successes.
  
  

#5 Nurturing staff self-esteem and professional growth

‍

Fostering an environment of growth is as important for educators as it is for the children they work with. When we acknowledge and respect the unique strengths of each educator, we nurture their self-esteem and support their professional growth.

Simple strategies to build a culture of growth:

• Find opportunities for educators to share their expertise and knowledge with their teaching team. This could be through workshops, team meetings or mentorship programs.
• Work closely with educators to focus on clear and attainable professional development goals. Educators are learners too!
• Support educators to reach their professional goals and encourage them to follow their areas of interest.
• Develop a culture of contribution where each team member is valued and appreciated. This will foster educators to feel a sense of purpose.

A positive staff experience is about more than just staff retention. It's also the key to improving learning outcomes for children. Children benefit from a more engaging learning environment with educators who feel valued and empowered when we foster respect, support growth, and encourage open communication with staff.

‍