The Missing Piece in ECE Staff Retention
Greg Dixon, Director of Business Development
Tuesday, Feb 4, 2024 – 5 min read
As Educator we all know the dedication and passion it takes to work in early childhood education. It’s a calling—a commitment to shaping young minds and nurturing their potential. Yet, we also know the challenges are real, especially when it comes to retaining our talented educators. Many resources address this issue, and I’ve found a common thread: Ideas around how to incentivize RECEs and ECAs through gifting, paying for education or required documentation, and higher wages are abundant and do have validity. The heart of retention lies in leadership in attracting and retaining staff. These two sentences do not connect, as you’re saying one thing (incentives work) and then another (leadership is the heart).
In this blog, we’ll explore how leadership can cultivate a thriving environment where educators feel valued, supported, and inspired to stay. At the core of it all is appreciation—ensuring that our educators not only hear but also feel how deeply their contributions matter.
Building a Strong Foundation: Succession Planning
Leadership development within early childhood education is crucial. We need to nurture emerging leaders and provide them with the tools they need to succeed. Many centre directors are drawn to this field by a love for working with children, which is wonderful! But leadership requires a distinct skill set that takes time and dedication to develop. It’s also natural for leaders to miss the direct interaction with children, which is such a rewarding part of this field.
That’s why prioritizing training for future leaders is essential—focusing on key areas like creating a supportive atmosphere and becoming effective mentors. This not only prepares for succession but also strengthens our centres today. When we take the time to develop leadership skills within our teams, we show our educators that we believe in their growth and potential.
Investing in Our Educators: Pouring Time and Support into New Staff
New and younger educators often need consistent reinforcement that childcare is so much more than supervision. It’s about understanding the whole child, and conveying that depth of knowledge is a significant undertaking. It’s completely understandable that new educators might feel overwhelmed at times, and that’s where strong leadership comes in.
Often, educators are told what needs to be done to ensure regulatory compliance, but the why behind the practice gets lost in the shuffle. For example, instead of simply saying, “remember to sneeze into your elbow”, we can explain the importance of hygiene and preventing the spread of germs. This deeper understanding empowers educators and strengthens their confidence.
Developing a trusting mentorship with new educators creates a safe space for questions and open communication. Encourage them to explore resources and then come back with inquiries. Educators need support to understand the reasoning behind our practices; we can’t assume prior knowledge. Begin by giving new staff opportunities to apply their learning while you’re nearby. Then, follow up with observation and one-on-one coaching sessions to provide personalized feedback and encouragement. Every moment we invest in their learning is a moment spent ensuring the best care for our children.
Navigating the Balancing Act: Competing Priorities
We understand that everyone in the centre is incredibly busy, and juggling multiple responsibilities can be demanding. We see your dedication, and we appreciate the tireless work you put in each day. For ECEs, the additional tasks of cleaning, paperwork, checklists, and observations can add to the stress. Similarly, childcare leaders often find themselves working after hours, managing everything from staff planning and parent communication to policy writing and professional development. It can feel like a lot for one person to handle.
That’s why it’s important to create a culture of appreciation and balance. Small moments of recognition, whether through words, gestures, or workplace adjustments go a long way in making our teams feel supported. By prioritizing teamwork and streamlining processes, we can help lighten the load for everyone.
Leading with Hope and Connection
Leadership is a continuous journey of learning and growth. One powerful strategy for retaining staff is cultivating informal coaching relationships. This creates a mutually beneficial experience for both the leader and the educator. Building a respectful and trusting professional relationship helps reduce work-related stress and fosters a sense of belonging. When educators feel seen, heard, and valued, they are more likely to stay engaged and committed.
You’re not alone in facing these challenges. Many leaders I speak with experience similar pressures, and together, we can find solutions. Leading with appreciation means not only recognizing hard work but also taking actionable steps to create a supportive and rewarding work environment.
I hope these insights on retention provide valuable guidance for your leadership practice. I’m passionate about supporting childcare directors and educators, and I’m always open to further discussion about leadership development, mentorship, and staffing. Please feel free to reach out—we’re in this together.