- shellina cusack
- Sep 18, 2019
- 2 min read
I was speaking with a childcare owner the other day. She was feeling quite discouraged. We had worked together just this past Spring on improving her Toddler room and the outcome was very impressive! Little by little, with the trust and eagerness of the educators, their consistent follow through of new routines, appropriate child guidance and effective engagement, and with the owner’s consistent supervision and guidance of the staff, it really paid off!
Children were calm and content as their day unfolded and even transitions were seamless. And guess what? Staff were happier and more relaxed! It was a room transformed and children were engaged and focused (well, as focused as toddlers are able of course!).
Unlike previously when these same toddlers roamed the room aimlessly grabbing the odd toy or materials while looking for something more interesting to hold their attention. Sound familiar?
“After all that hard work” the owner said, “and we are almost back to where we started!”
Was this because the educators did not remain consistent? Or because there were new children in the room? No. Sadly, it was because both staff moved on to other centres.
Everyone knows how difficult staff turnover is.. for the children, for families, for the rest of the educators, owners/directors - everyone is significantly impacted.
From my experience, educators typically do not move to another centre because of more pay. They go because of everything else! Let’s face it, the early childhood field has never been a high paid career. I have never heard someone say “I do it for the money”. First and foremost they do it because they love children and they want to make an impact on children’s lives. Basically they give up the big bucks to make a big difference and so what do they need in return?
Educators need to feel valued. They need to feel professional. They need to feel empowered!
Tim Horton’s coffee and doughnuts on Friday and pizza for the staff meeting is a lovely gesture of gratitude, but trust me, it’s not enough.
Staff appreciation is much more than this. It’s much more than team building and treats.
*How do you get educators to feel good about their work?
*Where do you find educators who take their work as seriously?
*How do you motivate and empower educators?
*How do you get educators to stay?
Only a successful leader knows the answers to these questions! Stay tuned!
Management Leadership Series coming soon!!