Childcare employee turnover and productivity are the kinds of challenges that the independent childcare owner struggle with every day and need support for. Staff retention has a direct impact on your bottom line. With training as such a large part of the childcare and early learning industry, what are you doing to maximize the time and cost associated with keeping an employee you spend such a great effort to train and qualify?
TO FIND, HIRE AND TRAIN A NEW PERSON, IT COSTS 150% OF A SALARIED EMPLOYEE’S ANNUAL PAY AND 75% OF THE ANNUAL SALARY OF AN HOURLY EMPLOYEE. THIS INCLUDES INDIRECT COSTS SUCH AS LOST PRODUCTIVITY AND INEFFICIENCY.
Per worker turnover is clearly substantial. For industries like ours with high turnover, the effect gets multiplied and can add up to millions of dollars over time.
An established training and retaining process helps set expectations for both the management and the staff member. When everyone is on the same page from day one and a process is put in place, it makes it easier to create a roadmap for success.
Some things to think about with Childcare Employee Turnover:
• Do you currently have a well-established plan for growing your employees?
• Does everyone feel like they are moving through required trainings and growth opportunities easily?
• Are your teachers prepared to one day be your directors?
• Are there clear paths for professional development?
We find in our opportunities to work with childcare and early learning businesses, that staff members are more successful when they have agreed upon learning paths and utilize an online learning tool. Online trainings delivered to staff directly streamlines growth initiatives and keeps employees engaged.
If you would like some help in implementing some of these ideas, reach out to us. We’d love to hear about what you are currently doing and how we can help enhance it.
Anthony A. D’Agostino, Founder and CEO of Inspire! Care 360, is also the owner and operator of Inspire! Learning and Childcare and Crayon Campus in Western NY. Anthony has also been a leading principal with companies such as Ernst and Young, Pearson Education and Xerox Corporation, implementing practices in areas of Human Resources, Adult Training and Development as well as Employee Engagement and Communication.
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