The concept of empowering your employees is trending. It is a trend that should have started trending long ago. When done correctly your team can run like a well-oiled machine and free up a good amount of your time. Be careful though, sometimes the difference between empowering and dictating tasks you don’t want to do become a blurred line and your staff is left unmotivated and soon they begin a new job hunt. Here are some useful suggestions on how to empower not dictate.
How many of you have a “favorite place in the world”? You know, your favorite mall, restaurant, adrenaline park, hotel, store, golf course, beach club, ski resort… whatever… A place where you go that someone else takes care of you. Think about that place for a minute. Can you identify why it is your favorite place? Is it the way they treat you, the way you feel when you are there, the ability to unwind, relax and not worry about anything? Do you feel important, valued, treasured, cherished?
We all know staffing isn’t easy. In fact, for many of us, it may be the most difficult part of running our childcare business. But what would you say if I told you that there was a science to how you worked with your staff? Would you believe me if I told you there was a way for your childcare centers to have retention rates higher than the industry average? Well, there is!
Steve Lloyd, visionary and co-owner of Busy Little Hands Learning Center, is a model of growing by leaps and bounds when you apply the right mindset, practices, and leadership in your school. Steve talks with Kris about his unconventional journey into child care, and how he and his mother Jessica have morphed and expanded Busy Little Hands with the help of some amazing and highly engaged staff. It’s a deep dive into the culture, core values, service standards, employee retention, motivating millennials, healthy communication habits, and how to create a pleasurable atmosphere with everyone involved being empowered and accountable.
The number one complaint I hear from clients these days is staffing. In this booming economy, attracting quality staff and keeping them is getting harder and harder as employers have been raising wages and incentives to attract staff at a higher rate than we can raise parent tuition. It is time to get pro-active and start fighting back! I have developed these techniques over the past 20 years and now boast a very small no-show percentage and a very low turnover rate, in an area with less than 3% unemployment.
Julie Roy joins Kris today to share her experience of how she started as an educator in Canada and went on to own nine centers of the Montessori Educational Centers in Omaha, Nebraska. They talk about concrete strategies for how to grow your business, as Julie’s now has a waiting list and is looking to expand into even more locations in the upcoming years. Kris and Julie also share how to structure your corporate office to give you support to grow, how often you really need to be in your location, mindset traps to be careful to avoid, and getting everyone on board with your vision and mission. Julie truly leads by example and empowers those around her while maintaining a presence as the personal face of her brand.
Every year, the team at HiMama releases our Child Care Benchmark Report that surveys leaders in early childhood education to measure performance and outlook relative to their peer group. In the 2017 survey, we asked participants to rank the top risks for their organization. Respondents indicated, overwhelmingly, that ‘Labor’ was their number one risk for continued success in the following year
Today I want to share with you a secret that has saved me time, money, stress and many of the headaches we all experience running a center. As the executive director of our center I take on the role of “owner” as well as center director every day. Much like you, I get pulled in every direction and have had my fair share of staffing issues. I hope to share with you something that you can easily apply that, while won’t solve all your current issues, might present some much needed relief at your school
Employee retention is a huge struggle for many child care centers. Our industry is notorious for high turnover rates. A recent survey by Glassdoor shared that child care employees rated their places of work at only a 2.8 (average) on a scale of 1-5, 5 being a great place to work, and 3 being an “ok” place to work. Child care in general was rated as LESS THAN “OK.” The number one reason for the low rating was noted as poor leadership and culture in the work place. In other words, the managers or directors either did not lead well or did not help maintain a positive work place culture. I am on a mission to change that. Why not start “wowing” your new hires on day one with some added touches that make them feel extremely welcome right off the bat? There are several ways you can do this, but here is ONE IDEA. Give each new hire a special “Teacher Survival Kit” on their first day.
Today, Kris has the pleasure of talking with Tameenah Adams, owner and leader of Happy Faces Early Learning Academy. Tameenah is a true rock star and shares her core values, vision, and how she has become a transparent and empowered leader that people want to follow. Between her family at Happy Faces and her own seven children, Tameenah plays with some game-changing strategies, high values and a vision that is open to adapt to her environment. She loves promoting herself and her business out in the community and commits herself to being of service and sharing her gifts to lift up herself and those around her.