In the early childhood education world, finding great teachers is hard — but keeping them is even harder. For many child care owners, high turnover has become the norm, not the exception. Yet, retaining great employees isn’t just a “nice to have” — it’s essential to your center’s long-term success, stability, and culture.
When teachers stay, children benefit from consistency, parents feel more confident in your program, and your business thrives. So how can you create an environment
where staff want to stay, grow, and advocate for your mission?
ECE expert Chantel Pettengill has developed a simple but powerful roadmap that helps child care owners build a workplace their teachers never want to leave.
Why Retention Matters in Your ECE Business
Employee turnover doesn’t just disrupt your classrooms — it impacts every layer of your child care business. When a teacher leaves, it adds stress to your team, disrupts relationships with families, and forces you to divert time and resources toward hiring and training.
On average, replacing a single employee costs around $15,000 — a number that adds up quickly when multiple teachers leave within a year. Imagine what you could do by reinvesting those funds into staff development, improved benefits, or classroom resources instead.
Even more concerning, research shows that 65% of employees are actively job hunting, and as many as half of new hires leave within their first 100 days. That means retention efforts have to start long before an employee’s first day — and continue throughout their entire journey with your center.
That’s where Chantel’s Eight Phases of a Remarkable Employee Experience come in.
1. Assess Phase: Make Applying Easy and Engaging
The employee experience starts the moment someone sees your job posting. If your hiring process feels outdated or complicated, top candidates may never even apply.
Simplify your application process and make it mobile-friendly. Write job descriptions that highlight your mission, vision, and values, and use engaging language that helps potential teachers feel your culture.
For example:
“Join a team that values creativity, connection, and community — apply in just five minutes!”
You can even add videos or testimonials from your current staff to show what makes your child care business special.
2. Accept Phase: Create Memorable Job Offers
A generic offer letter doesn’t stand out — especially when your ideal candidates may have multiple offers. Go the extra mile to make the job offer feel personal and exciting.
Send a branded welcome kit with small touches like a center t-shirt, mug, or handwritten note from leadership. Or record a short welcome video expressing how thrilled you are for them to join your team.
When a new hire feels valued from day one, they’re more likely to start their journey with enthusiasm and loyalty — two qualities that fuel long-term retention in your ECE business.
3. Affirm Phase: Keep New Hires Excited Before Day One
The period between offer acceptance and the first day is often overlooked — but it’s a crucial retention moment.
Stay in touch during this “in-between” time. Send a personalized welcome email with details about their first day, or introduce them to their assigned mentor or buddy. You could even include a fun “countdown to your first day” message with a short team video saying, “We can’t wait to meet you!”
Keeping communication strong reassures your new hire that they made the right choice and builds excitement for joining your child care business.
4. Activate Phase: Wow Them on Day One
The first day of a new job can feel like a mix of nerves and excitement — and as a leader, you have the power to make it unforgettable in all the right ways.
Start by creating a warm, organized welcome experience. Host a team breakfast or lunch to break the ice and help your new teacher connect with others right away. Take time to personally introduce them to each team member and share a few fun facts to make them feel instantly included.
Then, add a personal touch that makes them proud to represent your brand — company swag! Many successful child care owners give new hires their first uniform shirts, a branded water bottle, or even a tote bag filled with small welcome items. It’s more than just “stuff” — it’s a way to say, “You belong here.” That simple gesture builds excitement and helps new staff feel part of something bigger from day one.
Finally, make sure their first-day schedule is clear and well-paced. Assign a buddy or mentor to guide them through the day, answer questions, and offer reassurance. When you combine structure with heartfelt hospitality, your new teachers walk away thinking, “I made the right choice.”
5. Acclimate Phase: Make Onboarding Fun and Interactive
Onboarding shouldn’t feel like a checklist — it should feel like an adventure.
One creative idea Chantel recommends is a “new hire passport.” Each page includes milestones like meeting a teammate, completing a training module, or learning a new classroom routine. As they accomplish each one, they earn “stamps” and rewards.
Gamifying the onboarding process keeps it engaging and ensures consistency across all new hires. For child care owners, this means smoother integration, faster learning, and happier, more confident staff.
6. Accomplish Phase: Celebrate Employee Achievements
Employees who feel recognized are more likely to stay. Celebrate both personal and professional wins regularly.
Create a “Wall of Wins” or “Kudos Board” where staff can celebrate one another’s successes — big or small. Recognize milestones like birthdays, anniversaries, or certifications.
Even simple acknowledgments like a handwritten thank-you note or a public shoutout during a team meeting can go a long way.
When your team feels celebrated, they feel seen — and that connection builds deep loyalty within your ECE business.
7. Adopt Phase: Build Loyalty Through Personal Touches
Retention doesn’t happen by accident; it’s built through genuine care.
Schedule consistent one-on-one meetings where employees can share feedback, ideas, and goals. Offer opportunities for professional development or personal days for rest and family.
By showing that you value your team as people, not just as employees, you strengthen their connection to your mission.
In a child care business where compassion and relationships are everything, these small gestures make a world of difference.
8. Advocate Phase: Turn Employees into Brand Ambassadors
When teachers feel proud of where they work, they naturally become your best recruiters and advocates.
Encourage your team to share their experiences on social media or through testimonials. Host appreciation events, staff picnics, or family nights that celebrate their contributions.
You can even invite past employees to alumni gatherings — keeping relationships alive long after they’ve moved on.
These acts of appreciation don’t just boost morale; they turn your staff into walking advertisements for your amazing culture — helping you attract more great people to your child care business.
The Culture of Care That Retains Great Teachers
At the heart of employee retention is a simple truth: teachers want to feel valued, supported, and inspired. They want to know that their contributions matter and that they’re part of something meaningful.
As a child care owner, it’s your responsibility — and your opportunity — to create that culture.
When you invest in your teachers’ experience, you’re not just saving money on turnover; you’re creating a thriving, loyal team that delivers exceptional care to children and families.
Retention isn’t just about keeping employees — it’s about building a place where people love to work.
If you’re ready to take the next step in transforming your workplace culture, check out The Culture Bootcamp — an on-demand course designed specifically for child care owners who want to build happy, loyal, high-performing teams.
Inside, you’ll discover tools and strategies to help you strengthen staff relationships, boost morale, and create a culture where teachers thrive.
Start building a culture your team will never want to leave.
