The First 90 Days: A Director's Guide to Effectively Onboarding and Retaining New Child Care Staff
Summary: Retaining quality staff that is new to your center comes down to these key things.
Prepare for success even before day one with thoughtful pre-boarding.
Focus on immersion and connection during the crucial first week.
Build confidence and understanding in weeks 2-4 through clear expectations and support.
Foster growth and engagement in months 2-3 with feedback and development opportunities.
Long-term retention extends beyond 90 days with ongoing support and recognition.
Keep reading to understand how to implement these strategies.
The early days of a new hire's journey at your child care center are critical. High turnover rates plague our sector, making those initial weeks a pivotal opportunity to lay the groundwork for long-term commitment. Effective onboarding isn't just about completing paperwork; it's about intentionally crafting a positive and supportive introduction that sets new team members up for success and signals the best ways to retain new child care staff from the outset. By strategically focusing on each phase of the first 90 days, directors can cultivate an environment where new staff feel valued, integrated, and are significantly more likely to build a lasting career with your center.
Phase 1: Before Day One - Setting the Stage for Success
The onboarding process truly begins even before a new employee walks through your doors. The interactions and preparations you make prior to their start date can significantly influence their initial perceptions and excitement about joining your team. This pre-boarding phase is your first chance to demonstrate your center's professionalism, care, and attention to detail, setting a positive tone that contributes to the best ways to retain new child care staff by making them feel valued and prepared from the moment they accept the offer.
Practical Strategies:
Send a personalized welcome communication (a warm email or even a phone call) expressing excitement about their upcoming start and providing practical information like parking details and what to expect on their first day.
Ensure their workspace or classroom is ready and welcoming. This includes having necessary supplies organized, a clean and inviting environment, and perhaps a small welcome gift or a handwritten note from the team.
Assign a friendly and experienced "buddy" or mentor who can reach out before their start date and be a point of contact for any initial questions, helping them feel more comfortable and connected even before day one. This proactive peer support aligns with recommendations for effective integration, as highlighted by resources from organizations like the Society for Human Resource Management (SHRM).
Phase 2: The Crucial First Week - Immersion and Connection
The first week is a whirlwind of new faces and information. Your focus during this time should be on creating a welcoming and supportive environment that helps new staff feel like they belong and understand the fundamental aspects of your center's operations and culture. A well-structured first week fosters a sense of security and connection, which are crucial elements in the best ways to retain new child care staff by making them feel integrated into the team from the outset.
Practical Strategies:
Have a structured first-day agenda that includes warm introductions to all staff members, including administrative and support roles, and a comprehensive tour of the facilities, highlighting key areas and resources. Clearly articulate the center's mission, core values, and the philosophy that guides your daily routines.
Review essential policies and procedures in a digestible way, focusing on the most immediate and relevant information related to safety, communication, and daily tasks. Provide a well-organized welcome packet containing key documents, staff contact information, and perhaps a center handbook overview.
Facilitate meaningful introductions to the children they will be working with, allowing for initial positive interactions in a supportive setting with their mentor or lead teacher. Making these early connections with the children is vital for their sense of purpose and contributes significantly to the best ways to retain new child care staff, a point often emphasized by the National Association for the Education of Young Children (NAEYC).
Phase 3: Weeks 2-4 - Building Confidence and Understanding
As the initial excitement settles, the focus shifts towards solidifying their understanding of their role, building their confidence in their abilities, and ensuring they feel supported in their day-to-day tasks. Regular communication and clear expectations during this phase are essential for setting them up for long-term success and are key components of the best ways to retain new child care staff by fostering competence and reducing anxiety.
Practical Strategies:
Schedule regular, brief check-ins with the director or their direct supervisor (at least once a week during this period) to answer any lingering questions, proactively address any concerns they might have, and provide specific, constructive initial feedback on their performance and integration.
Clearly outline the specific expectations for their role, including their responsibilities, any relevant performance metrics or assessment tools, and how their individual contributions align with the center's overall goals and the well-being of the children.
Offer initial training and resources directly relevant to their specific position and the center's curriculum, providing opportunities for hands-on learning and skill development.
Encourage questions and create an open communication environment where they feel comfortable seeking clarification and support without judgment. Understanding their role thoroughly and feeling competent is one of the best ways to retain new child care staff by empowering them in their daily work, a principle supported by resources on professional development in early childhood education from NAEYC.
Phase 4: Months 2-3 - Fostering Growth and Engagement
By the second and third months, the focus should be on fostering their long-term integration into the team, identifying opportunities for their professional growth, and actively engaging them in the center's broader community. Showing a continued investment in their development during this time reinforces their decision to join your team and is a critical aspect of the best ways to retain new child care staff.
Practical Strategies:
Implement formal and informal feedback mechanisms, encouraging two-way communication about their progress, challenges, and ideas. Actively solicit their input on their onboarding experience and any suggestions they might have for improvement within the center.
Collaboratively set initial, achievable goals for their performance and professional development within the 90-day timeframe, demonstrating your commitment to their growth. This could include observing experienced colleagues, completing specific online training modules, or attending a local workshop or webinar recommended by organizations like Child Care Aware of America.
Encourage their participation in team meetings beyond just logistical updates, as well as social events or professional learning communities within the center, to foster a stronger sense of belonging, collaboration, and shared purpose. Recognizing their contributions and integrating them into the team culture are vital best ways to retain new child care staff.
Key Strategies for Long-Term Retention (Beyond the 90 Days):
While the first 90 days are crucial, laying the foundation for ongoing retention extends beyond this initial period.
Practical Strategies:
Establish mentorship programs that pair new staff with experienced colleagues for ongoing support, guidance, and professional development.
Provide clear pathways for professional growth and advancement within the center, including opportunities for ongoing training, certifications, leadership development, and potential for increased responsibility.
Implement regular recognition programs to acknowledge and appreciate staff contributions, both big and small, through verbal praise, written notes, small tokens of appreciation, or public acknowledgment. Feeling valued is one of the fundamental best ways to retain new child care staff.
Cultivate a positive and collaborative work environment where staff feel respected, supported, empowered to share their ideas, and have opportunities for input in decision-making processes.
The first 90 days are a critical window of opportunity to shape a new employee's experience and significantly influence their decision to stay. By being intentional and proactive in your onboarding process, focusing on clear communication, providing consistent support, fostering a sense of belonging, and demonstrating a commitment to their growth, you can lay the foundation for long-term retention and build a stable, skilled, and dedicated team that will enrich your child care center for years to come.
Download our comprehensive Staffing Solutions Toolkit that includes a 90-Day Onboarding Checklist for Child Care Staff to ensure a smooth and successful start for every new member of your team!
~ Early Ed Essentials Team