Staff turnovers affecting children’s development
Staff turnovers are particularly high in childcare settings, with many practitioners leaving to find employment in other sectors or different settings. Some settings struggle with morale and staff turnovers more than others.
Professionals are arguing that high turnovers can have a damaging affect on children’s development and crucial early attachments are broken. Early attachments are key to children having the confidence to explore their environments and develop through the early learning goals. Practitioners leaving regularly can lead to children being left without the early attachments they need during the early years to thrive.
Why are turnovers high?
There are three main issues which are being blamed for staff turnovers being so high in childcare settings – Work conditions/hours, pay and paperwork. If you speak to any early years practitioner, they will agree they are unhappy with at least one of the issues above.
Many are arguing for the pay to be improved as qualifications and expectations are rising, however, pay rarely reflects this. It appears it is the most qualified practitioners who are most likely to leave the profession as they carry a great skill set which unfortunately is not recognised in pay with many practitioners early the national living wage.
Paperwork is always being debated and questioned with regulations constantly changing. It could be argued that with the increase to the funded hours the paperwork load is only going to increase and put further strain on already unhappy practitioners.
How to reduce staff turnover
Although the three main issues above are difficult to address directly with the government paying the minimum for funded children and often leaving settings short. Working hours have to be long to meet the working demands of parents and Ofsted create the regulations regarding paperwork. However, there are some strategies that can be put into place to help keep practitioners happy and reduce the chances of hindering a child’s development.
Some of these include –
- Supervisions – These gives practitioners the opportunity to express how they are feeling and any areas of concern
- Recognition – Praise and encouragement are always needed and give recognition to those practitioners who deserve it
- Schemes such as employee of the month
- Time to complete paperwork out of ratio and not at home wherever possible
- Listen to practitioners
- Create a strong team
- Tackle inequalities and tension
A pure passion is a main reason most practitioners work in childcare, and it is important to make sure this passion is kept alive and nurtured. If this doesn’t happen practitioners leave and children are the ones who ended up being affected the most.
i have over thirty years and have always enjoyed my job until now. i do long hours am not paid well and am generally feeling demoralised. working harder at work more than ever before and having to do reports in my own time at home and dont get paid for doing them.I am not a teacher and am fed up with all the extra hours i am expected to work. national childcare crisis no wonder.
These new hours that are coming in are absolutely ridiculous. They are now wanting us to work 8-6 give up our term time holidays which is unbelievable. I know some people already work these hours and get paid peanuts for their job. But staff with children their children are going to suffer and the government doesn’t give two hoots. These people are needing to come out of their warm office and come and do our jobs for a week and I bet they would change their minds (well I hope). Rant over
One thing to reduce the turnover is to hire sensibly and have passionate people in your team. Those who understand that it is a noble profession we belong to and it requires all our soul and heart.
Recognition and responsibility is a huge factor as we all strive to do our best, so being rewarded goes a long way. Bonus schemes for no sick days, etc. settings need team building activities and an honest open setting. The environment needs to reflect the fun and stimulating activities that are offered. Most people want more money but a happy place to work with good colleagues and management team goes a long way for retention.
totally agree with this.