The early years in a child’s life are foundational, and the role of nursery staff is paramount in shaping these crucial moments. However, we all know the nursery environment is not immune to the challenges of employee turnover, especially now when recruitment is so challenging. In this blog post, we explore the multifaceted reasons why early years staff may choose to leave their positions in nurseries.
- Early years staff often find themselves in positions where the salary may not reflect the importance and demands of their roles. Inadequate pay and limited benefits can be significant factors in the decision to seek alternative employment opportunities.
- Professional growth is vital for any career, and early years staff are no exception. When nurseries fail to provide avenues for ongoing training, skill development, and career advancement, employees may feel stagnant and seek environments which support their career journey.
- The demanding nature of working with young children can take a toll on work-life balance. If nurseries do not implement supportive policies to ensure a healthy equilibrium, early years staff may find it challenging to sustain their commitment to the job.
- A nurturing environment for children requires a corresponding support system for nursery staff. A lack of necessary resources, be it educational materials, staffing levels, or administrative support, can contribute to burn out dissatisfaction.
- Working with young children involves inherent challenges, and the stress associated with this responsibility can be overwhelming. If nurseries do not prioritize creating a low-stress work environment or implementing effective stress management strategies, it can lead to staff leaving.
- Recognition is a powerful motivator. When the efforts of early years staff go unnoticed or unappreciated, it can diminish morale. Nurseries that fail to acknowledge the hard work and dedication of their staff may struggle to retain experienced and committed practitioners.
- Effective communication is crucial in any workplace. When nurseries lack clear communication channels, staff may feel isolated, uninformed, or unsupported, which can contribute to a sense of frustration and, ultimately, the decision to leave.
Reducing turnover in early years staff is not only beneficial for the employees themselves but also for the children they care for. Nurseries that proactively address these challenges, prioritize the well-being of their staff, and foster a supportive and inclusive workplace culture are more likely to retain dedicated professionals, ultimately providing a more stable and enriching environment for the development of young minds.
PeopleBunch surveyed practitioners who have moved on from one nursery to another and asked them why they moved, 62% said it was due to poor management, so we drilled deeper to find out why as we all know how hard managers work in an early year’s settings with the vast majority having been practitioners themselves. 70% of practitioners said they did not feel as though management had time for them, this suggests managers are overworked. PeopleBunch can help managers by reducing the amount of administrative mandatory paperwork and storing it securely in one place, resulting in nurseries being administratively and regulatory “Ofsted ready” allowing managers to use their time more effectively and doing what they enjoy the most, inspiring and encouraging their staff to provide the best care possible for the children in their nurseries. If you would like further information, please click on Contact Us.
