5-Step Guide to Hiring and Retaining 5-Star Staff

The success of any child care center hinges on its staff. Retaining qualified, engaged teachers is not only critical for maintaining a stable learning environment but also for reducing the high costs associated with turnover. Based on insights from industry research and real feedback from child care centers and workers, this guide provides actionable strategies to help you improve your program’s staff retention.

Step 1: Know Your Workforce

To run a successful hiring and retention strategy, you must first understand who makes up the child care workforce and the challenges they face. The child care sector employs approximately 761,420 individuals, with a significant majority being women (92.3%). The workforce is predominantly early in their career, with almost 50% being below 29 years old. Racially, the workforce is primarily White (71%), followed by Black or African American (9%) and Hispanic or Latino (9%).

Despite the critical nature of their role, child care workers face significant challenges. In 2022, the median hourly wage for child care workers was $14.60, placing them among the lower wage earners in the U.S. economy. Turnover rates in child care centers are 65% higher than the median for all occupations, creating instability for centers and children alike.

Employers who acknowledge these workforce realities and build a collaborative partnership with their staff foster an environment centered on empathy and proactive problem-solving. This approach strengthens retention by ensuring employees feel heard, valued, and supported.

Step 2: Be Transparent About Pay

Child care centers operate on thin margins, making it difficult to offer highly competitive salaries. In fact, the average child care center spends 60–80% of its budget on staffing costs, leaving little room for wage increases. However, not being able to offer high salaries does not mean you cannot motivate staff. Offering clear career pathways that are communicated to workers upfront can go a long way in retaining passionate educators.

Designing a clear pay structure and presenting it clearly to prospective and current staff can build trust and drive motivation. Even if the raises are incremental, ensuring employees understand how they can advance financially fosters trust and engagement.

Example of a Growth-Oriented Pay Structure:

• Entry-Level (New to Child Care): $14/hr
• After 1 Year of Experience: $15/hr
• After Earning a CDA (Child Development Associate Credential): $16/hr (We will provide resources to help you achieve this!)
• After 3 Years of Experience & Additional Training: $17/hr
• After Obtaining an Early Childhood Education Degree: $18+/hr

Additionally, pay frequency matters. Many payroll providers now offer on-demand or more frequent pay options beyond the traditional bi-weekly or monthly cycles. You should consider these options to help alleviate financial strain on staff, knowing the wages can only be increased so much. Tandem workers have expressed how important quick and reliable fast pay is for their financial well-being, one noting that “Getting paid quickly through Tandem has been a game-changer, giving me peace of mind and helping me stay on top of bills and unexpected expenses without stress.”

Step 3: Prioritize Scheduling Flexibility

Many child care professionals value the ability to balance work with personal responsibilities. You could allow teachers to set preferred working hours where possible and offer a mix of full-time, part-time, and substitute roles to accommodate diverse needs. Utilizing scheduling software can help optimize staffing while ensuring adequate coverage.

Creative Ways to Offer Flexible Scheduling:

• Four-Day Work Week: Give full-time staff an extra day off by adjusting shifts to cover full-time hours in fewer days.
• Split Shifts: Offer morning and afternoon shifts that allow staff to work when it fits their schedule best.
• Rotating Schedules: Allow staff to alternate between early and late shifts on a predictable cycle.
• On-Call Floaters: Create a pool of flexible workers who can step in as needed.
• Shorter Workdays: Offer shifts shorter than the traditional 9 AM — 6 PM to accommodate staff with outside obligations.

Additionally, centers should approach hiring with flexibility in mind. If a job is advertised as strictly 9 AM — 6 PM, potential candidates may not apply because that schedule doesn’t work for them. However, by offering adaptable schedules and entering interviews with a collaborative mindset, centers can attract more talent and help workers see the potential of working at their program.

Step 4: Invest in Professional Growth

A major barrier to professional growth in child care is the lack of clear, accessible information on how to advance. Many educators want to grow in their careers but struggle to find cohesive guidance on what steps to take. Being your staff’s advocate and partner in growth is essential.

You can support your staff by:

• Providing clear pathways for career progression, including what certifications, training, and experience are needed for promotions.
• Offering mentorship programs where experienced staff can guide newer employees through their career development.
• Compiling and sharing resources on professional development opportunities, such as CDA certification, director training programs, and continuing education.
• Covering or subsidizing certification costs to remove financial barriers to growth.

When staff feel supported in their professional journey, they are more likely to stay and invest in their role long-term.

Step 5: Create a Supportive and Positive Workplace Culture

A strong workplace culture isn’t built by leadership alone — your entire staff should be invested in fostering a positive environment and retaining great employees. When everyone understands that retention is a shared goal, it becomes part of the company’s identity.

Here’s how to get your staff engaged in building a strong culture:

• Encourage open discussions on workplace satisfaction and involve staff in problem-solving.
• Recognize and celebrate peer contributions, creating a sense of community and shared success.
• Give employees ownership over retention efforts, such as forming a “culture committee” or task force to brainstorm engagement initiatives.
• Ensure that staff feel their voice matters by incorporating their feedback into workplace improvements.

Child care centers have the power to build incredible teams and create workplaces where educators feel valued, supported, and motivated. Even in the face of financial constraints, leaders can inspire loyalty by fostering transparency, offering flexibility, and providing growth opportunities. By implementing these five steps, centers can attract and retain high-quality staff, reduce turnover, and create a positive and stable environment for both educators and children. Investing in staff is an investment in the long-term success of any child care center.