The Retention Formula: Recognition, Autonomy, Growth

In early childhood education, turnover has become the norm. National data shows annual teacher attrition rates between 25–40% — among the highest of any field. For administrators, that means constant recruiting, onboarding, and rebuilding trust with families.

But retention doesn’t have to feel like a moving target. From our work with thousands of teachers every year, we’ve seen the same motivators come up again and again. When teachers feel consistently recognized, trusted with autonomy, and given opportunities to grow, they are far more likely to stay.

Recognition: Teachers Want to Feel Seen

One of the clearest takeaways from our most recent teacher survey was how much affirmation matters. Teachers told us they stay motivated when leaders remind them their work is important and valued.

It doesn’t have to be complicated:

• Publicly celebrate staff in front of peers and families. We discuss the importance of this point and strategies to execute on it in Celebrating Your Staff Publicly: Why Parents Should See It Too.
• Send quick personal notes or acknowledgments.
• Give credit for the small, everyday wins.

When recognition is missing, teachers start to feel invisible — and invisibility leads to disengagement.

Autonomy: Flexibility Creates Loyalty

Teachers told us repeatedly that flexibility is one of the top reasons they choose to work with Tandem. Having some control over schedules allows them to balance work and life, avoiding burnout while staying connected to the classroom.

Directors can create autonomy by:

• Allowing staff input on scheduling and room assignments.
• Offering options to adjust hours when life circumstances demand it.
• Using substitutes to cover so permanent staff can take needed breaks.

When staff feel trusted to make choices, they’re more likely to invest back into the program. We discuss flexibility and other teacher motivators in What Motivates Today’s Child Care Workforce?

Growth: Investing in Development Keeps Teachers in the Field

Professional development isn’t just about training hours or credentials — it’s about treating teachers as the professionals they are. When staff feel like their career is respected and supported, they’re more likely to stay not only at your center, but in the child care field as a whole.

In our most recent teacher survey, nearly every respondent expressed interest in advancing their credentials or pursuing additional training. That tells us something important: teachers want to build a future in early childhood education. But without visible pathways for growth, many leave for other industries that provide clearer opportunities.

For directors, investing in development sends a powerful message: you’re not just filling a role here, you’re building a career. That affirmation can be the difference between a teacher leaving after a year or staying long enough to mentor new staff and shape a stronger program.

Practical ways to foster growth:

• Credentialing and certificate programs. Even modest financial support or guidance toward available programs shows commitment.
• Leadership opportunities. Rotate responsibilities like leading curriculum planning or mentoring new staff.
• Paid training and conferences. Allow staff to engage with the broader ECE community and bring back new ideas.
• Clear career pathways. Define what advancement looks like inside your center, so teachers can picture their future there.

Retention isn’t just about meeting today’s ratios — it’s about building tomorrow’s workforce. When teachers are treated as professionals with room to grow, they’re more likely to stay in the classroom, stay in the industry, and strengthen the entire child care ecosystem.

Quick Wins for Encouraging Retention

Retention doesn’t always require big changes or large budgets. Here are a few quick steps any administrator can put into practice right away:

• Check in weekly. Five minutes of intentional conversation can surface issues before they become burnout. A mid-year check-in can go a long way in creating space for conversation - we discuss this strategy in How to Run a 15-Minute Mid-Year Staff Check-In.
• Rotate small responsibilities. Giving staff a chance to lead circle time, plan activities, or manage a classroom routine builds confidence.
• Celebrate the everyday. A sticky note, a text of appreciation, or a shoutout at staff meeting goes a long way.
• Ask for input. Let teachers weigh in on simple operational decisions — it shows respect and trust.
• Offer micro-flexibility. Swap shifts or adjust hours occasionally when life circumstances arise.

These small gestures compound into stronger loyalty, higher morale, and a culture staff want to be part of long-term.

Why This Formula Works

Recognition, autonomy, and growth work best together. Each reinforces the others to create an environment where teachers feel valued, supported, and motivated to keep building their careers in early childhood education.

For directors, the return on investment is clear: higher retention, reduced turnover costs, and stronger continuity for children and families.

The Tandem Perspective

Tandem was built with these motivators in mind. By giving teachers flexibility, fast pay, and access to development, we’re helping centers build the conditions where recognition, autonomy, and growth can thrive.

Retention isn’t a mystery. It’s a formula — and when applied with intention, it strengthens classrooms, centers, and entire communities.

🧸 Crib Notes

Like Cliff Notes, but for child care:

• Rebook familiar subs to start the year with consistency
• Reset roles and responsibilities for smoother routines
• Early team check-ins reveal easy improvements
• Tandem offers flexible, vetted staffing without subscriptions
• A strong start leads to steadier months ahead

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