What Educators Need From Centers: A Recipe for Commitment

Educators do not decide to stay in child care lightly.

They make that decision based on what they experience every day inside a program — how they are treated, how supported they feel, and whether the work is sustainable over time.

In 2025, educators were clear: commitment grows when centers get a few core things right.

Commitment Is Built, Not Promised

Many educators enter centers wanting to do good work.

Whether they stay depends on the conditions around them.

Survey responses showed that educators return to programs — and consider long-term roles — when expectations are clear, leadership is supportive, and they feel respected as professionals.

This is not about perks.

It is about fundamentals.

The Recipe for Commitment

1. Respect and Professionalism Come First

Educators repeatedly shared that respect is the baseline for everything else.

They want to be:

• Treated as professionals, not placeholders
• Welcomed into classrooms and teams
• Included in communication and decision-making
• Valued for their experience and effort

When educators feel respected, they are far more likely to return.

2. Clear Communication and Expectations Matter

Only 43% of educators said expectations are communicated well when they arrive. That gap has real consequences.

Educators need:

• Clear routines and schedules
• Upfront expectations for the day
• Communication about changes, cancellations, or hours
• A point person they can go to with questions

Clarity reduces stress.

Reduced stress increases consistency.

3. Support Inside the Classroom Changes Everything

Educators want to do their best work. That is only possible when support exists.

They shared the importance of:

• Organized classrooms
• Lesson plans and materials ready to use
• Help when classrooms are challenging
• Leadership that steps in when needed

Support is not micromanagement.

It is reassurance that educators are not alone.

4. Fair Pay, Predictable Hours, and Sustainability

Passion may bring educators into the field, but sustainability keeps them there.

Educators cited:

• Competitive pay
• Consistent schedules
• Benefits and time off
• Pay that reflects experience and responsibility

Without these, even deeply committed educators are forced to leave.

5. Growth Signals Long-Term Opportunity

Educators want to learn and grow in child care.

In fact, 99% said they would take advantage of professional development or training opportunities.

Growth opportunities tell educators:

• You are worth investing in
• There is a future here
• This is a career, not just a shift

Growth is one of the strongest retention tools centers have.

Small Actions, Big Impact

Educators consistently pointed to small but meaningful actions that shaped their decisions:

• Being welcomed on day one
• Having expectations explained
• Being included in team moments
• Receiving feedback and recognition

These actions build trust — and trust builds commitment.

What This Means for Centers

Centers that retain educators tend to:

• Communicate clearly and consistently
• Create organized, supportive environments
• Treat educators with respect and professionalism
• Invest in growth and sustainability

Commitment is not about convincing educators to stay.

It is about creating conditions worth staying for.

👉 Read the full Workforce Report

🧸 Crib Notes

• Educators stay when they feel respected, supported, and prepared
• Clear communication and expectations reduce turnover
• Classroom support enables consistency
• Fair pay and predictable schedules make the work sustainable
• Growth opportunities are key to long-term commitment

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