Childcare Teacher Turnover

How to Reduce Childcare Teacher Turnover: 3 Strategies That MO Leaders Need By 2026

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Every director knows the feeling of seeing another resignation letter, and the next question you have is, How long will it take to hire again?. Your team is already stretching to cover for others and at the same time manage all the daily tasks. It’s like a domino effect; if one person leaves, the entire flow of the center is disrupted.

When the center is short-staffed, classes are delayed, breaks are rushed to complete pending tasks, and paperwork piles up. The staff feel burnt out juggling everything, and also provide quality education to the children.

You have to stop this cycle of continuous stress from handling tasks. Staff are now expecting a real career, not just a temporary job. If the center does not give that stability, they will leave. Which will bring you back to the stressful cycle. So you should spend time on staff development and classroom quality, not on handling administrative gaps.

Strategy 1: Help Your Teachers Build a Real Career in ECE

One of the main reasons teachers walk away is the feeling that their job has no real future or that there is no real path to grow. Teachers want what every professional asks for: a clear role, defined expectations, chances to grow, and pay for the effort they put in every day.

You can see the difference in small daily activities. A teacher who’s been leading a classroom for years still earns the same pay as someone just starting or another teacher who does extra duties, like parent updates, planning support, and mentoring new staff, but nothing in the title or compensation that shows their growth. Teachers are not stuck because they are unmotivated, but because the system gives them nowhere to go.

But when centers build clear roles and growth paths, teachers feel seen and understand where they are, what’s next, and how to get there. Even simple steps like recognizing skills, providing small pay bumps for certifications give staff a reason to stay.

This kind of structure motivates teachers towards a good career. Creating job clarity does not need big budgets; it just needs recognition. Here’s what you can do

  • Show teachers a clear growth path in the center where they see themselves growing.
  • Make it easier for staff to get certified, and connect them to state-funded programs like T.E.A.C.H. or EAPs
  • Match new teachers with experienced mentors so they feel guided from day one.
  • Keep class sizes manageable, stable schedules, and open communication to reduce burnout.

Strategy 2: Give Staff a reliable Work-Life Balance

What many directors see as a staff problem is actually a balance of work and life. When everyday feels rushed, unpredictable, and packed with tasks that go past their shift, their employment feels draining. That’s one reason the daycare staffing shortage is increasing: people want a workday that does not take up every part of their personal life.

Teachers want steady routines, real breaks, and reliable schedules. When classrooms are fully staffed and responsibilities are shared, the entire day is more manageable.

When centers protect their time, teachers get the space to finish their tasks and be present with the children. Work-life balance is the best way to support early childhood educators.

  • Have a couple of flexible staff members who can fill in when someone is not present.
  • Giving teachers 20-30 minutes to organize, plan, or relax helps teachers avoid taking work home.
  • Use simple time-saving tools like planners, shared boards, or checklists.
  • Give flexibility in scheduling tasks and classes, so that staff don’t feel rushed.

Strategy 3: Build a Work Culture That Makes People Stay

A healthy work culture has a direct impact on how long teachers stay. When a center’s culture is to ignore staff inputs or undervalues them makes even the most dedicated teachers feel burnt out.

Teachers are more likely to stay when they feel respected, supported, and are a part of a larger mission. That sense of purpose, knowing that their work matters, creates a sense of loyalty. A positive environment cannot entirely erase challenges, but it does make staff feel supported enough to face them.

Building a strong work culture needs a practical approach to tasks, by focusing on clear goals, fair workload, and regular communication, centers can retain staff and create a stable environment for the children.

  • Schedules staff meetings, shares updates, and makes sure teachers know what is happening.
  • Include staff in decisions about classroom schedules and center policies.
  • Offer training, mentorship, and clear pathways for advancement within the center.

Conclusion: Fix Childcare Staffing Problems

Retaining teachers means giving them a space where they can enjoy showing up every day and work in a place that feels like they’re growing. When your center supports the goal and builds a culture that makes them want to be a part of it, teachers would like to work in your Childcare Centre for a longer period.

All you need to do is create a better work-life balance. Build a workplace that supports everyone in it, be it teachers, children, or parents. Through Child Care Aware of Missouri, you get the support to break the cycle of employee turnover struggles and create a well-managed childcare center.