Here’s one submitted by Gina:
One of the areas we struggle with is the inability for childcare center managers to focus on staff management, amidst the looming needs of licensing, tuition and other administrative things. We have tried many things – I was wondering if you would speak to the need for effective time management and intentional management of staff as a priority.
Great question, Gina! I think it’s one many centers struggle with.
The answer is actually hidden within the question itself: In order for something (anything, really) to get done, you need to make it a priority:
1. Train staff on its importance: Especially in a fast-paced environment like a childcare center or preschool, it can be hard to find time to look up and catch your breath. And your teachers may feel (quite reasonably) that if they do all the day-to-day stuff, and do it well, they are doing everything they need to do. During your new-teacher orientation and in regular ongoing training, emphasize the importance of staff development and retention.
2. Carve out time in the schedule: I often read about Silicon Valley companies that give employees massive blocks of time to work on nothing but side projects and develop new ideas for the company. Obviously, in a childcare setting, taking a whole week off to brainstorm simply isn’t feasible!
However, one dedicated hour a week is certainly doable, and/or maybe one whole day twice a year when the center staff gets together to do some big-picture planning and staff-development exercises. (And, yes, you need to pay people for this time – but if you do it well, it will pay for itself many times over.) Schedule this time into the calendar and don’t let anything intrude upon it.
3. Keep staff looped in: Most of us yearn to feel part of something important – something bigger than ourselves. There is a temptation to keep staff in the dark on anything “they don’t really need to know about,” but the fact is they should know about as much as possible regarding your overall mission, your enrollment numbers, staff vacancies, leadership opportunities, and so on. The more engaged and involved they are in visualizing the big picture, the more invested they will be in making it happen.
4. Conduct regular performance appraisals: Twice a year is optimal, but go with any schedule that works. People get so hung up on doing these perfectly that they don’t do them at all, but this is a mistake. The very fact that you make time for performance appraisals is crucial to your staff’s morale and development. And don’t make the common mistake of “saving” something (good or bad) to discuss at the performance appraisal – regular feedback is key. Nothing that’s raised at the performance appraisal should come as a surprise to the employee.
5. Look for volunteers: Especially if you have a small center, there may not be a lot of room for upward mobility. But there’s probably something every teacher is really good at, enjoys doing, and would welcome the chance to do more of at work. Whether it’s spearheading your social media efforts, creating a beautiful photo montage for your front entrance, or starting a mentoring program, there are a variety of ways your teachers can contribute and get more involved at your center.
6. Don’t let things slide: Many child care professionals are kind, nonconfrontational people who would rather cut off one of their own arms than hurt someone’s feelings! When it comes to effective people management, however, the head-in-the-sand approach is one of the worst things you can do. Don’t let things fester at your center – discipline as needed and terminate when necessary. If you do this consistently from the top down, your entire center will be stronger and more effectively managed.
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