By Lisa Giancarli

Hiring & Firing Secrets for Child Care Leaders – 3 Part Series 

Part 3 – Keeping Employees: Setting Your Team Up for Success

Welcome to the final part of our series, Hiring & Firing Secrets for Child Care Leaders. Hiring the right people is only the beginning—keeping them engaged, supported, and motivated is just as crucial. In this installment, we’ll discuss how to set your team up for long-term success through strong onboarding practices, continuous support, and thoughtful coaching. Plus, we’ll cover when—and how—to let go of team members who are not the right fit for your center.

Hiring the right people is only the beginning. Once you’ve brought A players on board, the key to retaining them lies in how you support and nurture their growth. A strong onboarding process, meaningful engagement, and ongoing development are essential to building a motivated, long-term team.

Set Them Up for Success

1. Have a Great Onboarding Program
   First impressions matter. A structured onboarding program helps new hires feel prepared, valued, and ready to contribute. Use this time to introduce your mission, goals, and expectations.
2. Plan a Welcoming First Day
   Make their first day special by greeting them warmly, providing a clear schedule, and introducing them to the team. Thoughtful touches like a welcome note or a small token of appreciation can make a big difference.
3. Pace Training for Maximum Impact
   Training should be engaging, interactive, and paced appropriately. Mix hands-on learning with discussions to keep it dynamic. Avoid overwhelming your new team member with too much information at once.
4. Do a One-on-One After the First Week
   Check in with your new hire to see how they’re settling in. This is an opportunity to address any questions, provide feedback, and show that you’re invested in their success.

Retention Through Continuous Support

1. 30/60/90 Day Reviews
   Schedule regular check-ins at the 30, 60, and 90-day marks. These touchpoints are crucial for assessing progress, clarifying expectations, and providing constructive feedback.
2. Ongoing Coaching and Mentoring
   Your A players will thrive when they feel supported and challenged. Regular coaching sessions and mentorship opportunities can help them grow both professionally and personally, increasing their commitment to your organization.

By creating an environment where employees feel valued, respected, and equipped to succeed, you’ll not only retain top talent but also build a thriving team that will elevate your childcare business to new heights.

Firing: When to Fold-Up

Letting someone go is never easy, but it’s sometimes necessary to protect the values, vision, and culture of your childcare center. A poorly performing or disruptive employee can have a ripple effect on your team, your program, and your families. Knowing when—and how—to fold them is an essential part of leadership.

Why They Need to Go

Sometimes, termination is the only way to safeguard your center’s well-being. Employees who exhibit harmful behaviors, hold negative attitudes, or act in ways that undermine your mission can’t remain on your team.

Key reasons for termination include:

• Performance Issues: Inconsistent results, lack of improvement despite coaching, or failure to meet job expectations.
• Conduct or Actions: Safety violations, repeated policy breaches, or issues with reliability and attendance.
• Not a Good Fit: Misalignment with your mission, resistance to teamwork, or an inability to adapt to change.
• Attitude and Mindset: Chronic negativity, defensiveness, gossiping, or creating unnecessary drama.

Before You Make the Call

Before deciding to terminate an employee, take a step back and assess the situation:

• Have they been given clear expectations and support to succeed?
• Have performance improvement plans (PIPs) been implemented?
• Are they willing and coachable?
• Is their behavior a one-off incident or part of a recurring pattern?

If the answers point to irreparable issues, it’s time to move forward.

The Cost of Keeping the Wrong Person

Holding onto someone who should leave can cause significant damage:

• Lower morale among your team.
• Loss of A players who no longer feel valued.
• Erosion of trust, productivity, and program quality.
• Uncertainty among families—and potential financial loss.

Delaying termination often stems from fear—fear of being short-staffed, social media backlash, or losing other employees. However, the risks of keeping the wrong person far outweigh these fears.

Handling Termination

When it’s time to terminate, handle the process with professionalism and respect.

1. Be Prepared: Have documentation, such as PIPs and write-ups, ready.
2. Manage Your Emotions: Stay calm and focused.
3. Be Direct: Keep the conversation brief—get to the point within the first five minutes.
4. Be Honest and Kind: Clearly explain the reason for termination without sugarcoating.
5. Maintain Privacy: Always conduct the discussion in private.
6. Escort Them Out: Avoid allowing a terminated employee to linger, ensuring a smooth transition.

Conclusion

Effective hiring and firing practices are the backbone of a thriving childcare business. They help you:

• Protect Your Vision: Uphold the mission and culture of your center.
• Support Your Team: Maintain a positive and productive work environment.
• Provide Excellence: Ensure the highest standards of care for the children and families you serve.

Ultimately, the right hiring and firing decisions empower your childcare center to thrive—setting the stage for long-term success.

Retaining top talent requires a commitment to supporting and nurturing your team, while letting go of those who no longer align with your vision protects the integrity of your child care program. By balancing effective onboarding, ongoing engagement, and respectful termination practices, you create a thriving work environment that empowers your staff and serves your families well. Thank you for joining us for this three part series on hiring and firing secrets—may these strategies guide your journey to building a stronger team and a more successful child care center!