The early years sector is facing unprecedented challenges when it comes to early years practitioner retention. From burnout to high turnover rates, services across England are grappling with how to not just fill positions, but find and keep passionate, qualified early years practitioners who will thrive in their roles.
In a recent conversation between industry experts, we explored the current state of early years recruitment and retention, uncovering practical strategies that successful settings are using to build strong, stable teams. Here’s what we learned about creating workplaces where early years practitioners want to stay and grow.
Why is early years practitioner retention an issue?
The reasons behind early years practitioner turnover are complex, but three key factors consistently emerge.
- Lack of support—Many early years practitioners feel isolated in their roles, without adequate backing from leadership or colleagues when challenges arise.
- Limited recognition—The vital work of early years education often goes unacknowledged, leaving early years practitioners feeling undervalued despite their crucial contribution to children’s development.
- Work-life balance struggles—Compounded by the impacts of COVID-19, many early years practitioners are experiencing burnout as they juggle demanding ratios, administrative tasks and the emotional labour of caring for young children.
These challenges to early years practitioner retention aren’t insurmountable, but they require intentional action from setting managers who want to create sustainable, thriving teams.
Struggling with staffing?
Discover how to attract, manage & retain early years talent
What helps with early years practitioner retention?
Successful settings share common characteristics that keep their teams engaged and committed long-term.
Supportive leadership
The most effective leaders work alongside their teams rather than above them. They involve early years practitioners in decision-making processes, listen to their concerns and provide the resources needed to succeed. As one experienced setting manager noted, “Leading together rather than via a dictatorship” creates an environment where early years practitioners feel valued and heard.
Clear career pathways
Early years practitioners want to see opportunities for growth within the sector. Settings that invest in professional development and create clear progression routes—from trainee to senior early years practitioner to deputy manager—demonstrate their commitment to their staff’s future.
Meaningful recognition
Daily acknowledgment of good work goes further than monthly awards or bonuses. When early years practitioners feel their contributions are noticed and valued, they’re more likely to stay engaged and motivated.
Intentional time management
The early years sector is notoriously time-poor, making it crucial for managers to be purposeful about how they use their team’s time. This means structured meetings with clear agendas, efficient communication systems and eliminating unnecessary administrative tasks that don’t add value.
Build an attractive workplace culture for better early years practitioner retention
Creating a culture that draws top talent requires more than good intentions. The most successful settings focus on these strategies.
- Shared vision and values—Teams thrive when everyone understands and contributes to the setting’s direction. Regular check-ins and collaborative planning sessions help maintain alignment.
- Embracing joy and playfulness—Working with children should be joyful. Settings that maintain a sense of fun and celebration create environments where both early years practitioners and children flourish.
- Reflective practice—Rather than treating reflection as a necessary exercise, successful settings use it as a genuine tool for improvement and growth. When reflection leads to meaningful change, it becomes valuable rather than burdensome.
- Open communication—Creating safe spaces for feedback and honest conversation prevents small issues from becoming major problems. Regular one-on-ones, team meetings and anonymous feedback options all play a role.
How to hire top early years talent—starting right now
Managing change effectively
Change is constant in the early years sector, from new regulations to evolving best practices. Settings that handle change well share these approaches.
- Involve early years practitioners early in the process rather than presenting decisions as a fait accompli
- Communicate the ‘why’ behind changes so team members understand the reasoning
- Provide adequate support and training during transition periods
- Accept that not all changes will work and be willing to pivot when necessary
- Check in regularly throughout implementation to address concerns and make adjustments
The key is moving from a mindset of surviving change to thriving through it, which requires consistent leadership support and clear communication channels.
Recruitment that works
The most effective recruitment strategies go beyond filling seats to finding the right cultural fit.
- Advertise your culture, not just tasks—Instead of listing duties and ratios, highlight what makes your setting unique. Share your values, your approach to education and what makes your team special.
- Invest in proper onboarding—First impressions matter enormously. A structured welcome process, buddy systems and clear introductions to team culture help new hires feel supported from day one.
- Use multi-touch recruitment—Like attracting families, recruiting early years practitioners benefits from multiple interactions. Setting tours, trial periods and conversations with potential teammates all help ensure good matches.
- Trust and autonomy—Experienced early years practitioners don’t need micromanagement. Give them the freedom to bring their expertise and creativity to their roles.
Red flags to avoid
Both settings and candidates should be aware of warning signs that indicate poor fit, such as
- Poor communication during the recruitment process.
- Unrealistic expectations about workload or role requirements.
- Lack of transparency about challenges or growth opportunities.
- Misaligned values between the candidate’s and the setting’s philosophy.
- Insufficient support systems for new staff.
The role of technology in early years practitioner retention
Technology isn’t replacing early years practitioners—it’s freeing them to focus on what matters most. Administrative automation, digital documentation tools and AI-assisted planning can reduce the burden of paperwork and give early years practitioners more time for meaningful interactions with children.
Rather than stifling creativity, these tools provide starting points that early years practitioners can build upon, especially valuable when energy is low or inspiration is needed.
Looking forward
The early years practitioner retention challenges are real, but they’re not insurmountable. Services that prioritise genuine support, clear communication and meaningful recognition are successfully building teams that stay together and thrive.
The key is remembering that behind every staffing statistic is a passionate early years practitioner who chose this field because they care about children’s development. When we create environments where that passion can flourish—through supportive leadership, growth opportunities and workplace cultures that value both fun and professionalism—we build the strong, stable teams that children and families deserve.
Success in early years staffing isn’t about finding perfect candidates or offering the highest salaries. It’s about creating workplaces where dedicated early years practitioners can do their best work, feel valued for their contributions and see a future worth staying for.
Complete the form below to book a demo today and learn how Xplor Education’s solutions for managers and early years practitioners can help with early years practitioner retention at your setting by streamlining administration.
The strategies outlined here emerged from conversations with sector professionals who have navigated both the challenges and successes of early years staffing. While every setting is unique, these principles provide a foundation for building stronger, more resilient teams in the early years sector.
by Xplor Childcare
-
First published: 18 June 2025
Written by: Xplor Childcare