When a teacher leaves an early childhood center, everyone wants to know why. Unfortunately, employers cannot compromise employees’ privacy by sharing details of these sometimes sudden departures. When teachers who leave broadcast their version of the separation, centers get flack for what may sound like unfair treatment. Parents also grow suspicious when very few departure details are released. “Was the teacher fired? What for?!”
After having made a thoughtful decision to hire someone, centers want to give staff every opportunity to meet their expectations. Extra training often brings people up to speed; other times, subtle differences in philosophy can have negative impact on quality of care and the cohesiveness of a teaching team.
Sometimes a bad fit is evident early on. Although no one likes disruptions, there are cases where everyone agrees that a teacher is not working out. Other times, though, an apparently popular teacher may leave or be asked to leave. While directors understand the emotional bonds that other staff, children, and parents form with teachers, they can’t staff centers via popularity contests. A teacher who has great rapport with children may not be suitable for a teaching position due to other important aspects of the job:
- Behind-the-scenes issues: documentation, caring for challenging children, favoritism, etc.
- Difficulty working with other staff, meeting employment requirements, following directions, etc.
- Unacceptable employee behaviors: tardiness, absenteeism, gossip, and other behaviors that undermine a productive workplace.
There are also many reasons unrelated to performance for which a teacher may choose to leave:
- Personal or family health issues
- More desirable offer from another center or employment sector
- Shifting home/work priorities.
- What can parents do about staff turnover in the face of an information blackout?
- Keep an open mind and positive attitude about new staff.
- Give your center director feedback when things go right. Everyone remembers to point out negatives, but positive feedback helps directors get a balanced perspective.
Protect teachers’ privacy (and dignity). Resist the urge to gossip, and always consider the other side of the story.
--M.D.
Out and About
Zero to Three Weighs in on Continuity of Care
How to Evaluate A Childcare Provider: from the American Academy of Pediatrics
