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1907-2025 Welcome to the 119th Montessori School Year!
If you’ve tried to hire a preschool teacher in America in the last year or so, you know it’s not easy. Great early childhood educators are in high demand—and in short supply. And even when you manage to hire someone wonderful, keeping them can be just as difficult.
Low wages, burnout, and competition from better-paying industries have pushed many talented educators out of early childhood altogether. As school leaders, we find ourselves navigating a tough reality: the mission we believe in is only as sustainable as the team we can build and retain.
But there is hope—and there are strategies that work. This article is meant to serve as a practical guide for school owners and directors across Florida who are determined to build stable, joyful, mission-driven teams—even in a competitive market.
The Realities We’re Facing
I live in Florida, where this is a state-wide challenge, but we’re not alone in our staffing crisis; we’re feeling it intensely. Early childhood teachers are leaving the field for better pay and more predictable hours. Many work two jobs. Some leave mid-year, overwhelmed and under-resourced.
A Wall Street Journal feature by Anne Tergesen and Veronica Dagher laid it out clearly: child care centers are facing a national workforce emergency. The article points to five areas of systemic breakdown—but also offers several forward-looking solutions that are worth our attention.
Why Retention Matters More Than Ever
When a teacher leaves, it disrupts far more than the schedule. Children lose the sense of consistency that’s foundational to trust and emotional development. Remaining staff absorb the stress and often begin thinking about leaving, too. Parents grow uneasy. The learning community suffers.
The cost of turnover isn’t just financial—it’s cultural.
What You Can Do: Six Strategies That Make a Real Difference
Here’s what the most resilient programs are doing to attract and retain great educators in a high-pressure environment.
1. Build a Culture of Respect and Belonging
Educators stay where they feel seen and supported. According to Teaching Strategies’ national survey, over 60% of teachers cite a respectful workplace as the top reason they would stay in a role long-term.
This doesn’t cost money—but it does require leadership. Be visible. Listen actively. Say thank you often. Create space for input and ideas. Celebrate small wins. And above all, make sure your teachers know their work matters.
2. Provide Competitive Compensation (and Creative Benefits)
We all know the financial limits of running a preschool. But the Wall Street Journal article reminds us that compensation isn’t just about the hourly wage—it’s about the whole package. Some programs are thinking creatively:
- Offering paid professional development days
- Giving staff discounted or free child care
- Providing stipends for classroom materials
- Offering extra paid days off around holidays or birthdays
- Contributing to healthcare stipends or mental health wellness plans
You may not be able to offer everything—but even a few thoughtful perks show that you value your team and are invested in their well-being.
3. Offer Flexibility Where You Can
One of the Journal‘s key points was that burnout is driving many educators away—not just low pay. Long hours, little planning time, and a lack of schedule control all contribute.
Consider:
- Job sharing or part-time roles
- Floaters to give lead teachers breaks
- Weekly planning time built into the schedule
- A clear PTO policy that’s actually respected
Small adjustments to how time is used can make a big difference in retention.
4. Create Career Pathways
Another insight from the WSJ article: many states and school systems are beginning to offer tuition-free CDA and fast-track credentialing programs. Why? Because when early educators see a future in the field, they stay longer.
Connect with your local community college or workforce board. Offer to host practicum students. Support your assistants in getting their credentials. Celebrate professional milestones publicly. Build a culture where teachers grow with you—not outgrow you.
5. Build a Mentorship Model
Don’t let new teachers feel like they’re on their own. Create a system where new hires are paired with experienced mentors. Hold monthly reflection circles. Check in regularly. Sometimes a single conversation can prevent a resignation.
Strong teams don’t just form—they’re nurtured.
6. Invest in Tools That Help Teachers Succeed
Teachers are more likely to stay when they have what they need to do their job well. That includes a high-quality curriculum, practical assessment tools, and streamlined communication systems.
Avoid overloading them with disconnected apps or disorganized systems. Streamline, simplify, and ensure your tools support—not hinder—the classroom day’s flow.
BTW: I consult with a few software providers. If you run a childcare center, I warmly encourage you to look into Illumine (https://illumine.app/). It is new to America, but strikes me as being much more powerful and user-friendly than other ECE software that I have found. If you run a Montessori school, I warmly recommend the Montessori Growth Suite, which is the best match that I have found for our schools (https://www.montessoricompass.com/growth-suite/).
A Sample Retention Rhythm You Can Adopt
If you’re looking to build retention habits into your leadership rhythm, try this:
Weekly:
- Check in with your team informally—how are they really doing?
Monthly:
- Offer one hour of paid planning time or peer sharing.
- Recognize staff contributions publicly—in meetings, emails, or parent newsletters.
Quarterly:
- Hold a one-on-one review focused on support, not evaluation.
- Ask for feedback on what would help them thrive.
Annually:
- Conduct a formal survey on satisfaction and workplace culture.
- Revisit compensation and consider where you can improve—even incrementally.
Wrapping Up
Yes, the market is tough. Yes, there are factors outside of your control. But there are also many things within your reach.
Hiring and retaining teachers in today’s Florida preschool landscape starts with building a school culture that respects educators, supports their growth, and treats them as the professionals they are.
And as the Wall Street Journal put it, the future of early education will depend on how we reimagine our approach—not just with funding, but with leadership and care.
Here’s a Sample Staff Retention Survey that you can use with your preschool team. It’s written in a clear, respectful tone and structured to gather meaningful feedback while reinforcing a culture of listening and professionalism.
Staff Retention & Satisfaction Survey
Confidential – Your feedback helps us build a better place to work
Please take a few minutes to reflect on your experience at our school. Your honest input will help us understand what we’re doing well and where we can grow.
Your Name (optional): _______________________________ Your Position: _______________________________ Length of time at the school: _______________________________
1. Overall Satisfaction
1.1 On a scale of 1 to 5, how satisfied are you working at this school? (1 = Very Unsatisfied, 5 = Very Satisfied) ☐ 1 ☐ 2 ☐ 3 ☐ 4 ☐ 5
1.2 What do you enjoy most about working here?
1.3 What frustrates you or makes your job harder than it needs to be?
2. Work Environment & Culture
2.1 I feel respected and valued by… (Check all that apply) ☐ My direct supervisor ☐ School leadership ☐ My fellow team members ☐ Families ☐ Not sure
2.2 I feel comfortable giving feedback or raising concerns. ☐ Always ☐ Usually ☐ Sometimes ☐ Rarely ☐ Never
2.3 I feel part of a collaborative team. ☐ Strongly agree ☐ Agree ☐ Neutral ☐ Disagree ☐ Strongly disagree
2.4 If you could improve one thing about our team culture, what would it be?
3. Compensation & Workload
3.1 I feel my compensation is fair for the responsibilities of my role. ☐ Strongly agree ☐ Agree ☐ Neutral ☐ Disagree ☐ Strongly disagree
3.2 The workload I carry is… ☐ Very manageable ☐ Manageable ☐ Sometimes overwhelming ☐ Frequently overwhelming
3.3 What type of support would make your work easier or more sustainable?
4. Growth & Development
4.1 I have opportunities for professional growth at this school. ☐ Strongly agree ☐ Agree ☐ Neutral ☐ Disagree ☐ Strongly disagree
4.2 I would be interested in: ☐ Earning a credential (CDA, FCCPC, etc.) ☐ Attending workshops or conferences ☐ Mentoring a new teacher ☐ Having a mentor or coach ☐ Leading a project or initiative ☐ None at this time
4.3 What would help you grow in your role?
5. Retention & Intentions
5.1 I see myself continuing to work here… ☐ Next school year ☐ For at least 2 more years ☐ For the foreseeable future ☐ I’m unsure ☐ I’m actively considering leaving
5.2 If you’re considering leaving, what factors are influencing your decision?
6. Final Thoughts
6.1 What’s one thing we’re doing well that you’d like us to keep doing?
6.2 What’s one thing we could do better to support our staff?
Thank you for taking the time to complete this survey. Your voice matters.
