Childcare Employee Hiring and Retention

Hiring & retaining employees has become the number one problem in not just child care but every industry. If you read further, you will see staggering statistics on employee engagement and retention. But if these statistics are so alarming, then why the sudden focus to concentrate on profits? You'll see why and it will make you want to gather your team and get your PROFITS book club started fast.

To achieve maximum profits there are seven areas you can master at your business. These areas are:

  • Passion
  • Recruitment
  • One Vision
  • Financials
  • Innovation
  • Training & Retention
  • Sales & Marketing

As you can guess, mastering these areas will also bring about greater engagement in your team allowing for greater retainment of your workforce. Some examples include: Re-igniting passion in yourself and your team will create new enthusiasm and energy to focus on goals. It will also produce a culture that is positive and engaged. Learning how to recruit in today's environment is critical so you can become the destination for teachers. Being financially stable is quality applicants consider very important. Having a solid training program that is fostered upon continual personal growth and which utilizes employees' strengths and encourages mentorship brings a simplistic approach to retention. Finally, equipping your team to be ambassadors for your business keeps them unified and excited to help you achieve the goals you set forth in your vision casting.

Some interesting retention and engagement statistics include:

  • 51% of U.S. workers overall (60% of millennials) are considering new employment opportunities (Gallup)
  • 16% of employees said they felt “connected and engaged” by employers (EmployeeChannel)
  • 53% of HR professionals say employee engagement rises when onboarding is improved (SilkRoad)
  • 28% of new hires are willing to quit their new jobs if they don’t find it satisfactory in the first 90 days (Robert Half)
  • 80% of HR leaders think their organizations will be affected by the scarcity of talent this year (Randstad)
  • 80% of employees felt more engaged when their work was consistent with the core values and mission of their organisation (IBM)

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childcare solutions

To get your leadership team on the same page in regards to these seven areas, you can schedule a book club like I did at my center. Using my new book "P.R.O.F.I.T.S. Childcare Success Formula," my directors, assistant directors, administrative and marketing personnel, met on one chapter a month. For each chapter we identified areas of improvement and areas we were strong in. From that we created goals after the conculsion of each chapter. Our end goal revolved around the formula grader and ensuring that we mastered each component of the childcare success formula by the end of one year.

I encourage all you child care leaders to get your copy of P.R.O.F.I.T.S. Childcare Success Formula and put it in the hands of your team. Encourage a group study on the topic with the end goal to create a culture both teachers and families will call their destination.

Read more about P.R.O.F.I.T.S. Childcare Success Formula and the tools included with purchase.

Receive 20% off if you buy now

Retention and Engagement Statistics

2017 Employee Engagement/Retention Statistics

  • 51% of the U.S. workforce is not engaged (Gallup)
  • Disengaged employees cost organizations between $450 and $550 billion annually (The Engagement Institute)
  • 16% of employees said they felt “connected and engaged” by employers (EmployeeChannel)
  • It can cost 33% of an employee’s salary to replace him/her (HR Dive)
  • 75% of the causes of employee turnover are preventable (HR Dive)
  • 63% of the workforce was engaged in 2016 (24% highly engaged, 39% were moderately engaged (Aon Hewitt)
  • 34% of employees say they plan to leave their current role in the next 12 months (Mercer)
  • 27% of employees change jobs each year, 17% are actively job-hunting and 46% are passively looking (ADP)
  • 51% of workers are looking to leave their current jobs (Gallup)
  • The average American worker spends 15 months in one role (Glassdoor)
  • 50% of employees say that are planning to stay at their current company for two years or less (Execu-Search)
  • 42% of employees earning $75,000 or more intend to quit in the next 6 months (meQuilibrium)
  • 68% of Millennials say the longest they would stay at a job they like is at least three years (Qualtrics)
  • 50% of referred employees stayed in their positions five years on average (SilkRoad)
  • 35% of employees have changed jobs within the past three years; 91% of these left their company to do so (Gallup)
  • 54% of Americans say now is a "good time" to find a quality job (Gallup)
  • 37% of engaged employees are looking for jobs or watching for opportunities, as are 56% of not engaged and 73% of actively disengaged employees (Gallup)
  • 51% of U.S. workers overall (60% of millennials) are considering new employment opportunities (Gallup)
  • 41% of millennials expect to be in their current job for two years or less (compared to 17% of Gen X and 10% of Boomers) (Job Applicator Center)
  • 51% of Millennials are planning to leave their company in the next two years, compared to 37% of GenX and 25% of Boomers (Lightspeed)
  • 44% of millennial leaders say they intend to stay at their same company for more than 15 years; 29% of non-millennial leaders said the same thing (The Conference Board)
  • 73% of employees are open to hearing about new opportunities (TopResume)
  • 13% of employees say they love their job and are not looking for other opportunities (TopResume)
  • 87% of employees say they’re “highly committed” to their organization  (ReportLinker)
  • 40% of millennials say they are “somewhat” committed to their employer (ReportLinker)
  • 66% of older employees say they are “highly” committed  (ReportLinker)
  • 59% of employees would leave their profession if they could (CareerCast)
  • Millennials are 50% more likely to relocate and 16% more likely to switch industries for a new job than nonmillennials (LinkedIn)
  • 11% of employees say they don’t love their job, but they’re not sure if it’s time to leave it (TopResume)
  • 3% of employees say they’re unsure of their feelings toward their current job (TopResume)
  • 18% of employees don’t feel confident that an employer will take care of them (Job Applicator Center)
  • 46% of employees would consider a job that matched their current salary or even paid less (ADP)
  • Employees earn a 5.2% pay increase on average when changing jobs (Glassdoor)
  • 62% of those with a postgraduate education say now is a good time to find a quality job (Gallup)
  • 57% of those with an annual household income of $75,000 or more say it is a good time to find a quality job (Gallup)
  • 49% of workers agree that their ability to find a new job has increased significantly over last year (Spherion)
  • 56% of those who are employed say it is a good time to find a quality job (Gallup)
  • 54% of those younger than 35 say it's a good time to find a quality job versus 48% of those aged 35 and older (Gallup)
  • A 10% increase in base pay increases the odds an employee will stay at the company by 1.5 percent (Glassdoor)
  • 90% of millennials would choose to stay in a job for the next 10 years if they knew they'd get annual raises and upward career mobility (Qualtrics)
  • 52% of employees feel confident their employer will repay them for their loyalty  (Job Applicator Center)
  • 76% of employees who do not feel valued are looking for other job opportunities  (Lifeworks)
  • 90% of executives said keeping new hires is an issue in their organizations (Korn Ferry)
  • 19% of executives said new hires, especially millennials, leave because they don’t like their organization’s culture (Korn Ferry)
  • 90% of millennials said they consider a company's sustainability important, compared to 84% of GenX and 77% of Boomers (Lightspeed)
  • 46% of HR pros list retention as their top challenge (Globoforce)
  • 20% of employers have replaced nearly half of their staff in the last 12 months (Spherion)
  • 78% of HR leaders are more concerned about the talent shortage today than they were a year ago (Spherion)
  • 68% of the human resource professionals say last year they experienced recruiting difficulty and skill shortages for certain types of jobs (SHRM)
  • 36% of businesses see engagement as a top challenge (Globoforce)
  • 88% of businesses plan to improve employee engagement in 2017 (Virgin Pulse)
  • 95% of human resource leaders admit employee burnout is sabotaging workforce retention (Kronos)
  • 87% of human resource leaders say improved retention is a high / critical priority (Kronos)
  • 24% of CHROs say engaging and retaining employees is their biggest struggle (Korn Ferry)
  • 34% of companies focus on developing and retaining current employees (American Management Association)
  • 86% of C-suite leaders and 76% of senior management say corporate America is headed in the right direction, compared to 54% of staff-level employees (Addison Group)
  • 46% of human resource leaders say employee burnout is responsible for up to half of their annual workforce turnover (Kronos)
  • 16% of HR leaders say a lack of budget is the primary obstacle to improving employee retention in the next 12 months (Kronos)
  • 15% of HR leaders say a lack of funding is the biggest challenge to improving employee engagement (Kronos)
  • Companies with more than 1,000 employees are 25% more likely to use software to measure employee engagement (Pomello)
  • 14% of HR leaders say lack of executive support is an additional obstacle to improving retention in 2017; 13% cite a lack of organizational vision (Kronos)
  • 50% of employees report feeling "neutral" or "disagreed" or "strongly disagreed" that the HR team made them feel more informed or engaged (EmployeeChannel)
  • 78% of companies have a documented employee engagement strategy and nearly 50% measure success (Maritz Motivation)
  • 62% of employers said that they would extend a counter offer in order to keep their best employees (Execu-Search)
  • 55% of employees said that they would reject a counter offer from their current employer (Execu-Search)
  • 60% of employers believe employees often hear about new job openings within the company, only about 30% of employees say they actually do (ADP)
  • 83% of employees with opportunities to take on new challenges say they’re more likely to stay with the organization (ReportLinker)
  • 55% of Millennials cite leadership opportunities as a key consideration (Impraise)
  • 75% of small business employees are very or extremely happy working for a small employer (Aflac)
  • 59% of small business employees say that what they respect most about their employer is that they provide a pleasant work environment (Aflac)
  • 89% of employees age 71 and older say they are very or extremely happy working for a small employer, compared with 70% of workers ages 18 to 36 (Aflac)
  • Top five reasons employees say they like working for small businesses: flexible scheduling (27%), seeing the fruits of their labor (23%), feeling their input matters (17%), being rewarded for hard work (14%) and getting noticed by people who matter (9%) (Aflac)
  • 86% of small business employees say they know how their job fits into their employer’s long-term plans (Aflac)
  • Employees who feel their voice is heard at work are 4.6 times more likely to feel empowered to perform their best work (
  • 78% of employees who say their company encourages creativity and innovation are committed to their employer (ReportLinker)
  • 75% of employees reported they’re more likely to stay with their employer because of their benefit program (Willis Towers Watson)
  • 56% of employees say additional PTO would make them more loyal to an organization (Fierce)
  • 72% of employees say that having the ability to customize their benefits would increase their loyalty to their current employer (MetLife)
  • 76% of millennials reported that benefits customization is important for increasing their loyalty, compared to 67% of baby boomers (MetLife)
  • 62% of employees under 50 wouldn't consider working for a company that didn't offer voluntary benefits (BenefitsPro)
  • 59% of employees say that health and wellness benefits are important for increasing loyalty to their employer (MetLife)
  • 53% of employees said that financial planning programs are important for increasing loyalty (MetLife)
  • 86% of employees said they’d stay with a company for at least five years if their employer helped pay down their student loans (American Student Assistance)
  • 24% of US businesses employing hourly workers say employee retention is their top problem (Deputy)
  • Highly engaged business units result in 21% greater profitability (Gallup)
  • Highly engaged business units realize a 41% reduction in absenteeism and a 17% increase in productivity (Gallup)
  • Highly engaged business units achieve a 10% increase in customer ratings and a 20% increase in sales (Gallup)
  • Teams that address engagement needs in their everyday work outperform bottom teams by an average 20% in sales and 10% in customer engagement (Gallup)
  • 98% of HR professionals and 92% of employees surveyed said empathetic employers drive retention (Businessolver)
  • 92% of employees say showing empathy is an important way to advance employee retention (Businessolver)
  • 49% of employees would describe their organization as empathetic (Businessolver)
  • 80% of employees would work more hours and 60% would take a pay cut to work for a more empathetic employer (Businessolver)
  • 66% of employees agree employers should express empathy through benefit packages, rather than corporate social responsibility (CSR) programs (Businessolver)
  • 53% of HR professionals say employee engagement rises when onboarding is improved (SilkRoad)
  • 28% of new hires are willing to quit their new jobs if they don’t find it satisfactory in the first 90 days (Robert Half)
  • 98% of executives say onboarding programs are a key factor in retention efforts (Korn Ferry)
  • 33% of employers who have raised educational requirements have seen a positive effect on employee retention (CareerBuilder)
  • 80% of HR leaders think their organizations will be affected by scarcity of talent this year (Randstad)
  • 80% of employees felt more engaged when their work was consistent with the core values and mission of their organisation (IBM)
  • 41% of employees strongly agree that they know what their company stands for and "what makes it different from competitors." (Gallup)
  • A 10% improvement in employees' connection with the mission or purpose of their organization would result in a 12.7% reduction in safety incidents, an 8.1% decrease in turnover, and a 4.4% increase in profitability (Gallup)
  • 30% of employees who work from home are engaged (Gallup)
  • 54% of millennials would quit their job and start a business in the next six months if they had the tools and resources needed, compared to 41% of all adults (America's Small Business Development Centers)
  • 63% of survey respondents say a pet-friendly office would make them more keen on a new job (Purina)
  • 91% of employees say implementing pet-friendly policies would increase company loyalty (Banfield)


Interested in having me facilitate a book study or 10 month training plan for your team, setup a meeting today to discuss the details.

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