5 Practical Steps to Maintain a High-Quality Childcare Program Despite Today’s Staffing Challenges.

Maintaining a high-quality childcare program is no small feat—especially in today's climate of staffing shortages, shifting expectations, and evolving workforce dynamics. As early childhood leaders, we know that the heart of any successful program is the team behind it. But with hiring becoming more difficult and turnover on the rise, how do we protect our program quality while still building a team that thrives?

Here are five actionable steps that have helped us stay grounded, strategic, and committed to excellence—regardless of the challenges.

1. Set Expectations with Radical Transparency—Before Day One

One of the biggest mistakes leaders make is overselling the opportunity during the interview process. While it’s natural to want to inspire new hires, setting realistic expectations from the start builds trust and reduces early turnover.

Be upfront about where your school is currently, what challenges exist, and what goals you’re working toward. Share a clear picture of the school culture—both the strengths and the areas still under development. Most importantly, clarify the exact role the new hire will play in moving your program forward. You don’t need perfection; you need alignment.

2. Connect Each Role to the School’s Mission

If your staff doesn’t understand or feel connected to your mission, they’ll struggle to feel purposeful or motivated long-term. That’s why step two is all about alignment with purpose.

During hiring and onboarding, clearly communicate your school’s mission and how each employee contributes to that mission daily. Make space for new hires to reflect and share how their personal values align—or don’t. When people resonate with your mission, they show up differently. They problem-solve more intentionally, engage more deeply, and stay longer.

3. Complete Onboarding Before the Classroom

Don’t wait until someone is already in the classroom to teach them your policies and procedures. That’s too late.

Create a pre-classroom onboarding process that walks new hires through your school’s expectations, staff handbook, emergency procedures, classroom practices, and communication systems. Make this a required step prior to their first classroom shift—and have them sign acknowledgment forms along the way. When people step into the classroom fully informed, they’re more confident, more capable, and more accountable.

4. Offer a Paid Preview Day

Before finalizing a hire, offer the candidate a paid trial day in the classroom. This benefits both sides.

It gives the candidate a real look at the children, the team, the pace, and the expectations of the role—no surprises. It also allows your team to preview their classroom presence, communication style, and how they engage with children and staff. This step minimizes mismatches, builds mutual respect, and reduces the likelihood of quick exits.

5. Use the 90-Day Probation Period Wisely and Firmly

The first 90 days should never be a grace period—they should be a testing period.

Use the probationary period to evaluate punctuality, attendance, initiative, and how well the employee is progressing with required training. Make it clear from the start that permanent employment is contingent upon the successful completion of the 90-day period. If the new hire isn’t meeting standards, take swift and confident action. The longer a mismatch lingers, the more program quality suffers.

In Closing

Staffing challenges are real. But quality doesn’t have to take a back seat.

When you get intentional about who you hire, how you onboard, and how you uphold your standards, you create a school culture that attracts, develops, and retains the right people—and that’s the foundation of every high-quality childcare program.