🤝Take 2-Staff Retention - What Really is Culture!? (Sorry)

We experienced a technical glitch in our newsletter with links not working. We apologize for this. So…we are resending a new Newsletter with our guest writer’s FULL article on leadership and its impact on staff retention. We hope you enjoy it as much as we did!

Retention Isn’t Rocket Science—It’s Just Real Leadership

By Jaime Rechkemmer

Let’s get one thing out of the way: compensation matters. Living wages are the floor, not the ceiling. But if you’ve ever watched a rockstar teacher walk out even after a raise—or laid awake wondering why your most loyal trainer just quit—you already know: money alone doesn’t make people stay. And if you’ve done all you can with your budget, you’re probably asking, what else can I do?

Here’s the hard truth: people don’t leave because they’re tired. They leave because they’re tired and no one noticed.

Retention doesn’t hinge on pizza parties or gift cards (though hey, I love a little pepperoni morale boost). But you can’t expect educators to hang on for a 10-year pin while they feel invisible the rest of the time. In early childhood, people stick around when they feel respected, supported, and remembered—on purpose.

1. Culture Isn’t a Poster. It’s Practice.

We slap “We’re a family!” on the breakroom wall, then fail to check in on the teacher who just lost her grandmother. We call someone a “lifesaver” for covering a shift, but never ask what part of their role actually gives them life.

Real culture happens in the moments between moments—when we know our staff’s quirks, trust their craft, and respect them and their role.

● That floater who loves circle time? Let her lead music for toddlers.

● Your front desk admin with the color-coded licensing binder? Have him train new hires.

● The teacher who always has a homemade sensory bin? Ask her to present PD at a staff meeting.

2. Fail Forward—But Never Fail the Kiddos

A safe learning culture isn’t just for kids—adults need one, too. My message to every team I’ve led: You’re safe to stumble with me, just don’t drop the children.

You can’t prevent licensing violations by demanding perfection. You can make them less likely by building a team that feels safe enough to say, “I messed up—can we talk throughit?” Mistakes aren’t the enemy; silence is. So build feedback-rich environments. Model, don’t mandate. Coach before you correct.

You may be saying, “but mistakes are costly”. I hear you—and you're not wrong. So are licensing violations and lawsuits. Here’s the part no one says out loud: the fastest way to end up with both is to create a culture where your teachers are too scared to ask for help, admit a misstep, or speak up when something’s going sideways.

3. “Grow Here or Grow Somewhere Else” Isn’t a Threat—It’s a Gift.

Retention isn’t about holding people hostage. Most teachers won’t stay forever—and that’s okay. What matters is getting their best while they’re with you. And if you’re lucky enough to find a “forever” teammate? Make sure they’re evolving right alongside the kids.

Ask: “What’s your dream job?” Why? Because if I know where they’re headed, then help them take one step toward it—even if it leads them elsewhere someday. In every classroom and coaching role, there’s a future site director, curriculum writer, therapist, or entrepreneur just waiting to be asked: “What’s next for you?” People don’t walk away from places that invest in who they’re becoming.

4. Be Kind. Tell the Truth. Have Fun.

This isn’t a slogan—it’s a retention plan in disguise.

● Be Kind—Catch people doing things right and say it out loud. Kindness is specific, active, and doesn’t cost a dime.

● Tell the Truth—Don’t sugarcoat the hard stuff, but don’t leave your people hanging either. Real leadership is honest and in the trenches.

● Have Fun—Fun is glue. Laughter builds the kind of camaraderie that doesn’t show up on a spreadsheet—but you’ll see it in who stays, who smiles, and who shows up early on the hardest days.

Retention isn’t rocket science, and retention isn’t magic. It’s daily, deliberate, human work. It’s checking in before checking boxes. It’s giving feedback like a coach, not a critic. It’s remembering that the people who care for children deserve just as much care themselves.

You don’t need a fancy initiative or a five-step framework—you need consistency, courage, and a culture that says: We see you. We’ve got your back. And we’re in this together. Because when you lead with kindness, truth, and just the right amount of fun?

People don’t just stick around. They lean in, lift others, and leave the place better than they found it. That’s the kind of legacy really worth leading.

More about Jaime!

Jaime Rechkemmer – Strategic Leadership for Early Education
With nearly 30 years in the field, Jaime Rechkemmer has led education, operations, and quality improvement at some of the nation’s largest childcare organizations. From enrollment growth and staff retention to QRIS success and licensing compliance, she helps programs move from surviving to thriving with a mix of strategy, systems thinking, and deep operational insight.

As founder of Aim4Impact Consulting, Jaime partners with early education leaders across the country to solve complex challenges with practical, sustainable solutions. She serves as chair of the AI & Machine Learning Advisory Board at WatchMeGrow and is actively researching compliance trends and ROI to help providers see quality as both a mission and a business strategy.

Jaime is a trusted advisor to national and state organizations, including GCCA, NECPA/NCCA, and ECEC, and speaks regularly at conferences nationwide. Whether coaching leaders, modernizing policies, or designing data-informed systems, she brings clarity, integrity, and an unwavering commitment to the field.

Connect at Aim4Impact.org or on LinkedIn.

YOUR VOICE COUNTS

Is there a topic you want more info on or want to share a funny story? Then let us know! Shoot us a quick email at [email protected]. This newsletter is for you, and well, you should have a say, don't’ you think?