Staff Retention at Playbright Rosebery

Staff Retention
 01 Nov 2022

Staff Retention at Playbright Rosebery.

BY BONNIE LAXTON-BLINKHORN, KINDICARE

NOVEMBER 2, 2022

Staff shortages are a daily pressure for early education and care services across the country, and while steps are underway to plug the skills gap, the effects of these measures will take a fair while to filter through.

In the meantime, the best strategy for operating at the coalface of a skills shortage, is to hold on to the skills you have, and the people who possess them! We spoke to Playbright Rosebery’s director, Paula McPhee, to learn her strategies for staff retention.  

Paula has built, nurtured and retained a wonderful team of educators, who go above and beyond to provide the best possible care for all the children in their early learning community.

With more than 10 years’ experience in the early childhood education sector Paula knows a thing or two about the importance of high-quality staff and has a clear sense of her role in creating a supportive team environment where people feel supported and empowered to deliver their very best.   

Fundamental to Paula’s approach to staff retention are:

  • Provision of a supportive team environment that creates a safe and inclusive service for all
  • Mentoring, capacity building, regular meetings, team building and social activities
  • Open communication
  • Opportunities for educators to participate in continuous professional development and practice their skills.

 

At Playbright they also identify a ‘team member of the month’ and have annual awards which celebrate outstanding performances.

“We value each contribution of our dedicated and responsible educators in helping children to stay grounded, resilient and grateful in all situations,” says Paula.

Good retention relies on good recruitment and while pickings are slim right now, it’s still important to spend the time to ensure every hire you make is the right hire, and this is clearly reflected in Paula’s approach.

“Our recruitment process requires an intensive interview and trial to ensure that we are not only employing a good fit, but that new staff are also committed to be part of our team.

“It is vital that we review candidate’s credentials, incorporate success factors, identify behaviours, qualities, skills and values of the educator, emphasising that we value our company’s culture, team work, problem solving skills and a growth mindset.”

Every good hire strengthens and consolidates the team in place and when we asked Paula what a high performing and happy team looks like she said it is a group of people that works collaboratively, respectfully, and ethically together to build and promote a positive organisational culture and professional learning community.

“Educators and staff members are supported in their learning and skills development and it’s where we challenge and learn from each other, recognising each other’s strengths and promoting professional standards in our practice, interactions and relationships.”

Paula says retention fostered via a strong team culture also means educators at Playbright can turn their full attention to their work with the children.

“Consistent and committed staff supports high quality standards and continuity of care for children. It is important for our service to have qualified and experienced staff and retain our staff members who can best meet the needs of children and their families.”

For services looking to boost morale and staff retention rates Paula has this advice:

“Show your educators they are valued, provide career development opportunities to all and address their potential for future growth, continue honing their skills through professional development and support them to establish long term goals to strengthen engagement and fuel succession by preparing key educators to fill future roles. Provide educators with new responsibilities and help them make the most of their potential.” 

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