Line Managers– Require your managers to motivate staff, helping good performers move to new positions when possible and mentoring / coaching to minimise poor performance.
Communicate your business’s mission - Feeling connected to the setting’s goals is one way to keep employees mentally and emotionally engaged.
Career development- Maximise opportunities for employees to develop skills and knowledge. Support your staff in their training, if necessary set up a training fund.
Career progression- Have a structured career path and promote from within whenever possible. Where promotions are not feasible, look for sideways moves that vary experience or ways to expand responsibilities to make the work more interesting.
Consult employees- Ensure that staff have a 'voice'. Where there is no opportunity to voice dissatisfaction and influence outcomes, resigning may be the only option.
Be flexible- Wherever possible, accommodate individual preferences on working hours and times. Having bank staff could increase your flexibility and you could offer TOIL (time off in lieu if staff cover additional shifts).
As part of this, it's also important to monitor workload and ensure it is manageable within working hours. Encouraging parent helpers to volunteer to come into sessions could be helpful in engaging children, taking some of the pressure off of staff (this may even lead to parents considering childcare as a career).
Provide employee benefits– such as free uniform, discounted childcare or childcare vouchers. Help to arrange Trade Union membership. Sign up with local gyms, shops etc. to gain staff discounts or with companies for reduced cost health insurance. Run an ‘Employee of the month’ scheme.