Even when nurseries have very stable teams, there will always be some staff turnover. Managers will face the issues of how to handle the exit of members of staff as well as the arrival of new people.
- Partnership means a friendly working relationship with parents, or other family carers. There will be an adjustment, especially with parents for whose children this practitioner is the key person.
- The children also need to adjust to the change, and some children will be more affected than others when a member of staff leaves.
Focus on the children
Children in early years settings can become very close to a practitioner, especially when that individual is their key person. It is important for children's well-being that they are enabled to form close relationships. In many cases there will be more than one member of staff to whom a particular child has become close. But there will be times when the member of staff who is leaving is a very special person to some children.
It is important that children have enough warning so that they can adjust to the upcoming change. Children need at least a couple of weeks - not days. You support your staff by letting them know about changes and enabling a discussion about how changes will be best handled.
You may remind some staff that children need to be allowed to express their feelings, without, of course, adults making assumptions about those feelings. Children may want to say, 'I'm going to miss Parminder so much!' without any sense that this emotion is a criticism of the remaining staff. Later, some children may feel sad and want a comforting hug.
The right time
In small nurseries or pre-schools, all team members may be well known to all parents. A personal conversation will be the best route when telling parents of a staff member's upcoming departure.
In a large day nursery or centre, some parents will know one member of staff far better than others. It would be good practice for staff to have a personal conversation with parents whose children have been a direct responsibility.
Ideally, the staff member will inform parents who their child's new key person will be, as well as easing that transition. A more general notice or letter might be the form of communication for the parent body as a whole.
Staff changes may feel different in settings that run on a termly basis. If staff turnover matches the end of term, then saying goodbye is part of that transition. You may need to deal with some children and parents who overlook the change, and ask next term about a member of staff who has left. In full daycare, the changes will happen within a time flow when the longest break will probably be a weekend.
Fond farewell
There are different ways of saying goodbye to a member of staff, and children can be consulted and involved in what happens. For example, a farewell tea party, with parents invited, or some other event could be planned with the children's input.
Children may like to compile a memory book for the person leaving. The contents could include drawings, written memories which other staff can scribe for the children, and perhaps photos chosen by the children. You need to check that parents are content for any photos of children to leave the setting in this way.
On the last day, some children may want to hug goodbye as well as say it. But not all children will be sad.
Usually you will know in good time about the planned departure of a team member. However, sometimes a member of staff will leave with very little warning. Ill health or complications in a pregnancy might cause a swift exit or mean that somebody does not return from sick leave. It is possible, then, for children to send a card or personalised gift, or the member of staff could return to say a managed farewell.
Team dynamics
Changes in staff inevitably shift the dynamics of the team. Your importance as a manager is to know your staff and the relationships within different rooms in the nursery or centre.
A room team that works very well may be saddened by the departure of one of the team. Regrets at the loss of a liked colleague can mingle with wondering how a new person will fit the established way of working.
Shifts can come about as a result of the personality or skills of the person who is leaving. Perhaps Jessie has been the one to speak up for this room team. What will happen now in meetings? You may also need to address what will happen about the special responsibilities that this member of staff undertakes.
- Does Jack run a successful group for parents? You and he need to manage how to pass on the responsibility to a colleague in ways that share relevant information and skills. Parents should also be involved in discussion about what will happen.
- Has Marie been the main person to run the book and toy library? She needs to explain fully how this system works in practical terms.
As manager, you will make the final decision about any re-organisation of the team and responsibilities. But good practice will be to consult closely with your staff, as well as considering the views of parents and children.
In some cases, the person leaving may not have been a friendly or helpful colleague. The rest of the group may be more relieved than saddened by the exit. Courteous practice still needs to be followed about saying goodbye and informing parents.
- You need to ensure professional behaviour, perhaps by less experienced staff members, and curb inappropriate, gleeful comments about 'good riddance to Sara!'
- A wise manager is aware that problems in a team, that need to be resolved, may have just been explained away by blaming Sara. Her absence may then show that the difficulties were not all caused by her behaviour.
