Article Link: http://stage.exchangepress.com/article/the-exit-i/5009271/
It was the fourth teacher resignation in the past eight months. Two teachers had resigned in August and one had resigned right before Christmas. "What is going on?" Peg Jones, director of this child care program, was becoming more and more concerned about turnover. When she asked employees why they were leaving, the standard answer was always "for a better salary." But was that the real reason? Although Peg knew salaries played a part in the resignations, she thought the time had come to determine if there were other reasons as well.Many child care administrators and boards never really know why people quit their jobs and often make little effort to find out the reasons. No one wants good teachers or staff to leave. Any departure is associated with emotional upheaval as well as significant expenses. What can a director do to understand why people leave?
One useful method is an exit interview. Exit interviews generally cost little in dollars and time, can be used for any type of organizational structure, and provide data that can be tabulated and analyzed easily. Yet exit interviews in the child care field are not ...