How Nurseries Can Retain Staff from Day One

We all know the feeling, you’ve finally hired someone with the skills, attitude and warmth that fits your nursery culture. A brilliant practitioner who “gets it”  and you’re hopeful they’ll be the one who stays.

But here’s the question we don’t always ask early enough: what happens after they sign the contract?

In a country like the UAE, where nursery turnover is one of the most commonly cited challenges, how we welcome and integrate new staff into our teams matters more than ever. At Think Nursery, we believe staff retention doesn’t start after the probation period, it starts on Day One!

And too often, we get that first part wrong.

Are We Missing the First Step?

A survey conducted in the GCC by Michael Page (2023) found that over 45% of professionals who resigned in the first year did so because of poor onboarding experiences. When you think about the cost of recruiting, processing visas, and training early years staff, that’s a loss that few nurseries can afford to repeat.

But onboarding isn’t just about ticking boxes or handing out handbooks. It’s about making people feel seen, supported, and set up to succeed.

Let’s break down how.

What Does Effective Onboarding Look Like in a Nursery?

Onboarding in early education is more than admin — it’s culture building. It shapes how confident and connected your new team member feels in the first 90 days, and how long they’ll stay after.

Here’s what UAE nurseries should consider:

1. Prepare Before They Arrive

Your new hire should never walk into the nursery unsure of where to go, who to speak to or what the plan is.

Ask yourself:

• Is their uniform ready?

• Have they been added to the staff WhatsApp group or internal calendar?

• Do they have access to key documents like rotas, planning templates or safeguarding procedures?

Pro tip: Create a simple “Welcome Pack” PDF that includes names and photos of the team, contact numbers, nursery routines, and a short message from the manager. This costs nothing, but speaks volumes.

2. Map Out the First 30–90 Days

Don’t assume your new team member knows what “good” looks like at your nursery. Whether they’re from the UK, the Philippines, South Africa or Lebanon — expectations vary.

Set clear goals and milestones for the first few weeks:

• Week 1: Shadow a senior staff member

• Week 2: Begin key tasks with light responsibilities

• Week 3: Deliver a small group activity linked to the curriculum

Having these milestones visible and accessible (on a wall, Google Doc ect) keeps everyone aligned, including the manager.

3. Build Connections, Not Just Compliance

Too many nurseries think onboarding is complete after HR forms are signed and policies reviewed. But people stay when they feel part of something.

Create simple but meaningful moments:

• A coffee or breakfast with the leadership team

• A tour with introductions to all staff (not just the room they’ll work in)

• A mentor or buddy assigned for 30 days

People don’t leave jobs. They leave cultures where they felt like outsiders.

4. Make It Easy to Access What They Need

UAE nurseries often struggle with consistency across settings — especially multi-site groups. One room might have the planning template; another still uses paper notes.

Having a shared digital “onboarding hub” even if it’s just a Google Drive folder — helps every new staff member locate:

• Lesson planning formats

• Incident/accident forms

• EYFS guidance or KHDA regulations

• Sample observations

Keep it clear. Keep it in one place.

5. Ongoing Check-Ins & Two-Way Feedback

New staff shouldn’t just be observed, they should be heard.

A short weekly check-in with the room leader or manager for the first 4 weeks makes a huge difference. Ask:

• “How are you feeling about your role?”

• “Is there anything you’re unsure about?”

• “What ideas do you have for the room or planning?”

You can also use a simple Google Form or WhatsApp voice note system for weekly feedback.

Don’t Forget: Managers Need Support Too

Effective onboarding isn’t just about the new hire, it’s also about equipping your team leaders with the tools to onboard well.

At Think Nursery, we often find that managers know what they want from staff but haven’t been trained to communicate that clearly, especially with new educators from different cultural or educational backgrounds.

Our audits frequently highlight inconsistencies in onboarding between rooms or shifts even in well-established nurseries.

Want to Reflect on Your Current Onboarding Process?

Here are 3 quick questions to reflect on today:

1. Do new team members receive the same onboarding experience, no matter what day or shift they start on?

2. Who’s responsible for making them feel part of the culture and is that consistent?

3. After 30 days, could they confidently explain your safeguarding policy, curriculum model and classroom expectations?

If not — onboarding might be the silent reason you’re losing great staff.

Ready to Strengthen Your Retention Strategy?

At Think Nursery, we help nurseries create their onboarding systems that feel personal, purposeful and aligned with their culture. Our audits, training, and leadership coaching focus on one goal making your nursery a place people want to stay.

📩 Want help reviewing your onboarding journey?

Reach out to info@thinknursery.com or book a free discovery call with our team.

Let’s make sure your next great hire stays longer — and grows stronger.