You can’t fix what you don’t measure. That’s why staff retention metrics aren’t just bonus nice-to-know numbers—they’re essential if you want to build a thriving early education program. High turnover doesn’t just lead to classroom disruptions or extra hiring tasks. It affects children’s experiences, family trust, and team morale. But when you’re tracking the right metrics, you can spot trends early and take meaningful action before it’s too late.

Whether you’re just getting started or looking to improve what you’re already tracking, this guide will walk you through the key metrics, what they reveal, and how to use them to support your staff long term. 

What are staff retention metrics—and why do they matter?

Staff retention metrics help you track how many team members stay, how many leave, and how long teachers remain in their roles. Simple on the surface—but powerful for building a team of reliable, dedicated teachers.

In early education, where relationships are everything, retention is more than a business concern. It’s a quality indicator. Frequent staff changes can make it harder for children to feel secure, for families to build trust, and for teams to operate with confidence.

By measuring teacher retention and turnover over time, you gain insight into:

• Team stability and staff satisfaction

• Where your hiring and onboarding processes may fall short

• How internal changes—like a new schedule or new teacher—may be impacting morale

These aren’t just numbers. They’re signals. And tracking your teacher retention rates over time can highlight shifts in staff satisfaction before they become bigger issues.

Key metrics you should be tracking

You don’t need to be a numbers person to track staff retention. In fact, many directors already have a sense of how often staff come and go—they’re just not putting it on paper. These are the three retention-related metrics worth keeping an eye on:

Teacher Retention Rate

This is just a way of tracking how many teachers stick around. If you had 10 teachers last September and 8 of them are still with you today, your retention rate is 80%.

The higher your retention rate, the more stable your team is—which usually means better relationships, smoother classrooms, and less stress for you.

Teacher Turnover Rate

This one looks at how often teachers leave. If you feel like you’re constantly hiring, this stat can back that up and help you understand if it’s a seasonal trend—or something more serious.

High turnover can mean burnout, misaligned expectations, or a gap in support. Tracking it over time helps you get ahead of the problem.

Percentage of Teachers Leaving the Profession Within 5 Years

Across the industry, many teachers leave the field entirely within their first few years. If you’re seeing new hires leave not just your center, but early education altogether, it’s worth asking why.

This kind of data points to deeper issues—like lack of career growth, poor compensation, or burnout—that are bigger than one classroom or center. Still, by noticing it, you can start creating a work environment that bucks the trend.

What These Metrics Reveal About Staffing Challenges

Tracking staff retention isn’t just about record-keeping—it’s about uncovering patterns. When you start putting the numbers on paper, a story begins to take shape. Maybe you’re losing new hires within the first 90 days. Maybe turnover spikes every spring. Maybe teachers are leaving certain classrooms more than others.

These patterns help you ask better questions:

• Are new hires getting the support they need?

• Are classroom ratios or schedules burning staff out?

• Are my staff incentivized?

• Are certain leadership or communication styles pushing people away?

The point isn’t to assign blame—it’s to understand what’s working, and what isn’t, so you can adjust before problems grow. Small tweaks, like reworking your onboarding process or adding a mid-year check-in, can have a big impact when they’re based on real data.

How to Start Tracking—Without Getting Overwhelmed

You don’t need fancy tools or complicated dashboards to track retention. A simple spreadsheet or even a paper tracker can go a long way.

Here’s how to start:

1. Pick one metric to track. Start with retention or turnover—whichever feels most relevant right now.

2. Choose a time frame. Look at your numbers month-to-month, quarterly, or annually—whatever works with your staffing flow.

3. Make it part of your routine. Set a reminder to review your metrics regularly, just like you would enrollment or licensing deadlines.

Even if your records aren’t perfect, consistency is what counts. Over time, you’ll build a clear picture of what’s happening with your team—and where to focus your energy.

Turning Metrics Into Action

Once you’ve got the numbers, the real power is in what you do with them. Retention metrics aren’t just about reflection—they’re a tool for change.

Here’s what that might look like:

• If you notice most teachers leave in the first six months, consider adding structured mentorship or weekly check-ins for new staff.

• If your turnover is higher in one age group or classroom, dig into what’s driving the pressure there. Is it ratios, planning demands, or behavior challenges?

• If retention improves after a raise or schedule change, that’s proof you’re on the right track—and a great data point to share with your board or owners.

You can also use retention data when planning professional development, adjusting staffing models, or setting goals for the year ahead. It gives you something solid to build on—especially when budgets are tight and every decision counts.

Understanding staff retention isn’t about being perfect with numbers—it’s about being proactive. Every teacher you retain is one less hiring scramble, one more stable classroom, and one more child who feels supported.