ExchangeEveryDay Past Issues

Our staff are all encouraged to see what others are doing to make our center a special place for children and adults. When they find those special acts, they complete a "Random Acts of Kindness" card explaining what happened and who was caught being kind. At monthly staff meetings, the names of those kind persons and the ones who saw the kindness go into a drawing. One name from each catagory is drawn and the recipients are given a gift certificate to a local restaurant.

A common goal - such as the Colorado Educare 4 star rating. We all were working towards it and when we achieved it, it was/is continually motivating to retain that high level.

Every month end we have designed a "Best teacher of the month award", wherein various factors are taken into consideration viz. regularity, conduct, rapport with students &other staff members,etc. this has kept them highly motivated as it also has a cash prize.

The most important thing is to involve them in the process. A sense of ownership supports each staff member to rise to their higest self both professionall and personally. Communication with staff before decissions are made, even if the final decission is hard to accept, supports the administration's belief that each member of the team is valuable.

Vision - Our school just opened in May. I share my vision of being a first rate accredited school with my staff often. I also talk about how that school will look and give them suggestions for improvements.

Classroom of the Quarter is one of the strategies we use. Each quarter the administrative staff (3 of us) choose a classroom who has gone above and beyond what we would have expected. The center treats that classroom to lunch and the administrative staff covers the classroom so they can all eat together.

We have fun games throughout the year (i.e. what was your most memeorable moment). We put everyone's answer on a notecard, number it, post it, and have everyone guess. The person with the most correct answers wins.

My biggest challenge was finding (actually, taking) the time to praise staff for the every day efforts I appreciated. So now I have a supply of corny but cute notes that correlate with a candy theme...example: A note that says "You're worth a MINT to me!" to which I attach a chocolate mint candy. I have the notes pre-made and a small stash of candy on hand so it's easy for me to tape the candy on the note, jot a quick note on it about what I specifically appreciate, and stick it in the staff's mailbox. It only takes a few seconds to recognize that person's efforts, but it tells them that I appreciate them. Other staff see the note/candy in the staff's mailbox, too, and I hear them commenting on it or asking the other staff about it.

We have used a note of appreciation (on an established form). This can be filled by any staff person that sees another staff member doing something "above the call of duty". This goes in the employee's file.

Rather than having the teachers bring me lists of things they need or receipts to be reimbursed on a daily or weekly basis, I give them class money at the beginning of each month. The amount depends on the center's budget. This money is to be used for enhancements to the curriculum. I make sure that we have all the basics such as, paper, crayons, paints, glue, etc. At the end of the month the envelope they return to me must have money and receipts to equal the amount I gave them in the beginning. At that point they get a new amount for the following amount. This has worked well because it gives the staff some independence and it helps to not have to ask about every penny they spend on the classroom.

Prize night at staff meetings, one in a while, usually three times a year we have prize night meaning that a quiz, scavenger hunt or some type of game is used to refresh the licensing rules, policies/procedures, etc. Prizes from token gifts to gift certificates are given to staff meeting certain criteria-most questions answered correctly, good question asked that we work on an answer for, etc. Brings up morale, gets them up and moving instead of seating.

I give "notes from Julie" (on one of those kid pads with my name on it) when I see my staff doing good things - if they get 5, I buy them a free lunch

We have a quarterly drawing of all centers with no worker's comp claims for the previous quarter. The center drawn is rewarded by every employee receiving cash. We are using this to motivate staff to look at their environments for safety and to practice good safety habits.

I challenge them to try new ideas, projects instead of doing the same thing all the time. Sometimes this a hard thing for seasoned teachers to do because they are in a comfortable zone. It is hard for them to change the norm. But when it is successful and the children and/or parents make positive remarks/ comments, it is the best positive reinforcement. I make sure that I walk through the classrooms a couple times a day and see if I notice anything new. I then give my praises.

Working with complaints. We have a complaint form that says "Complaints are gifts." We have learned that a complaint a parent has can actually be a gift, stretching us to think in new ways and do new things.

Funny Money: when staff are "caught" being good they get funny money, which is money with value of 1, 2, 5. Also when they "join" the team appropriately or participate in a school spirit day, etc. or do something above and beyond. They get to spend their funny money at holiday party in Dec or at June staff dinner. Items range from money raffles, household items, televisions, etc.

Including my staff in decision-making and problem solving is invigorating for all of us. It always births new ideas and innovative ways to handle things. Incorporating their suggestions and acting on them affirms that their input really matters and encourages them to excellence. They are outstanding folks!

I have used the "Fish--catch the energy and release the potential" philosophy for training and also for ongoing positive motivation. I have the Fish, Fish Tales and Fish Sticks books by Stephen C. Lundin, PhD. Harry Paul and John Christensen on my desk and refer to them often, taking a quote or story to a staff, dialogue or training meeting when I see morale sliding. It usually does the trick.

Time off with pay for all meetings except staff meetings - although here we provided a meal. When staff put in extra time or effort towards special projects Supervisors were able to give time off in lieu of pay. While this may not seem so motivating - the Supervisors noted additional time spent and then on occasion sent an educator home early on a low attendace day! You never knew when you were getting the time off and educators would work extra hard to vy for recognition and the chance to sleep in or go home early with pay!

I guaranteed to give the time and pay the expenses for any staff who apply and are accepted to present a workshop at NAEYC (limit two presenters per workshop.)

I love to include "surprises" with their pay checks. Some of the things I have done are: a note of appreciation, a compliment about something they have done well on the job, a box of magnets with a note saying "Our staff sticks together," a box of Tic Tacks with a note saying "You are like a breath of fresh air to our school," a Pay Day candy bar, a pencil with a note saying, "You make a mark on our school." Be creative in your choices!

Although the teachers have BA degrees in elementary education. I have encouraged them to enroll in early childhood education courses. This semester they are taking the daycare administrator course.They are reimbursed from the budget. One staff member who was unable to afford enrolling in a course, I paid for out of pocket . The point being , professional development is the ground work for quality run early learning centers.

Begin Staff meetings with a sharing of "Ideas that work." Let people know ahead what the topic is, i.e., each team share an idea to be used at small Group time or share a transition activity. This helps to keep staff inspired with new ideas and motivated toward improvement and also builds camaraderie. It is especially helpful if someone takes notes of all these good ideas and then gives everyone a copy.

One fun technique that we have successfully employed to motivate our staff is using the format of the TV show "Trading Places" to set up interest areas in two class rooms. Materials and plans were prepared in advance by "designers". Each group had two hours to construct the teacher-made resources and set up appropriate centers. It really was a great way for the teachers to examine each center, to learn about teacher-made resources, and to appreciate the supplies they have.

Lunch away from the classroom. We give the teacher and assistant the credit card and let them go out to lunch while administrators go into their classroom and eat/clean-up/put down for nap, etc.

Positive staff meetings -- include all staff including part time. Take the team approach. WHen speaking to the group use WE and OUR instead of you or I, my etc.

I allow my staff to self schedule. They know the requirements and they make sure that coverage is appropriate, but they also can talk amongst each other if they want a day off. This gives them respect and shows I trust them and their decisions.

Like with children, our approaches for motivating staff need to be individualized. One size does not fit all. One of my more fluid appoaches has been monthly meetings with lead teachers to find out what their needs might be, what is successful about their curriculum and their approaches to children. I then (try) to make sure I observe in their room and look for specific examples of what they talked with me about. At our next meeting, I share my own observations about their successes and challenges. This of course, the is reflective supervision model, but serves as a motivating stategy also.

Dover Children's Center

We have a "Kudo's" Tree. I wrote on a 3x5 card something
that I saw another staff member do, that I wanted to recognize her for. So the card went on the tree and she received a Kudo's bar. She did the same thing for someone else the following week...so each week someone was given Kudos for something they had done and another staff member had noticed.

InsightsTraining & Consulting

Have a staff bulletin board that features one staff person per month. That staff person is bombarded with wonderful things for a month. Parents, kids, and other staff members are encouraged to participate.