Why staff wellbeing is a top priority when it comes to delivering high quality provision

The early years education and childcare sector in the UK faces significant mental health challenges, as highlighted by various research and resources. The Alliance's Minds Matter survey revealed that practitioners, including nursery managers, workers, and childminders, are impacted by excessive paperwork, financial instability, and low pay, leading to work-related stress and mental health issues.

Research by the Anna Freud Centre identified four key areas for improving staff wellbeing, including supportive management and outside support. Despite their significant contribution to children's development, early years staff often receive low pay and recognition, which can be linked to mental health problems.

It is incredibly important to prioritise the wellbeing of nursery staff in childcare settings as it directly impacts their mental health and the quality of care they provide.There are several specific approaches to address this matter.

First, offering access to resources and literature such as those found on websites like the NHS or mental health charities can provide valuable support to staff members. Additionally creating a platform for discussions about mental health and sharing personal experiences can help eradicate the stigma surrounding it and cultivate a supportive atmosphere. Furthermore, effectively managing work schedules and ensuring that staff members take breaks is crucial in preventing mental exhaustion. This helps strike a balance between less demanding times ultimately reducing stress levels. Moreover providing access to meals and snacks during work hours contributes to the well being of the staff. By implementing these measures childcare facilities can effectively foster an environment that supports the mental health of nursery staff benefiting both employees and the children they care for.

The consequences of neglecting measures to support the wellbeing of nursery staff in early years childcare and education can be substantial and far reaching. Primarily the emotional state of these staff members directly influences the quality of care and education provided to children.

Studies have demonstrated that the wellbeing and happiness of nursery staff play a role in providing quality care for children. Neglecting their health challenges can potentially undermine early years education and development.

Failing to prioritise the wellbeing of nursery staff can result in heightened stress levels, burnout and a decline in morale. The early years sector already faces a shortage of staff with reports indicating that employees feel overburdened, undervalued and financially strained. Disregarding the health and wellbeing of these professionals can exacerbate these problems leading to turnover rates, recruitment difficulties and ultimately impacting the continuity and quality of care for young children.

By not implementing solutions to support the mental health of nursery staff we perpetuate a culture where mental health issues in the workplace are stigmatised and silenced.

The survey conducted by the Anna Freud Centre highlighted that a considerable percentage of nursery staff were unaware of existing policies regarding health or wellbeing.

Neglecting to establish a welcoming and encouraging atmosphere for discussing and handling mental health issues can lead to consequences in terms of retaining staff, job fulfilment and the overall culture within the workplace. Consequently this can exacerbate the struggles faced by the early years industry in recruiting and keeping committed personnel.

But recent research has thrown a spanner in the works…

The results of a study released January 4th, 2024 by William J Fleming at the Wellbeing Research Centre, University of Oxford, pose a challenge to the popularity and legitimacy of individual-level mental well-being interventions like mindfulness, resilience and stress management, relaxation classes and well-being apps.

So if these reactive approaches are being discussed as not being as effective as first thought, what is the solution?

The key is to take a proactive and preventative approach to the mental health of those wit roles such as local authority advisory teachers, private nursery managers, pre-school leaders and childminders. The way to do this is to make sure that conversations around mental health are scheduled and instigated on a regular basis – at least once a month. Shared original content can stimulate new discussion and help early year carers to recognise everyday mental health conditions so that they can be understood and managed effectively at an early stage.

By being proactive you are developing a positive culture towards mental health that can boost morale and reduce absenteeism and staff turnover. It also goes a long way towards improving productivity and happiness in the workplace.

Gallantium