Teacher turnover rates in early childhood education can be as high as 30 percent (Whitebook & Sakai, 2003). Each instance of turnover poses a financial burden for tuition-dependent programs, as they invest in recruiting, hiring, and training new personnel to fill vacated positions. These new hires are typically a financial drain on the program for at least the first six months of hire (Suggs, 2014; Harpelund, Nielsen & Højberg, 2019). No matter how many resources employers invest in new employees, it still takes a considerable amount of time for new employees to learn the intricacies of a new child care program and reach an expected level of productivity. To realize a greater return on investment, early childhood leaders must develop strategies that reduce staff turnover and improve employee retention.