Why is the Turnover Rate High for Kindergarten Teachers (Yōchien Kyōyu)? Analyzing the Structure of “Complex Duties,” “Burden of Event Preparation,” and “Stress from Parent Communication”

Kindergarten teaching is a highly specialized job that establishes the foundation for young children’s growth, yet it is one of the professions with a high turnover rate. The main factors include long working hours due to extensive administrative and miscellaneous tasks in addition to education/care, the heavy burden of after-hours work, especially for event preparation, and the mental stress arising from differences in values with parents. Furthermore, the low wage level, which does not match the heavy workload, creates a structure that exhausts the mind and body.

This article provides a detailed explanation of the factors leading to the high turnover rate in this profession, examining them from four perspectives: working conditions, compensation/benefits, workload, and career development.

Turnover Rates in the Education and Learning Support Industry (Reference Data)

The turnover rate for the Education and Learning Support Industry, which includes kindergarten teachers, remains slightly higher than the all-industry average.

1. The Issue of Working Hours (Event Preparation and Unpaid Overtime)

Although children’s attendance hours are fixed, the volume of ancillary tasks beyond core education and care is large, resulting in long periods of time commitment.

Unpaid Overtime from Event Preparation:

• Normalization of After-Hours Work: Extensive overtime and “take-home work” are common for the planning, preparation, and creation of decorations for large seasonal events like Sports Day, Presentation Day, and Life Announcement events.
• Heavy Administrative Load: The volume of paperwork, including writing guidance plans, contact notebooks, and class newsletters, is vast and often performed outside of scheduled work hours.

Long Time Commitment:

• Extended Care Duties: Staff members assigned to extended or after-hours care must work long shifts, from early morning until late afternoon or evening.
• Reduction of Summer Break: Even during the official summer vacation period, staff are often required to attend training, staff meetings, facility maintenance, and administrative tasks, making long personal breaks difficult.

2. The Issue of Compensation and Benefits (Wages Not Commensurate with Workload)

Similar to childcare workers, the low wage level relative to the high specialization and heavy responsibility is a major problem.

Relatively Low Wage Levels:

• Constraints of Public Systems: Depending on the kindergarten’s management type (e.g., private school subsidies), salary levels are often determined according to public systems, making it difficult for wages to match the heavy workload and responsibility.
• Inadequate Evaluation of Experience/Skill: Many feel that improvement in experience and instructional ability is not adequately reflected in salary or position advancements.

Lack of Welfare Benefits:

• Smaller private kindergartens may have inadequate social insurance or welfare benefits, or lack generous allowances.

3. Workload and Mental Stress (Responsibility for Life and Parent Communication)

The heavy responsibility for children’s safety and the difficulty in establishing relationships with parents cause significant mental strain.

Mental and Emotional Stress:

• Pressure of Child Safety Management: There is constant, heavy pressure to prevent accidents, injuries, respond to allergies and sudden illnesses in a group setting, which involves responsibility for children’s lives.
• Burden of Emotional Labor: High-level emotional labor is required to constantly interact with children with a smile and a loving attitude.
• Stress from Parent Communication: Conflicts often arise between the kindergarten’s educational policy and parents’ educational views or requests. Managing these interpersonal issues and complaints is a major source of mental stress.
• Intensive Communication: A significant amount of time and mental energy is spent on communication with parents through contact notebooks and verbal updates during pickup/drop-off.

Physical Strain:

• Physical Activities: Work involves frequent physical activity on the playground and lifting or supporting children, leading to high energy consumption.

4. Issues with Career Development and Training Systems

Maintaining and improving specialized skills, along with complex workplace interpersonal dynamics, contributes to turnover.

Insufficient Education and Training Systems:

• Personalization of Instruction: Due to the busy environment, guidance for new teachers relies heavily on On-the-Job Training (OJT), often left to the discretion of veteran teachers, leading to inconsistency in instruction quality.
• Limited Training Opportunities: Opportunities to attend training for professional educational methods or the latest knowledge may be limited.

Complex Interpersonal Relationships:

• Workplaces often have a high ratio of female staff. Interpersonal conflicts or cliques among staff members can be a major cause of turnover.

Career Stagnation:

• The path to management roles like Chief Teacher or Director may be limited, or the promotion criteria may be unclear, making it difficult to envision career growth or set goals.

The Structure of the Vicious Cycle

The kindergarten teacher industry is trapped in a vicious cycle: “Low wages and heavy responsibility → Long hours/unpaid overtime due to event preparation and administrative tasks → Mental and physical exhaustion and stress from parent communication → Experienced teachers quit → Remaining teachers cover more children and duties.” Crucially, the motivation stemming from “love for children” often leads staff to tolerate harsh working conditions, which accelerates turnover.