Why is good onboarding in kindergarten crucial?

The "problem" in kindergartens is not the lack of qualified workers!

On the culture of welcome, misunderstandings and the great opportunity

The shortage of qualified workers in daycare centers in Germany is real. Many institutions now rely on hiring international, trained educational specialists. But as much as these colleagues are needed, the disappointment on both sides is often great after a few months: misunderstandings, uncertainty, excessive demands, distance within the team or even the decision to leave the job.

The good news: The majority of these challenges have less to do with “cultural differences” than with a central process that is overlooked in many daycare centers: structured adaptation .

5 typical mistakes when adapting to kindergarten

1. "It'll be okay"

In practice, there is often no clear responsibility for training. New employees are not given a structured schedule, but are expected to learn on the fly. This is especially frustrating for professionals who come out of their training with different expectations. They often don’t know if they are allowed to act independently, if they are doing something wrong, or if their reluctance will be interpreted as a lack of commitment.

2. No transfer of responsibility

Many new employees, especially from abroad, want to show what they can do. If they are assigned only to monitoring or routine tasks for weeks, the impression quickly arises that they are not needed or taken seriously. International specialists in particular often offer valuable input and bring new perspectives. If they are given appropriate tasks at an early stage, they feel noticed and integrated.

3. Lack of feedback

Without feedback, there is no orientation: "Am I doing it right? Do I fit in here?" This is especially true for teachers working in a new country with a new language. Constructive, appreciative feedback provides security. Especially when there is uncertainty in communication, it is important to provide regular feedback - including about what is going well. Only in this way can a two-way learning process be achieved.

4. No mentoring

New educators need a constant point of contact in their daily lives. Without this point of contact, small uncertainties quickly turn into big annoyances. International professionals in particular are often hesitant to ask questions out of respect or insecurity. An active mentoring program with clear roles, goals, and discussion phases can reduce uncertainty and promote integration. It is important that mentors also need support in their role so that they are not overwhelmed.

5. Neglected team dynamics

Onboarding affects not only the new professional, but the entire team. If integration is not consciously designed, cliques or hidden tensions arise – especially when language barriers or different working methods come into play. I often hear from managers: “Suddenly there is anxiety in the team” – but this anxiety is a sign of a lack of collective reflection. A strong team needs openness to diversity – and time for dialogue.

3 key building blocks for successful entry (with practical implications)

1. Structure and transparency from the start

A good onboarding process starts before the first day of work . With a welcome letter, a clear schedule for the first week, a prepared welcome folder and a clear assignment of tasks. Foreign skilled workers especially appreciate knowing what to expect.

2. Anchor reflection and feedback

Regular discussions (after 2 weeks, 1 month, 3 months) provide orientation and show appreciation. In my consultations, I repeatedly experience that foreign educational professionals even want to prepare for these discussions when they receive templates. This shows how much they want to integrate – they just need the structure to do so.

3. Mentoring instead of leaving alone

A mentor as a direct contact person is worth its weight in gold. In daycare centers where this system is actively practiced, international professionals tell me that children have a much safer start and a faster arrival. A short, defined mentor-mentee program with clear goals is more effective than informal help “as needed.”

Our practical advice:

Understanding begins with structure.

If we want to attract international skilled workers, we need to not only offer them jobs, but also real guidance. Onboarding is not an extra, but the basis for successful teamwork and sustainable staff retention .

With my digital “ Inclusion Kit for Daycare Managers ” you get a ready-to-use collection of templates, plans, reflection sheets and feedback guides – field-tested and especially suitable for teams with international educators.

Because those who are well received stay!

What the onboarding kit includes:

• ✔️ Checklists for preparing for the first day of work

• ✔️ Email templates for welcoming the team, parents, and new employees

• ✔️ Structured schedules for the first week

• ✔️ Tools for profile and onboarding new specialists

• ✔️ Reflection sheets for employees and management (after 4 weeks, 3 months, end of probation period)

• ✔️ Guidelines for feedback interviews and probation interviews

• ✔️ Mentor Guide and fillable mentor-mentee agreement

  
  

All content is available digitally in PDF format and can be customized for your institution upon request.

Your Kita-Job team

Vladislava Ivanova