Performance reviews in daycare settings can feel… tricky. Between managing ratios, supporting kids, and keeping up with daily operations, it’s hard to imagine carving out time for formal evaluations—let alone making them something staff look forward to. But when done thoughtfully, performance reviews can strengthen your team, reduce burnout, and help employees feel truly seen.

Start with trust, not tension

A good performance review isn’t about catching someone doing something wrong. It’s a conversation. When staff know that the goal is growth—not punishment—they’re more likely to engage honestly. Let them know ahead of time what to expect, how the review will be structured, and that it’s an opportunity for two-way feedback. This builds psychological safety and opens the door for real improvement.

Focus on clear, observable behaviors

In a busy daycare, vague comments like “you’re doing great” or “try to be more proactive” don’t help anyone grow. Instead, focus on specific behaviors: “You’ve been consistently greeting parents by name at pickup—that’s helped build great rapport,” or “I’ve noticed you’ve been stepping in to support transitions without being asked. That teamwork really matters.”

If areas of improvement arise, pair feedback with support. Maybe someone is struggling with diaper-changing speed or redirecting toddlers during circle time. A little extra coaching or a peer mentor can go a long way.

Invite your team members to reflect, too. What part of the job do they love? What’s been challenging lately? How supported do they feel? This will help you understand what they need to thrive and give you insight into your center’s culture, from the classroom floor up.

Create simple, shared goals

No one needs a 17-point improvement plan. Pick one or two goals you agree on together and outline how you’ll follow up. Maybe they want to strengthen communication with parents or lead their first activity with the toddler class. Ensure they have the time, tools, and support to follow through.

Feedback feels more natural when check-ins are part of your rhythm—not just an annual task. Consider shorter quarterly check-ins, or even monthly touchpoints, to keep the lines of communication open and reduce the pressure.

Done well, performance reviews in a daycare setting are less about grading and more about growing. And your team deserves that kind of investment.

Want to keep your whole team aligned and supported? Explore how LilyPad helps center directors stay organized with tools for staff communication, shift scheduling, and more.