The Nursery Workplace Culture Quiz
No nursery gets it right 100% of the time, but being aware of the warning signs of a toxic culture is an important step to making positive changes.
Take a moment to reflect: do any of these sound familiar?
- High staff turnover
- Poor communication and low practitioner morale
- Resistance to change and new initiatives
- Frequent staff absence and burnout
- Lack of recognition and career growth
- ‘Us vs. Them’ mentality
- Consistent parent complaints
If you recognise some of these signs in your setting, don’t panic – every nursery has areas to improve!
The key is taking action, and the first step is to take the nursery culture quiz!
Rate your nursery on a scale of 1-5 (1 = not evident, 5 = very visible) for each statement below.
We’d also recommend sharing with your nursery team to gather their honest feedback! What’s your nursery score?
Communication and team voice
Staff feel comfortable approaching management with concerns or ideas
Team meetings are regular, productive, and a safe space for open discussions
Important updates are shared clearly
Staff have a say in decision-making
Support and development
Regular one-to-one check-ins give opportunity for mutual feedback and personal development opportunities
There is access to thoughtful CPD plans and training
Mentors and buddy systems help support new or less experienced team members
Nursery management recognises the emotional challenges working in early years brings and offers support for safeguarding concerns, managing difficult parents, and other workplace stressors
Practitioner retention
Staff retention is high
Exit interviews reveal dissatisfaction, stress, or feeling undervalued
Recruitment is an occasional need, not a constant cycle
Practitioners recommend your setting as a place to work to others they know
Recognition and motivation
Staff achievements are celebrated
Hard work is acknowledged and rewarded in meaningful ways
There are team celebrations or social activities to foster a sense of community and belonging
Staff feel valued and know their contributions make a difference
Work-life balance and practitioner well-being
Staff are encouraged to take their full breaks without feeling guilty
There is flexibility for important personal events (e.g., child’s first day of school, important medical appointments, emergencies)
Mental health and well-being support are integrated into the workplace (e.g., check-ins, resources, awareness days)
Staff feel they have a good work-life balance and are not overwhelmed by stress or burnout
New initiatives
Staff are open to new initiatives aimed to improve efficiency and practice
New ideas are encouraged from all practitioners
CPD and training opportunities are suggested by practitioners
New initiatives always consider staff workload and potential reward to risk
Team bonding and community
The team has a ‘workplace family’ feel and enjoys working together
Team-building activities or fun social events happen
There is a clear, shared ethos that everyone understands and embraces
New practitioners have an enhanced induction process
Preparing for Ofsted without the stress
Staff feel confident about what to expect in an Ofsted inspection and are well-prepared
Management provides clear guidance, training, and support leading up to inspections
There is an ongoing culture of high-quality practice, rather than last-minute panic before inspections
Ofsted preparation is approached as a team effort rather than adding pressure to individuals
Supporting women through every stage of life
There is open support for staff during pregnancy, including flexibility and reasonable adjustments
Staff going through menopause feel understood and accommodated (e.g., uniform adjustments, temperature control, access to rest areas)
Maternity and paternity leave and return-to-work policies are clear, supportive, and encourage work-life balance
There is a culture of respect and understanding for the different challenges women may face at various life stages
Encouraging professional growth and career progression
Staff are encouraged to participate in CPD opportunities and feel encouraged to upskill
Training is supported financially or through time allowances where possible
Career progression pathways are clear
Staff feel excited about their future within the nursery setting
Encouraging healthy lifestyles
Staff have access to fresh drinking water and nutritious snacks if needed
There is encouragement for healthy eating and well-being initiatives in the workplace
Regular toilet breaks are ensured – no one should feel like they can’t step away when needed, and managers support this by covering to ensure the adult: child ratio is maintained
Staff feel supported and that management values their physical and mental health
