Stumbling Through Work
Working in education is to stumble through your everyday! We love what we do, but staff, families, policies, regulations and sometimes even the children make us quit everyday then come back the next day. Just remember, you are not in this alone.
Stumbling Through Work
We Came For Goldfish And Got Bleach Instead
A water pitcher, a cleaning bottle, and a rushed routine turned snack time into a health scare—then a bland corporate statement tried to make it disappear. We pull back the curtain on how incidents like this happen in real programs: thin ratios, frantic handoffs, vague labeling, and a pace that makes errors inevitable. Safety isn’t a poster on the wall; it’s a culture built from boring consistency—clear systems, ongoing training, locked storage, separate prep zones, and immediate, honest communication with families.
From there, we widen the lens to a policy debate with real stakes: removing “professional” status from education degrees. That shift wouldn’t just bruise egos; it would hit wages, QRIS metrics, scholarships, and teacher pipelines, with early childhood education taking the first and hardest blow. Lower standards mean lower pay, higher turnover, and less stability in classrooms that need it most. Communities already carrying the weight—low‑income neighborhoods, rural areas, families of color—would feel the cuts immediately. Children lose access to trained, consistent adults, and long‑term outcomes suffer. Professional recognition is not a luxury; it is the backbone of quality.
We also get practical. We talk ratios and mixed‑age chaos, how to evaluate whether higher tuition buys better staffing or just prettier lobbies, and the hiring traps that keep programs stuck in survival mode. Directors get a blueprint for structured interviews and meaningful evaluations that reward the steady and release the checked‑out. Teachers hear permission to leave roles that grind them down and find work that fits their strengths. Parents get a checklist of what to look for: calm rooms, stable teams, clear procedures, and leaders who show their work.
If you care about safety, respect for educators, and real quality in early childhood education, this one matters. Listen, share with a colleague, and tell us what system you’re fixing first. And if the show helps you think and lead better, follow, rate, and leave a review so more educators can find it.
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Welcome to Stumbling Through Work where Educators Figure Shit Out. The podcast for educators and anyone who ever walked into their program and said, Nope, not today. I'm your host, Jared Huff, here to unpack the wild stories, broken systems, and to call out the chaos. Let's get into it. Hey team, welcome to another episode of Stumbling Through Work where educators figure shit out. Today we're bringing you a story from New York City, where an employee allegedly, supposedly, unbelievably poured cleaning solution into a water pitcher and then served it to kids at snack time. Yes. You heard me correctly. Water with bleach on purpose? No. On accident? Apparently. And the saddest thing that I've heard in a while, absolutely. So let's talk about it. So according to the CBC, sorry, the CBS News, here's the chain of events. There was a water pitcher, there was a cleaning solution bottle. One employee mixed them. Then others served the water to children. Kids drink it. And then everyone realized something was very, very wrong. Then the health department got involved and shut the whole center down immediately. As they should have. But see, here's the thing. The facility didn't tell anyone about the incident or that they were closing. And parents arrived one day, a few days later, to lock doors to drop off, and then there was just confusion. But see, here's the thing. One of the parents said to the news, quote, had it not been for you, I would have never known. Like this was not communicated to us at all in any way. And it just it is just really bad practice, unquote, is what she said. So, how does something like this even happen? This screams training gaps, labeling issues, lack of a clear system, staff rushing, poor handoff communication. And see, this is what happens when everyone is understaffed, everyone is in a hurry, turnover is high, people are new, and people are just overwhelmed. And the person who made the mistake probably feels sick to their stomach. I know they have to feel sick to their stomach. No one just wakes up and just says, Let me just go poison children today, or I hope that they don't. But mistakes in early childhood education, they have consequences, serious ones, which is why we do not play when it comes to chemicals or take shortcuts or just this one time moment. If you've ever sat through a licensing training, you know they love bleach. They want bleach bottles labeled, bleach bottles inaccessible, bleach bottles stored away, bleach mixed in precise parts per million, bleach never mistaken for anything else. But see here's the catch. See in ECE bleach is everywhere, and I mean everywhere. We use it like holy water on tables, bleach. Toys, bleach. Changing tables, bleach. Dolls, probably bleach. Your soul, definitely soaked in bleach. So yes, if there isn't a clear system, someone will pick up the wrong bottle. We can't pretend centers operate like hospitals with lab graded precision. We operate like teachers juggling tin toddlers while prepping snack, while unclogging toilets and signing daily sheets, answering phones, and then helping with you know 10 children with meltdowns. This risk is real. Imagine this. Imagine being a parent and hearing this. Like, hi, yes, your child may have consumed cleaning solution at snack time. Like, what the hell? The lawsuits would be lined up in the morning, and I know I will be one of them. Parents don't care about your staffing shortages, it just is what it is. They don't care about your staffing shortages, they don't care about your turnover, they don't care about your tight ratios or your system. They care about safety, trust, and transparency. And in this case, parents said they weren't told details immediately. They were actually given the center is closed, we're you know, we're we're relocating you, and everything is fine. Everything is not fine. Let me tell y'all this. This is what got me. This was the gag. A spokesperson for the company, I'm not gonna say the name of the company, Bright Horizons, the company said a mistake was made, and to portray it as more than that would be misleading. There really is no story here. Get the hell out of here. Let me read that to y'all again. Quote, a mistake was made, and to portray it as more than that would be misleading. There really is no story here. The kids drank bleach. How is that not a story? Like But through all of this, I d I'm sorry, I just can't move past that. I'm just stuck on that. But you know, through all of this, the real story, I think, behind the headline is number one, understaffing, because it's just not them, but everyone's operating at a bare minimum staffing. Number two, rushed environments. When one teacher has 10 toddlers, a sink full of dishes, diaper blowouts, parents at the door, licensing walking in, and it's lunchtime, mistakes are just gonna happen. It just is what it is. Number three, poor training. Staff needs chemical handling training, food safety training, emergency response training, and clear protocols. Not day one, shadow someone who's been here for 48 hours. Let's not be honest. Let's be honest and that like that doesn't happen. It happens a lot of the time. Somebody's new, we want them to shadow somebody else, and then we put them in a room with someone that's only been there for three days. Like, come on, get the hell out of here. Number four, there's a lack of systems. Every center should have a designated cleaning station, a designated food prep area, and labeled bottles. That's the bare minimum. Locked cabinets, um, those are just like I said, the bare minimum of what you should be doing. But many don't because they don't have the time, the staffing, and because of their turnover. Also, here's a number five corporate detachment. This corporation is one of the largest childcare companies that there is. Corporate policies don't always match real-world experiences. That's one of the reasons why I left the corporate setting, because I felt like the practices that the corporate that corporate was doing is not what was happening with us on the ground. If the systems don't support the staff, mistakes they just become inevitable. But what every preschool can learn from this, let's turn this situation, let's turn this chaos into wisdom, shall we? These are just licensed and basics. Label everything. I don't care if it's a water bottle, which should be labeled as well. Diaper cream, a bottle of bubbles, just label it so everyone knows what it is. Lock up your chemicals, keep bleach where no one can mix it by accident. Separate cleaning from food prep, two different worlds they should never touch. That is a health violation. Staff training must be ongoing. Not one time during operation, one time during orientation before lunch. Because that's how people tend to train these days. Because we're such in a hurry to fill up these gaps that we have. We're such in a hurry to get bodies in the room that training does not happen the way that it should. And communication needs to be immediate and honest. Parents deserve the truth, they just do. Parents deserve the truth, period. These are their children. And I'm gonna say this to all the directors as well. Directors need to slow the building down sometimes. If your center is moving too fast for people to think, that is a leadership issue. Sometimes you have to slow down to speed up. What does that mean? Sometimes you just need to pump the brakes, revisit everything, go over the basics so that you can move forward in a positive and encouraging and uplifting way instead of just moving fast and a lot of shit just falls by the wayside. This one mistake is not an isolating incident. It's a sith, it's a symptom. It's a symptom of the whole industry because the whole industry is underfunded, understaffed, underpaid, underappreciated, under, I was saying what else I had in my arsenal to pull out. And so many mistakes become more likely. Until childcare is treated like a real infrastructure, funded, supported, respected, we will keep seeing headlines like this because you cannot run a high-risk, high responsibility field, responsibility field on low pay, staffing, training, and low resources. When you are running on low pay, low staffing, low training, low resources, everyone expects perfection. So yeah, bleach water at snack time, a sentence we should never need to say. But here we are on stumbling through work discussing this. And if you're a director, a teacher, or a home-based provider, take this as a reminder that systems matter, that training matters, safety matters, slowing down matters. And if you're a parent, ask questions, look for systems, look for calm, look for structure. Because safety isn't an accident, it is a school culture. And y'all, this isn't even all of it. See, as I was researching the story, this facility, the same one, had another incident over the summer, which we're gonna talk about on next week's episode. But on that note, we'll be right back. Okay, quick break. If you're a teacher or a director who's currently stumbling through work, and I mean that literally, figuratively, or spiritually, you need to check out our new merch. We've got shirts that say exactly what you want to say in staff meetings, what you want to say to parents, mugs for caffeine that hold your entire personality together, and gear so you can walk into the building already announcing, Nope, I don't have time for this today, without even opening your mouth. These are perfect for the classroom, the office, or the car where you sit for 12 minutes pretending you're going to quit. Again, grab your shirts, your mugs, and your survival merch at abbreviatedlearning.com because if you're gonna stumble through work anyway, you might as well look good doing it. And we are back. We need to talk about a topic that is honestly wild, disrespectful, concerning, and also so on brand for how America treats education. What happens if education stops being recognized as a professional degree? Oh yes, there's a real conversation happening in policy circles about removing education, the entire field, from the list of recognized professional degrees. Translation, they're thinking about telling teachers, you know, your degree isn't professional anymore. If you haven't been paying attention, it's time to tune in immediately. Okay, so let's talk about what this means for preschool teachers, center directors, home based providers, QIS systems, licensing, higher education, what it means for wages, and honestly the future of the entire profession. What does professional degree even mean? So let's start here. A professional degree is usually excuse me, a professional degree is usually defined as a field requiring specialized training, ethical standards, licensing or certification, and a body of knowledge that makes it a profession and not a hobby. So you think about things like nursing, accounting, social work, engineering, law, education. Removing education from that list says teaching is not a profession. And for early childhood, it basically screams, y'all are babysitters with paperwork. Which is not only wrong, it's dangerous. If education is no longer considered a professional field, the ripple effects, these ripple effects hit early childhood first. Why? Because ECE already fights for legitimacy every single day. People think anyone can do it. Politicians think it's optional. Funding is barely there. And your cousin with no training thinks she can run a daycare because she loves kids. This changes, this change would validate every negative stereotype that there is. Why should we pay teachers more? Why do directors need degrees? Why do child care why does child care cost so much? Anyone can do it. It's not a profession, it's just watching kids. This is not just rude and disrespectful. It is strategically damaging. ECE gains respect through professionalism of education, degrees, credentials, training. Remove that and the entire workforce sinks backwards 20 years. And let's talk about money. Right now, many states have salary or wage ladders, QIS incentives, scholarship programs, stipends. That is all tied to education and your degree level. If education no longer counts as a professional degree, states may say we don't have to pay people with bachelors anymore. We don't need degree-based salary incentives. Why offer stipends for degrees if they're not professional? The thing is, this with lower wage expectations, tank pay negotiations, and EC already makes barely anything. This pushes wages even lower. And directors, say goodbye to degree-based differential pay. Most teachers support programs exist because education is a professional field. So things like teach grant, student loan forgiveness, public service loan forgiveness, state ECE scholarships, um, workforce stipend. If education is not professional, students could lose teacher grants, education might lose loan forgiveness, states might redesign or eliminate any form of a scholarship. Future teachers will simply just not enroll. Imagine going to school to become an educator, and FastFood literally says, Oh, this doesn't count as a professional degree anymore. Who isn't enrolling in that? Nobody. Yeah, because you know, leading a multi-million dollar center with 20 employees and 80 children is just super easy, right? And it is not. And what another part of that is QRIS systems rely heavily on staff education level, director qualifications, education pathways, degree points, professional development requirements, and if degrees lose recognition, now all QRIS rubrics must be rewritten for every state, which is crazy. Um, centers lose points, quality levels drop, states scramble, just the whole framework just collapses. And guess who gets hit the most? Low income areas, the rural areas, communities of color, because those programs rely on QRIS as a pathway to funding and the support that they need for adequate quality. Universities may cut degree programs and lose funding. Um and let's be honest, ECE is 97% women, disproportionately women of color, historically underpaid and occupationally segregated. It is what it is, and removing that prof removing that professional status means it's it says women work isn't real, caregiving isn't a profession, and you don't deserve higher wages. This is not reform, this is regression, and it will harm the communities who already carry the weight of early childhood labor. And through all of this, children lose. Yes, the whole debate, this entire thing affects children's outcomes, early brain development, school readiness, family stability, just the community's well-being. High quality early childhood education is proven to increase graduation rates, reduce crime, improve earnings, and improve health outcomes. But high quality ECE requires trained teachers, educated directors, professional recognition. When you deprofessionalize the field, you deprioritize children. But our country says they love the kids, do they? And that is the most dangerous part. So by doing this, it means lowering wages, standards, fewer teachers and directors, fewer programs, less respect, less funding, less access and quality, and worse outcomes for children. If you don't understand, this is not a small policy shift. This is a structural threat to the entire education ecosystem. For teachers, your degree matters. For directors, your experience matters. For programs, your leadership matters, and for families, early childhood matters. And we cannot afford to pretend otherwise. And we'll be right back. So, are you an educator watching everyone else get promoted, watching everyone else get raises, or even get their recognition for things you've literally have been doing forever? That's why we offer educational career development coaching designed for teachers, directors, and leaders who want to move up, earn more, and actually get their credit for the work they do. We work on interviews, resumes, salary negotiation, leadership confidence, communication skills, and how to stop letting your admin gaslight you into believing you're not ready yet. You are ready, you just need the strategy. Book your session at abbreviatedlearning.com and start moving towards the title, salary, and respect you deserve. Because stumbling through work is funny, but stumbling through your career is not. Since I'm not there very long, I'm really struggling to make any significant change to the management of the classroom. I mostly just go from one problem to the next. I'm not even sure what I could change. There's a group of kids who love to wrestle play fight, which is all good, but one of them doesn't know when to hold back and often hurts another child. Parents have complained about the amount of times the children have been hurt. There are a few children who have substantially supports also sorry, who has substantial support needs and requires more attention from staff, but there are also kids with parents who don't want to hear about concerns regarding their child development. The other full-time teacher seems totally burnt out. They are often out of patience and just putting out fires where they can. I really hate to say it, but I feel like the class will be more manageable without a few kids who seem to rile up everyone else. I feel so overwhelmed. Oh lady. Well, look, I'm just gonna say the quiet part out loud. This classroom is chaotic because the setup itself is illegal in the universe of common sense. 16 kids between two and a half and four years old in one room? That is not a class. That is a social experiment that no one has approved. Because here's one thing a two and a half year old is basically still learning how to be a human. A four-year-old thinks that they are the human in charge. And someone said, Yeah, sure. Put them all together. What possibly could go wrong? Everything. Everything goes wrong. You've got babies who aren't babies trying to keep up with the kids who can form full sentences and negotiate like attorneys. You've got play fighting turning into real injuries because of course it does. And parents are like, why is my child hurt? Because, Susan, you put your toddler in Thunderdome. Then sprinkle in a couple of kids who need extra support, a couple of parents who think developmental concerns are personal insults, and a staff who staff members who are so burnt out that they even smell like smoke. Of course you're overwhelmed. This setup is not developmentally appropriate at all. Mixed age groups can work, but this isn't mixed age. This is throw every age between toddler and college freshmen into the same room and hope Pinterest saves them. This room needs age separation, realistic ratios, teacher support, maybe a priest. You're not the problem, lady. You're just stuck in a classroom designed by someone who's never met an actual child. But moving on to the next question. We have a parent question here. Hi all. Parent here looking for some insight about preschool, two to three year olds and up. In your personal professional opinions generally, she said a lot right there in your professional if you in your personal professional opinions generally. That was a lot, lady. Are more expensive programs higher tuitions better? Or is it just an illusion for the parents to feel better about their preschool choices? Laughing crying emoji. Well, lady, higher tuition doesn't automatically mean higher quality. Sometimes it just means prettier furniture, a lobby waterfall, matching baskets, a curriculum that's you know basically vibes, and a parent app that sends you 47 pictures of your child holding a stick a day. Meanwhile, the teacher's still making$14 an hour and hasn't had a lunch break since the Obama administration. But sometimes, sometimes, higher tuition does mean better ratios, higher teacher pay, better trained staff, more stable leadership, safer environment. Um it really just depends whether it depends on where the money is going. It could be going to the classroom, so staff training, safety materials, or it could just be going to aesthetics, the chandelier in the lobby, and the 19-foot welcome wall. It just depends. But what actually matters is the teacher turnover, um, consistency in classrooms, clean, safe classrooms, materials kids can actually use and not just look at. Leadership that supports teachers and how they handle behaviors. What that what doesn't matter is how bougie the building looks, whether they're Monsory but have Paw Patrol posters everywhere, and whether the website has stock photos of children doing yoga on the beach. So are expensive programs better? Sometimes, sometimes not. But will expensive programs try to convince you that they're the Ivy League of finger painting? Yes, absolutely. They've got tuition to justify, so they definitely will. And here is our final question. I'm sorry, but I really hate where I work at. I'm not good at ECE professional. That doesn't even make sense. I'm not good at ECE professional. I'm not good in the ECE profession field. Okay. Every day I go into work with dread, and it has gotten worse since being off Thursday and Friday. I hate my life, and that this is what all I can do to get a job. I don't even want to come in on Monday. I feel terrible. So let's talk about this. Like grown adults working in a field that burns people alive. Here is the truth, woman. If you dread going in every single day, you don't need to fix yourself, you just need to leave the job. And listen, listen, I'm not shaming you, I'm not telling you you're weak. I'm not saying that you're not, I'm just saying you're not cut out for this. Childcare just is not for you. What I'm saying is the children can feel that you don't want to be there. Your team can feel it, you can feel it. And forcing yourself to stay in a place that drains you, harms you, and makes you dread your own life. That's not being dedicated, that's being trapped. You deserve more than survival. You deserve more than dragging yourself through the door every morning, like you walking into punishment. So, yes, quit, leave, go find something else, go be happy. Leaving is not failure, leaving is choosing yourself. You're just in the wrong environment, and your body is begging you to listen. So, listen. Quit. Find peace. Peace be still. Go where you can breathe again. You deserve that. And we'll be right back after the break. You know that moment in your day. The one when you stop, stare into the fluorescent lights, and think, There has to be a better way than whatever nonsense way we're doing right now. The best practice series is that better way. Cause these books, they're short, they're friendly, they're written in plain English, and not that education jargon sprinkled with fairy dust language. Hand them to your team and say, Please just do it like this so I don't lose my last good nerve. We've got guides on tours, policies, communication, safety, programming, and all the daily madness nobody warns you about. And the best part, your team will get it, families will feel the difference, and you get to breathe like a normal human again. Grab your copies at abbreviatedlearning.com or just risk another week of someone asking, wait, what's that procedure again? Alright, y'all. Welcome back to our interview corner for today, where we ask the questions and they respond with something that makes you wonder why you even put a now hiring ad online. So today's question is how do you rate yourself as a professional? That's the question you ask. And they respond with, um, well, honestly, I like to give myself a four out of a five. I mean, I'd be late a lot, and I don't really like kids like that, and I don't do diapers, but I'm very dependable, sir. Ma'am, lady, your honor. Who is dependable? Certainly not you. And see, here's the part that kills me. Do not hire them, don't do it. Back away from the application. One. Pretend your center has burned down. I don't care what you do. But you know what? Some of y'all are still gonna hire them anyway because y'all hire out of pure desperation. See, you hear I don't do diapers, and you're like, okay, but could you start Monday? Stop it. Stop. Stop hiring red flags with resumes, please. Now let's be serious for two seconds. The question, how do you rate yourself as a professional? is asking, do you take pride in your work? Do you show up? Do you act like the kids deserve someone who's stable and sane? Do you handle conflict without throwing a toy chair? Do you understand the professionalism in ECE? That's what I that's what I'm asking. Now let me tell you what I want to hear. I want to hear something like I rate myself highly as a professional because I show up on time, I communicate, I stay calm and under pressure, I respect families, and I care about giving children a consistent, safe learning environment. See, that's the type of shit I want to hear right there. I know you're lying to me. Your ass is probably late, your ass probably takes extended lunches, but you know what? That's what I want to hear. I want to hear again, like, I'm not perfect, but I'm coachable. I feel feedback seriously, and I want to grow in this field. Okay, that's it. That is it. If someone is fresh out of school, I think rating themselves a strong five or six is good. If you've been doing this for a while, if you've been around the block, you and around the way girl, I think you should give yourself a good seven or eight. Yeah, a strong seven, a good solid eight is about where you where you could be. Look, now I don't want to hear anyone getting cocky to my summer. Oh, I think I'm a nine or ten. Or even if they have the tenacity to say 11, girl, bah. 9, 10, 11, I'm not here for it. Girl, bah. I wouldn't even rate myself that. I would rate myself 13. No, I'm totally playing. Just playing. But if you get someone that says, well, I'm like a four out of a 10, and I don't do circle time, and I don't believe in cleaning, and I'm not really a schedule person, child. Preschool is a schedule. And if you can't handle a routine, you can't handle the building. So, directors, ask the question, but for the love of your ratios, do not hire the people who proudly tell you they do not meet the bare minimum. Let me repeat that again. Do not hire people who proudly tell you they do not meet the bare minimum. Some of y'all need to print that out and put it on your desk. Because you all hire like you're going to the grocery store at 3 a.m. No list, no standards, just vibes and survival. Saints do better. Let us do better. And we'll be right back. Listen, if your center or program is currently held together by tape, caffeine, and vibes, you might need consulting. And that's where abbreviated learning comes in. We work with childcare centers, studios, and youth programs that are doing their absolute best while simultaneously drowning in staffing issues, quality, enrollment gaps, and with that one parent who emails 14 times a day. We help you streamline your systems, fix the operational chaos, train your teachers, and get the program functioning like you're not just winging it every morning at 6 a.m. Whether you need policies, tours, staff development, or someone to just look at your program and say, okay, here's how we unjanky this. We're here for you. Visit abbreviatedlearning.com to book consulting for your center or program because stumbling through work is funny on the podcast, but not in real life. Okay, it is policy time, y'all. And remember, something only becomes a policy because someone then messed the shit up for all of us. Today we're talking about job evaluations. The time of year where everyone suddenly remembers policies exist. When people start asking random ass questions like, where's the handbook? and do we still have to fill out the diaper log? And do I need to actually greet parents? Do I need to be on time? Yes. Yes, you do. It's been a policy since 1974. But from the director's side, though, as a director, job evaluations are not for punishment. They are not for gotcha moments. They are not for dramatic readings. Although it could be fun, they're for accountability, for consistency, for growth. Staff always worries. What if I get a low score? Child, you know if you're getting a low score. You felt it in your spirit. Your spirit told you that two months ago. That's why you worry. But the funniest part is for people that think they're getting like a 10 out of a 10. And I sat here and watched you argue with a three-year-old for 15 minutes about a crayon. Evaluations are two things. One, celebrating the good work for the people that show up, the people that stay consistent, the ones that care about the kids and they follow the rules and keep the building from burning down. And the evaluations help directors say, I see you. Thank you, girl. I appreciate you. You matter. We couldn't do this without you. You make our day super chill and easy, and you're one less thing I don't have to worry about. See, that's what evaluations should do. But the other side of evaluations is about firing Brenda. Yeah, I said it. You know, Brenda, every center has a Brenda. And if your center doesn't have a Brenda, you might be the Brenda. Because see, look, Brenda doesn't like the kids, Brenda hates parents, Brenda rolls her eyes at co-workers and gonna catch a case and someone catch her in the parking lot. Brenda is always on break. Brenda's always asking for a break, and Brenda's always five minutes coming back late from break. Brenda isn't burned out, Brenda's just done, and she just won't leave. See, job evaluations are where we finally can say, Brenda, baby, this ain't for you. Now we love you, but we gotta love you from a distance. Preferably from another workplace. A job evaluation should answer do you show up? Do you follow policies? Do the kids feel safe with you? Do you communicate with families? Are you coachable? And most importantly, are you adding to the program or are you just surviving on vibes? At the end of the day, evaluations help you grow. And if you're wondering why is this a policy, why do we have to have evaluations? Just remember, somebody somewhere then messed it up for all of us. And we honor them today by not repeating their mistakes. Well, that's all that I have for you this week. Remember that even when the system tries to say your work isn't professional, the science, the children, the families, and the entire economic future of this country says otherwise. And remember, evaluations exist because somebody in childcare did something so wild that the rest of us now have to sign paperwork forever. Talk to y'all later.
