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Staffing America’s classrooms has always been a challenge, but we’re at a critical juncture. While K-12 districts have long struggled to fill critical roles like special education, the real crisis is the increasing number of teachers leaving the profession.  

The issue is especially concerning in urban and high-poverty districts, where turnover rates have climbed to 14%. Now is the time for bold, data-driven leadership to stabilize the teaching workforce and better support your educators.  

The Real Cost of Teacher Turnover: More Than Just Dollars 

Replacing a teacher is expensive—around $25,000 per teacher in a large district accounting for hiring, training, and lost productivity. But the true cost is more than just financial. Teacher turnover disrupts learning, especially in urban and high-poverty schools, where students are already facing significant challenges. For district leaders, the message is clear: understanding why teachers are leaving and identifying those at risk of leaving is critical to keeping classrooms stable and ensuring consistent, high-quality education for all students.  

Teachers Are Sharing Their Challenges Online—Here’s What You Need to Know 

Teachers are increasingly turning to social media to vent frustrations and seek support, and the conversations happening there offer a glimpse into why so many are leaving. On Reddit and Instagram, communities of educators are candidly discussing their reasons for burnout and career transitions. One Reddit group, “Teachers in Transition,” has over 37,000 members, while Instagram’s @TeacherMisery account has over 540,000 followers, surpassing the follower counts of both Education Secretary Miguel Cardona and former Secretary Betsy Devos combined and multiplied by twelve.  

These stories are tough to read but important to understand.  

• “I left because of the constant chaos in my classroom with no real support. I was left to handle everything on my own I was dealing with frequent physical fights between students, and the most they got was a 10 to 5 minute time-out. I was left to handle everything on my own—there were no consequences. The stress made me physically ill, and my anxiety became unbearable.”  
• “I’m looking for a way out because the expectations are crushing. In a class of 30 students, 11 are English language learners, 5 have IEPs, and there’s no teacher assistant. I’m juggling individual needs with no real support. When you’re set up to fail, it’s impossible to feel like you’re making a difference and that loss of purpose is devastating.” 
• “Attendance is worse than ever before. Kids are coming to school 40 out of 180 days with no repercussions. I had a student who missed 18 days of a semester-long class and didn’t show up for the final. But they still passed! What’s the point of having rules if they aren’t enforced? Chronic absenteeism adds to the workload, and it’s demoralizing when there are no consequences for the students—or support for the teachers.” 
• “I have kids in my class who are five years behind academically. How am I supposed to catch them up—or help them access the curriculum?” 
• “In the age of Tik Tok, Fortnite, and whatever else has grabbed their attention…it’s a lot tougher to get them excited about learning.” 
• “I’d add the fentanyl epidemic and the expectation that we literally save these kids’ lives to the list. As soon as we were asked to keep Narcan handy, I was out.” 

These are more than personal anecdotes—they’re a warning. If district leaders want to get ahead of teacher attrition, understanding these frustrations is key. 

The Power of Supportive Leadership: Administrators as the Key to Teacher Retention 

While the challenges of teacher burnout and turnover are real, the positive impact of strong, supportive leadership cannot be overstated. Many teachers choose to stay in the profession—not because the job is easy, but because they feel valued, supported, and fulfilled in their roles. School leaders who foster a culture of trust and collaboration create environments where educators can thrive, even in the face of difficulties. 

One hundred and fifty people commented in response to the question on a Reddit thread: “What’s keeping you from quitting?” Many pointed to the critical role that administration plays in their decision to stay: 

• “I have an absolutely incredible admin team, and I love my kids. When it’s hard, I know I feel way more fulfilled doing this than anything else.” 
• “I love my job…My coworkers support me, enough of my students adore me. 90% of my experience with my administration has been positive over the last 10+ years.” 
• “I make decent money, have good health benefits, and my admin team and colleagues are awesome. I plan to stay for the long haul.” 
• “I do not want to quit. I have supportive admin, interesting content to teach, and nice students. We see the negative on this sub but not the positive.” 
• “One of the reasons I’ve stuck with my current school for five years is that I teach my 8^th graders three full novels, a Shakespeare play, and John Hersey’s Hiroshima, cover to cover, a year. They’re novels written for adults. We read them anyways. We have great discussions. I’ve put up with a LOT because I know my principal will never make me teach chopped up books…which I’ve been made to do in the past.” 

These stories offer a powerful reminder: teachers are more likely to stay when they feel like they are part of a supportive team. Administrators who actively listen to their teachers, provide meaningful feedback, and address challenges in the classroom create a culture of respect and collaboration that helps prevent burnout.  

By stepping up as leaders and ensuring that teachers have the support they need, whether through professional development, classroom resources, or simply knowing that someone has their back, district administrators can be the heroes that stabilize their schools and reduce turnover. 

Beyond Anecdotes: Using Data to Predict and Prevent Teacher Burnout  

While personal stories shared on social media provide valuable insights, they don’t capture the larger, systemic factors that lead to teacher burnout and attrition. Research shows that teacher stress is often linked to three key predictors: student absenteeism, disruptive behavior, and low academic performance.  

• Student Absenteeism: When students are frequently absent, teachers must invest additional time and energy to help them catch up, leading to emotional exhaustion. Chronic absenteeism disrupts the flow of instruction, creating stress that can quickly lead to burnout (Gottfried, 2019). 
• One study found that emotional exhaustion is closely linked to feelings of frustration when teachers are constantly forced to modify lesson plans due to irregular student attendance (Skaalvik & Skaalvik, 2017). 
• Disruptive Behavior: Teachers who are regularly dealing with disruptive behavior often report feeling drained, as they struggle to maintain classroom order while also meeting academic expectations (Aldrup et al., 2018). The constant need to manage disciplinary issues wears down teachers’ emotional resources, making them more vulnerable to burnout and more likely to consider leaving the profession.  

Educators who responded to a 2024 RAND survey indicated that managing student behavior tops the list of factors contributing to increased job-related stress. See the full results below. 

• Low Academic Performance: Teachers working with students who are consistently underperforming—especially in schools with high rates of failing grades—often experience a sense of professional inadequacy. The pressure to boost student achievement, especially in high-stakes environments, can be overwhelming and lead to heightened stress and dissatisfaction (Steinhardt et al., 2011). Teachers may begin to question their effectiveness, which further erodes their motivation and increases the likelihood of burnout.  

By paying attention to these predictive factors, district leaders can identify which teachers are most at risk and act before burnout leads to attrition. A data-driven approach allows administrators to intervene early, providing targeted support and reducing the likelihood that teachers will leave the profession.  

Taking Action: Five Steps to Support Teachers Before They Reach a Breaking Point 

District leaders have the power to address the underlying causes of teacher stress and burnout by taking a proactive, data-driven approach. Research from RAND shows that teachers experience higher levels of stress and burnout compared to the general population (see figure below). 

This data highlights the urgent need for targeted actions that address the unique challenges teachers face. Here are five steps you can take to support your educators. 

1. Foster a Supportive School Culture
   Create a strong, positive environment by actively listening to teachers, recognizing their contributions, and encouraging collaboration across teams. When teachers feel valued, they’re more likely to stay engaged and committed. 
2. Provide Targeted Professional Development 
   Offer professional development that addresses the specific challenges teachers face in the classroom, such as behavior management strategies, mental health support, and instructional techniques for diverse learners. 
3. Address Disruptive Behavior 
   Implement consistent behavior policies that support both teachers and students. Ensure that teachers have the resources and training to manage classroom behavior effectively, while also reinforcing a safe and respectful learning environment. 
4. Focus on Student Absenteeism and Academic Support 
   Develop strategies to address chronic absenteeism and offer extra academic support for students who are falling behind. This reduces the burden on teachers to constantly catch up students and minimizes the stress causes by frequent disruptions in learning. 
5. Use Data to Identify Teachers at Risk of Burnout 
   Leverage student data aggregated at the teacher level to monitor key indicators of teacher stress, such as student absenteeism, disruptive behavior, and low academic performance. By analyzing this data, district leaders can identify teachers at greater risk of burnout and intervene with the right support before it’s too late. 

Student Analytics Lab Helps You Identify At-Risk Teachers Before It’s Too Late 

What if you had a tool that could automate this process? Student Analytics Lab makes that possible, providing the insights you need to help retain your teachers and build a more stable, supported learning environment.