The teacher shortage isn’t new — and neither are the day-to-day challenges that come with it. But that doesn’t make it any easier to manage higher turnover rates and disruptions to student learning.
Because these struggles have become so consistent and far-reaching, it’s essential to take steps, big or small, toward improving staff retention. But how? First, consider this list of best practices for retention. Answering the “how” of keeping quality staff members in your district can:
- Reduce turnover costs greatly
- Improve instruction and student achievement
- Make staff feel heard, seen, and supported
Take our instant poll:
Which of the following is your district doing to incentivize teachers to stay?
You likely already implement one or more of these strategies to support teacher retention. Now take a look through these additional ideas and resources to take the next step.
Support Teacher Wellness
Teaching has always been tough, and we saw a marked increase in struggle and burnout through the pandemic years. Although things are now stabilized, the weighted impact of the last few years still lingers. With a rise in anxiety and depression, it’s critical to support and promote mental health in your district. Prioritizing your staff’s mental health will ultimately help them avoid burnout, and you turnover.
“Teacher burnout, it’s like a slow leak. You see it happening, but how do you support these teachers to make sure they get rejuvenated, and that every summer it’s not, ‘Am I going to retire this year? Am I going to leave this year?’”
from “Beating Teacher Burnout” on the Field Trip Podcast. Listen now
Consider offering:
- Meditation breaks
- Mental health days
- Dedicated time for physical activity
- Exercise challenges
- Mental well-being sessions (either virtually or in-person)
It’s also important to note that while the teacher shortage is widespread, so is the school counselor shortage. The shortage of school counselors may lead to some teachers feeling pressure to adopt a counseling role for which they are neither prepared or trained to take on. In your district, you may also consider offering professional development targeted toward social-emotional learning.
Promote Growth Opportunities
Find ways to catapult growth among your district’s educators by developing a holistic, connected program that includes:
- Individualize professional growth: Build relationships with teachers to understand their unique goals, needs, and share feedback more openly so that you can help create a growth plan with confidence.
- Voice and choice: Offer plentiful learning opportunities so teachers can mix-and-match development that fits both their goals and desires.
- Lively engagement: Switch out the “sit-and-get” model with learning that teachers can do in their way, at their pace, collaborating with educators in the building and around the country.
“Because every one of us likes to be listened to and to feel like, I am a part of something bigger than myself.
— from “Keeping Great Teachers” on the Field Trip Podcast. Listen now
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Cultivate a positive school culture
Establishing a school culture where teachers feel they have a voice and are being listened to creates a better environment for student growth and achievement. Keep in mind this doesn’t just happen by checking a box; rather, it’s an ongoing process in which you can:
- Provide continuous and relevant feedback
- Offer a mentor program to new teachers
- Reward your teachers for their hard work
- Give acts of kindness — perhaps it’s snacks, supplies, or free lunch on Monday!
- Network with your community to offer discounts or gift cards
Offer Employee Assistance Programs
Everyday stresses can impact performance and morale, especially during a pandemic. An Employee Assistance Program provides confidential health, financial, and legal services to your employees at no cost to them. Your district may already be offering this service, but if not, consider implementing one. From counseling services and child-care referrals to ride-share reimbursements, Employee Assistance Programs help support your employees and any life challenges they may face.
Any number of these strategies are a great place to start in considering a comprehensive retention initiative. Create an experience for your teachers from their application process through growing and staying with your district.
Explore Frontline Recruiting & Hiring and Frontline Professional Growth →