Teacher burnout is real, pervasive, and increasing. In fact, teachers are twice as likely to experience job-related stress than the general population.
The reasons for burnout vary from teacher to teacher, but several common causes exist:
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Wondering what else you can do to decrease teacher and staff burnout and turnover?
It’s not too late! The following checklist provides a few suggestions for actions you can take today to help your staff feel heard, supported, and valued.
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Research shows about 50% of new teachers leave within their first 5 years. This number increases to about 75% turnover within the first five years for teachers in high-poverty communities.
The natural instinct is to place additional focus on recruitment efforts to replace those that leave.
But what would happen if the thought processes changes from focusing on recruitment efforts and instead school leaders focus on increasing new-hire retention? What would that mean for their current teachers, how much time is spent interviewing, and the relationships built with students?
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Teachers and staff don’t typically decide to resign overnight. Instead, it’s a process that takes weeks, months, or even years. So the question becomes “How can I identify the teachers and staff who are considering leaving… before it’s too late?” Learn how stay surveys can help you identify flight risks before you have another open position to fill.
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The need for school staff has been growing in recent years and has been exacerbated by the COVID-19 pandemic. The number of graduates from traditional teacher preparation programs is decreasing, and the need for emergency licenses is increasing. So what actions can you focus on right now to recruit and retain teachers and staff? Here is a non-comprehensive list of what school leaders are doing right now to both recruit and retain teachers and staff.
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Teacher retention is one of the most important, yet most misunderstood, priorities for school and district leaders right now. Schools and district leaders are scrambling to find new teachers fill their many open positions. Simply put, we have a teacher and staff crisis on our hands….
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Teachers are feeling the emotional, physical, mental, and social stress brought on by an extremely difficult job combined with the COVID-19 pandemic. Let’s focus on teacher retention strategies district and school leaders can implement today that make an impact on teacher stress, satisfaction, and teacher retention.
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Have you ever wondered how your staff really feel about working at your school? While school administrators have done a remarkable job over the years in gathering and sharing feedback relative to performance management for staff (e.g., teacher observations), the same can’t be said for gathering and sharing feedback from staff regarding their employer. It has never been more important to have an accurate pulse on your staff with clear feedback on how you can improve as an organization. The stakes are simply too high. Implementing an employee net promoter score survey (eNPS) is a very proactive, cost-effective way to continue measuring your staff’s sentiment and devise specific tactics for progress.
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I have a confession to make. I often cringe when I read articles about the best ways to prevent teacher burnout. And here's why...they tend to focus on a task list of self-care items the teacher should do for their own wellness. Don't get me wrong - there's no doubt these are all good things. I just find it highly doubtful…
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