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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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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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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