The #1 Way To Prevent Teacher Burnout
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. Any of these look familiar?
Take more breaks
Get more sleep
Eat healthier
Find time to exercise regularly
Journal
Meditation
Don't get me wrong - there's no doubt these are all good things. I just find it highly doubtful that most teachers are looking for extra things to add to their enormous to do lists. What teacher wouldn't want to do those things if they had the time and energy?!
The self-care focus for burnout also concerns me because it deflects attention away from the cold, hard truth which is this - none of the self-care matters if the work environment and culture remain the same. Falling back into the burnout rut is inevitable if the environment doesn't change.
But let's hold that thought for a moment and take a step back to define burnout and consider the warning signs.
The World Health Organization offers the following definition:
"Burn-out is defined in the International Classification of Diseases - 11th Edition as follows:
Burn-out is a syndrome conceptualized as resulting from chronic workplace stress that has not been successfully managed. It is characterized by three dimensions:
feelings of energy depletion or exhaustion;
increased mental distance from one’s job, or feelings of negativism or cynicism related to one's job; and
reduced professional efficacy.
Burn-out refers specifically to phenomena in the occupational context and should not be applied to describe experiences in other areas of life.”
And some of the most common warning signs for teacher burnout include:
Fatigue and sleep issues:
A full day of teaching is enough to make anyone feel tired, but if you're experiencing fatigue before you even get to school, you may need a break. However, those experiencing burnout often struggle with insomnia, which can turn into a vicious cycle.
Repeated periods of forgetfulness and intense trouble concentrating:
Burned-out teachers may find it hard to complete normal tasks and have trouble concentrating on their work. A lack of sleep can amplify these symptoms even more.
Appetite and weight issues:
Any drastic weight loss or gain should be investigated by your doctor, as this is often a sign that you need to focus on your overall health.
Depression and anxiety:
If minimized or ignored at the early stages, teacher burnout can intensify into feelings of anxiety and depression. Always speak to your doctor if feelings of sadness or anger are affecting your daily life.
So now let's circle back and expand upon the truth mentioned earlier - that the work environment must change in order to prevent and manage burnout.
The COVID-19 pandemic created a massive shift in the way people think about where work fits into their lives and why they even work in the first place - including teachers and principals. In fact, a record number of people are quitting their jobs and reassessing their options.
A July 2021 article from Arianna Huffington titled, "The Great Resignation is a Great Culture Shift", indicated that people are rejecting cultures of burnout in favor of what makes them thrive.
"It’s great that companies are recognizing the importance of well-being and the dangers of burnout. But the truth is, people have for years been burning out, then taking a week or two off here and there and then returning to burn out again."
The conventional thinking that summer vacation was enough to help teachers and principals recharge is a myth. Burnout symptoms will persist when people return to the same environment, demands, and culture that created the burnout in the first place.
So there's a clear and obvious need to focus on an activity within our control that offers the most "bang for the buck" in preventing burnout at work.
And that activity is....[drum roll please]
RECOGNITION
Frequent, meaningful, specific, and individualized recognition from leaders, co-workers, parents, students, and community members to be exact.
Consider this...
Many teachers report leaving the profession because of a lack of recognition and feeling unappreciated.
In fact, less than 30% of teachers agree with the statement, "In the last seven days, I have received recognition or praise for doing good work."
Teachers are practically begging to be recognized and shown more appreciation on a regular basis.
But before you begin recognizing and showing appreciation, it's essential to discover how each person prefers to be recognized and shown appreciation. It should be more like the Platinum Rule (treat others the way THEY want to be treated) instead of the Golden Rule (treat others the way YOU like to be treated).
Dr. Paul White is a psychologist and international leadership trainer who "makes work relationships work". He's also the co-author of The 5 Languages of Appreciation in the Workplace which is a model for understanding individual appreciation preferences.
Here are the 5 languages of appreciation in the workplace, along with some suggestions.
Words of Affirmation:
One-on-one communication; praise them in front of others; handwritten notes
Quality Time:
Focused attention, quality conversation, shared experiences
Acts of Service:
Ask a coworker if they need help
Tangible Gifts:
Small items that show you know your coworker personally
Physical Touch:
Congratulatory handshake, 'high five,' pat on the back (in physically safe ways)
96% of employees believe that recognition leads to a much stronger workplace culture, so the evidence is clear for making it priority #1 to help prevent burnout in your school. In fact, recognition should be an integral part of your comprehensive teacher retention strategy.
And best of all - providing frequent, individualized recognition is something that is under your control as the leader in your school! You simply need to devise a recognition strategy and consistently execute it. It's even better when your teachers run with it too and frequently provide recognition to each other and to the leadership team and students.
If you're like most principals, though, competing priorities and a full plate often get in the way of consistent follow through for things like recognition - and I bet the same could be said for your teachers as well.
This is where having an automated software solution like iAspire not only provides your recognition process - it actually runs it for you along with other elements that create a healthy school culture and prevent burnout. In fact, iAspire will discover through surveys how each member of your team prefers to be shown appreciation...eliminating the guesswork on your end.
iAspire's Proven Process for Reducing Teacher Turnover
We've all heard the mantra, "Work smarter, not harder." Leveraging a software solution like iAspire to run your recognition processes for your school puts this in the smarter category by making it easier, driving the consistent follow-through, and embedding it as part of your overall school culture strategy with things like teacher observations, pulse surveys, and professional development.
School leaders who do see improvements in:
- Productivity
- Collaboration
- Engagement
- Student outcomes
Your teachers will thank you for creating a positive school culture where staff members are recognized and appreciated on a regular basis! And your superintendents, school board, and families will thank you for decreasing turnover rates and increasing student achievement.