To ensure the success and well-being of students, schools need to keep in mind how vital it is to attract, hire, and retain qualified teachers. Several factors go into each staffing decision; each one is just as important as the next to ensure you can keep your teachers from becoming another statistic leaving teacher jobs.
Above all, there is one factor that schools need to address. Salary and pay gaps. With significant pay gaps between teachers and other college graduates making it more of a challenge to attract, hire, and retain qualified teachers, what steps can school districts and independent schools take?
There are many options in careers for former teachers to consider if they’re unhappy teaching. Choosing the right career path after teaching is crucial, as it can help former educators transition smoothly into new roles. Professions such as administration and software engineering are popular choices, offering insights into required skills and potential salaries. With so many qualified teachers leaving the profession entirely, it makes sense for all education institutes to take steps to help keep those teachers in the classroom.
Ask the tough questions:
- Are your salary bands competitive and in line with what other schools are offering?
- Do your teachers have sufficient support when they express concerns?
- Do your new teachers have mentors to help provide support and guidance in those first few difficult years?
- Are you open to hearing the honest truths from your teachers?
- Do you take the appropriate action when your teachers express concerns or raise flags?
- Are you able to effect policy changes that can positively impact teachers and students?
- Do your teachers feel like they can come to you and speak in a safe space?
- Are there plans in place to recognize and address workplace stress and burnout?
Each of these factors can lead to negative consequences for teachers, schools, and of course the students. If the issues contributing to teacher stress are not addressed, it can quickly lead to a cascade of negative effects.
- Decreased teacher performance
- Decreased student performance
- Increased health concerns in teachers
- Increased teacher absenteeism
- Increased class sizes
- Increased turnover
To keep qualified educators, and make sure that they can give their students their absolute best, school administrators should take steps to recognize the signs of teacher burnout.
Advocate for pay increases
Many jobs for ex teachers offer the enticement of higher pay than what they were able to earn as educators. Schools and school districts quite often are tied to a standardized pay scale that doesn’t often come under review. This can make it difficult for bonuses or raises to be offered to teachers struggling to keep up with inflation and other cost of living costs. Educators also face challenges in supporting college students, especially in adapting to remote learning and addressing the changing dynamics within educational institutions.
No one can deny that with a career change for teachers higher pay will come. You can do your part to advocate for higher pay, merit bonuses, and other benefits that can help teachers feel valued for their professional contributions.
Support and mentorship
Even in a class of 20 students and in a school filled with other educators, teachers can feel quite alone with the work-related concerns they are struggling with. Providing your teachers with mentors by way of developing a mentorship program can be beneficial for all, especially in enhancing their interpersonal skills. Even seasoned educators may find it helpful to get the support and mentorship of their peers.
If teachers feel that they are supported by school administrators and leaders, they may feel better about tackling the challenges that they face day-to-day. This support could come in the form of fostering an open, honest, and positive work environment or in the form of administrators taking the time to meet one-on-one with teachers throughout the month.
Working to reduce stress on teachers
Teachers are faced with so many responsibilities during their workday. Entire training programs tailored to enhance teacher growth and development are crucial in providing comprehensive support for these educators. Many come in early before school starts and stay late long after students have left. All so that they can keep up with these responsibilities. Some teachers also provide after-school tutoring, supervise extracurricular clubs, coach various sports teams, supervise lunch and recess daily, and also help with bus and pickup line duties.
With a schedule that allows room for duty rotation teachers may find a bit more freedom in their day so they can better juggle everything on their plate.
Reduce class sizes, where possible
Smaller class sizes are easier for teachers to manage and to meet the educational needs of each student. Effective curriculum design plays a crucial role in creating learning environments that cater to individual student needs. Where possible, reduce class sizes to not only ensure students get the attention they need but to also help teachers with their levels of stress.
Understanding teacher turnover among former teachers
Teacher turnover is a significant issue in the education sector, with many educators leaving their jobs due to burnout, lack of support, and limited career growth opportunities. Government agencies offer varied employment opportunities for former teachers, such as learning specialists and curriculum writers, which intersect with the need for educational programs and resource development in the public sector. According to a study, 300,000 public-school teachers and staff left the field between February 2020 and May 2022. This alarming trend not only affects the quality of education but also has a substantial impact on the economy. Former teachers possess a unique set of skills that can be applied to various careers outside of education, making them valuable assets to other industries. By understanding the reasons behind teacher turnover, schools can take proactive steps to address these issues and retain their talented educators.
Why do teachers leave the profession?
Teachers leave the profession for a variety of reasons, with burnout, lack of support, and limited career advancement opportunities being the most common. According to a study by the National Education Association, a staggering 55% of teachers are considering leaving the profession due to high levels of stress and dissatisfaction. This statistic is alarming and highlights the urgent need for systemic changes within the education sector.
Additionally, a report by the Learning Policy Institute found that teacher turnover rates are highest in schools with high levels of poverty and limited resources. These schools often struggle to provide the necessary support and resources that teachers need to succeed, leading to higher levels of frustration and burnout. Understanding these factors is crucial for developing effective strategies to retain teachers and ensure a stable learning environment for students.
The cost of teacher turnover
Teacher turnover can have significant costs for schools and districts, both financially and in terms of educational quality. According to a study by the National Commission on Teaching and America’s Future, the cost of teacher turnover in the United States is estimated to be around $7.3 billion per year. This staggering figure includes the costs of recruiting, hiring, and training new teachers, as well as the loss of experienced educators who bring valuable skills and knowledge to the classroom.
For schools and districts already struggling with limited resources, these costs can be particularly burdensome. The financial strain can divert funds away from essential programs and services, further exacerbating the challenges faced by students and teachers. By addressing the root causes of teacher turnover, schools can reduce these costs and invest more in creating a supportive and effective learning environment.
The impact on students and schools
Teacher turnover can also have a profound impact on students and schools. When teachers leave, students often experience a disruption in their learning environment, which can lead to decreased academic achievement and increased dropout rates. The loss of a trusted teacher can be particularly challenging for students who rely on stable relationships for emotional and academic support.
High levels of teacher turnover can create a sense of instability and uncertainty within schools, making it difficult for students to feel supported and engaged. This instability can also affect the overall school culture, leading to lower morale among both students and staff. By taking steps to retain teachers, schools can create a more stable and supportive environment that fosters student success and well-being.
Identifying the Root Causes
Poor communication and support
One of the root causes of teacher turnover is poor communication and support. Teachers often report feeling isolated and unsupported in their roles, which can lead to feelings of burnout and dissatisfaction. According to a study by the National Education Association, 71% of teachers reported feeling unsupported by their school administrators, and 64% reported feeling unsupported by their colleagues. This lack of support can make it difficult for teachers to manage the demands of their job and can contribute to high levels of turnover.
To address this issue, schools and districts can work to improve communication and support for teachers. This can include providing regular feedback and coaching, as well as offering opportunities for professional development and growth. Additionally, schools and districts can work to create a positive and supportive school culture, which can help to reduce stress and increase job satisfaction for teachers.
By addressing the root causes of teacher turnover, schools and districts can work to reduce the costs and negative impacts associated with high levels of turnover. This can help to create a more stable and supportive learning environment for students, which can lead to improved academic achievement and increased success.
Effective communication skills
Effective communication is a crucial skill for teachers, and it’s also highly valued in other careers. One such career option for former teachers is becoming an instructional designer, where they can utilize their skills to create educational content and training programs. Teachers are trained to communicate complex ideas in a clear and concise manner, making them excellent communicators. This skill is transferable to various careers, such as corporate training, sales, and marketing. Former teachers can leverage their communication skills to succeed in these fields and enjoy higher pay and better job satisfaction. Whether it’s presenting a new product to potential clients or training new employees, the ability to convey information effectively is a significant advantage in any professional setting.
Key takeaways
Retaining qualified teachers is one of the best ways to foster an environment for students to thrive. Educational programs play a crucial role in supporting teachers by providing them with the necessary resources and training to enhance their teaching skills. Unless schools take steps to address educator turnover and keep teachers from seeking out careers after teaching, the population of qualified teachers will continue to dwindle. Low retention rates mean spending more time searching for replacement educators and can lead to other issues that ultimately impact students.
Professional development and curriculum development
Professional development and growth are essential for teachers, and they can also benefit from these opportunities in other careers. Many companies offer training programs and professional development opportunities to help employees grow and advance in their careers. Former teachers can take advantage of these opportunities to develop new skills and advance in their careers. For example, they can become instructional designers, project managers, or school program directors. These roles allow former teachers to utilize their expertise in curriculum development and lesson planning while exploring new career paths that offer growth and higher pay.
Teacher well-being and support
Teacher well-being and support are critical issues in the education sector. Former teachers might consider transitioning to roles such as a school program director, which allows them to engage with children outside regular school hours and design enriching activities. Teachers often work long hours, and their workload can be overwhelming. Former teachers can benefit from well-being and support programs offered by companies, such as employee assistance programs, mental health resources, and wellness initiatives. These programs can help them manage stress and maintain a healthy work-life balance. By prioritizing well-being and support, schools can create a more positive work environment that encourages teachers to stay in the profession.
Leadership and management
Leadership and management skills are highly valued in many careers, and former teachers can leverage these skills to succeed in these fields. One such career option is becoming an adult education teacher, where they can work in diverse environments like community colleges and nonprofits, creating lesson plans and teaching subjects such as GED preparation and ESL classes for adults. Teachers are trained to manage classrooms, develop lesson plans, and lead students. These skills are transferable to other careers, such as human resources, adult education, and project management. Former teachers can become leaders and managers in these fields and enjoy higher pay and better job satisfaction. By recognizing and nurturing the leadership potential of teachers, schools can help them transition into roles where they can continue to make a positive impact.
