Leaders Teachers

Why K-12 Teachers Are Leaving the Profession

October 4, 2024

As educator shortages increase across the globe and teacher workload increases, many educators report feeling burned out and disillusioned about the profession, leading some to quit teaching. There are other career options for teachers who are no longer interested in being in the classroom, including various alternative careers that leverage their existing skills. Knowing that there are so many jobs for ex teachers can make the prospect of stepping away from teaching very alluring.

As an Independent school leader, you may have started to experience teacher shortages and started to flag that teachers are leaving the profession, and your school, in increasing numbers.

Seeing the numbers, learning the facts, and understanding why this is a potentially major problem for education systems as a whole, can put you in a better position to address the situation to retain teachers and bring former teachers back to education.

Let’s look at the numbers

The numbers can be alarming when you recognize trends. Here are just a few to get you started.

The National Center for Education Statistics (NCES) reports that 8% of teachers stepped away from the profession between the 2020/2021 and 2021/2022 school years. This was a pivotal period for K-12 students who were steeply impacted by the global pandemic.

Here are a few excerpts of NCES reported stats:

“Among teachers in 2020–21 who were no longer teaching in the 2021–22 school year, 39% of teachers were working in a position in the field of K–12 education, but not as a regular K–12 classroom teacher.”

“About 12% of teachers who were no longer teaching in 2021–22 were working in an occupation outside the field of education, including military service.”

“Among teachers in 2020–21 who were working but no longer teaching in the 2021–22 school year, 66% indicated that the ability to balance personal life and work was better in their current position than in teaching, 60% indicated that autonomy or control over their work was better in their current position than in teaching, and 58% indicated that both manageability of their workload and professional prestige were better in their current position than in teaching.”

Read more full stats related to teacher turnover.

While the above facts and stats may skew more toward public school districts and public school teachers, independent school teachers were not excluded from these types of stats. Consider the following.

An article by the National Association of Independent Schools (NAIS) points out: “During the pandemic, teacher turnover reached 10% at the end of 2021–2022, 4 percentage points above pre-pandemic levels. Between fall 2022 and fall 2023, teacher vacancies grew by 51%—that’s 55,000 vacant teaching positions nationwide.”

NAIS also shared in their 2023 “Snapshot Survey on Teacher Retention: “92% of teachers said their job was sometimes (40%), often (42%), or always (9%) stressful. Sixty-six percent worked between 41 and 60 hours a week, and 25% worked 61 hours or more. When asked about their plans for the next academic year, more than a quarter of the teachers (26%) were not sure whether they were going to renew their contracts, and 4% were not planning to do so.”

Independent school administrators can’t ignore the stats if concerned about teacher retention.

The facts–why teachers are stepping away and exploring careers after teaching

Teacher burnout is responsible for educators leaving teaching jobs. However, it is not the sole cause. By the time a teacher has reached the stage of wanting to leave the profession, they’ve likely dealt with many concerns that they’ve been unable to reconcile.

Salary disparity–teacher salaries are not known for being on the higher end. Even the most dedicated and passionate independent teacher can’t deny an increase in salary from a position outside of education could be the better choice for their family. The disparity between Independent and Public school salaries is an additional issue.
According to a study, teachers were 40% more likely to report anxiety than healthcare workers during the pandemic. Considering the immense amount of stress that healthcare workers were facing at the height of the pandemic, this number certainly does raise an eyebrow.
Stress, crowded classrooms, and a lack of support from administrators can prove to be too much for teachers who are already facing burnout.

Additionally, the job search process can be daunting for ex teachers who are unfamiliar with navigating career transitions, requiring support and resources to succeed.

Some teachers, facing a host of other issues, may step away from their teaching career for personal reasons. Whether that’s a family move, an addition to the family, or something else entirely.

The Impact on Students and Schools

Effects on Student Achievement and Outcomes

The departure of experienced teachers can have a significant impact on student achievement and outcomes. Research has shown that teacher turnover can lead to a decline in student performance, particularly in schools with high rates of teacher turnover. This is because experienced teachers play a crucial role in shaping the educational experience of their students, and their departure can disrupt the learning environment.

Moreover, the loss of experienced teachers can also affect the overall quality of education in a school. Experienced teachers often serve as mentors and role models for their colleagues, and their departure can leave a void in the school’s leadership and instructional capacity.

Career Options for Former Teachers

Transitioning to New Careers

Former teachers have a wide range of alternate career options available to them, both within and outside of education. Many former teachers choose to transition into careers that leverage their teaching skills, such as corporate training, instructional design, and educational consulting.

Others may choose to pursue careers in fields such as human resources, communications, or project management, where the transferable skills of ex teachers can be valuable assets. Some former teachers may also choose to pursue careers in adult education, where they can continue to work with students and help them achieve their educational goals.

Regardless of the career path they choose, former teachers can be confident that their skills and experience will serve them well in their new endeavors. With their strong communication skills, ability to work with diverse groups, and experience in instructional design, former teachers are well-positioned to succeed in a wide range of careers. The trick now is how to attract former teachers back into the world of education. Their transferable skills give them a wide range of options so it's important to make returning to the classroom intruiging and appealing.

Why is it a problem? Exploring jobs in education not teaching

It’s tempting to think that the loss of qualified educators is not as big of an issue as some may make it out to be. After all, new teachers are graduating each year. Surely these numbers are adequate to replace the lost educators who pursued careers after teaching by putting their transferable skills to good use.

The concern is that college students are aware of the stats, aware of the problems teachers face, and aware of the low expected salary for teachers in their first years. This doesn’t set the stage for a slew of new independent school teacher prospects. Those who do enter the profession may ultimately seek out jobs in education not teaching students or entirely seek out new careers for former teachers.

Another major issue that schools and school districts face is the considerable cost of resourcing, hiring, and training new educators. It can take time to replace even one or two teachers, which can lead to a host of other potential concerns for schools, other educators, and students.

Some of these include:

Larger class sizes. This can translate into each student not getting the right amount of time and attention needed. This can result in decreased student performance.
An increase in workload for the other teachers who have larger class sizes and increased responsibilities.
Valuable program cuts, such as art, music, or sports.

If schools can’t retain their qualified educators, there is the real potential for a collection of concerns to quickly escalate. There is already enough of a shortage concern that some public school districts have started to relax their requirements for teachers and fast-track teacher credentialling to get educators into the classroom. While this may achieve their goals of getting teachers in front of students, there is a real risk of teachers simply not being trained to the level students need.

Key takeaways

No matter which way you look at it, K-12 educators leaving teaching jobs is a complicated issue that doesn’t have a single or simple solution. The loss of even just one independent school teacher can result in cascading concerns that impact budgets, other teachers, and, of course, students. Independent school administrators need to be aware of the stats so that they can take steps to create a workable solution to retain valuable teachers and recruit former teachers back into the education fold.

Introduction

Teacher burnout is a growing concern in the education system, with many teachers experiencing high levels of stress, anxiety, and emotional exhaustion. The teaching profession is known for its high demands and low rewards, leading to a significant number of teachers quitting their jobs every year. In this article, we will explore the state of teacher burnout, its causes, and its impact on former teachers.

The State of Teacher Burnout

Teacher burnout is a widespread issue in the education system, with many teachers reporting feelings of exhaustion, cynicism, and reduced performance. According to a recent survey, 55% of teachers reported feeling burned out, with 44% of public school teachers reporting feeling burned out often or always. The survey also found that teachers in K-12 grades are the most burnt-out profession in the US, with 52% of all teachers reporting this feeling.

Causes of Burnout in the Teaching Profession

There are several causes of burnout in the teaching profession, including excessive emotional demands, constantly changing teaching methods and curriculum, long working hours with excessive workload, insufficient pay and benefits, and feeling undervalued. Teachers often face high emotional demands as they interact with students who may come from diverse backgrounds and have unique needs. The pressure from administrators, policymakers, and other stakeholders can be overwhelming, especially when students fail to meet academic expectations.

The Impact of Burnout on Former Teachers

Mental and Physical Health Consequences

Burnout can have serious mental and physical health consequences for former teachers. Many teachers experience high levels of stress and anxiety, which can lead to depression, anxiety disorders, and other mental health issues. Physical health consequences can include cardiovascular disease, diabetes, and obesity. A recent study found that 28% of teachers experience symptoms of depression, almost double other professions. Female teachers experience higher burnout, emotional exhaustion, and neuroticism levels than their male counterparts, with more than half of all female teachers reporting being more prone to burnout.

Former teachers often report feeling undervalued and unappreciated, leading to feelings of bitterness towards the profession. Many former teachers express a sense of loss and grief for the profession they loved, but felt forced to leave due to the unsustainable demands and lack of support. The education system needs to prioritize teacher recruitment and retention, providing support and resources to help teachers manage stress and prevent burnout.

It’s essential for school districts to recognize the signs of burnout and provide support to teachers, including mental health professionals, peer support groups, and wellness initiatives. By addressing the root causes of burnout and providing support to teachers, we can reduce teacher turnover and improve student outcomes.