What are the most effective ways to retain teachers who are considering leaving?

In my almost 20 years of experience teaching some of the biggest stressors influencing teacher burnout are work load and an unwillingness by administrators to really listen to concerns and make positive changes. Currently, teacher pay is not on par with other professions and teachers are required to put in many unpaid hours every week and even through school breaks. Many teachers are also providing resources out-of-pocket for their classrooms. All of this (with the included emotional toll) eventually compounds and teachers decide to walk away from the classroom. If administrators take the time to truly listen to teacher concerns and take the steps towards immediate positive change, more teachers would stay in the classroom.

Retaining teachers considering leaving is crucial for school success. As an administrator, I prioritize open communication, actively listening to teachers' concerns and addressing them promptly. Offering personalized PD opportunities demonstrates our commitment to their growth and advancement. Regular recognition of their hard work and dedication boosts morale and builds a positive culture. Supporting work-life balance and providing mentorship programs are vital for their well-being and job satisfaction. Competitive compensation and benefits are non-negotiable. By addressing burnout and stress, we show our dedication to their overall welfare. These efforts create an environment where teachers feel valued, supported, and motivated to stay.

Institutions of learning must support teachers to cope with modern times: Teachers are currently meeting many pressures. From fast changing technologies, to changing nature of learners. This is not only challenging their status quo in society but challenging them to stay afloat and relevant. Schools/Education institutions therefore need to walk this journey with the teachers as it's difficult to consider as a lone walk. Many fall off due to stress, and yet talent lost is difficult to replace.

The issue with this is by the time the teacher is ready to leave, it's too late to "understand" the reasons. In my experience, the reasons are glaring, but have been ignored.

I experienced this firsthand and left the classroom two years ago because of burnout, being spread too thin, being overworked and underpaid, lack of autonomy in my teaching, stress, outdated resources, and dealing with challenging student behaviors. Now, I’m a Wholistic NeuroGrowth Learning and Life Success Coach for Primary and Secondary students. I founded Bearing Tree Learning Academy to support students' academic and personal growth through personalized, wholistic coaching. If administrators take the time to truly listen to teacher concerns and take the steps towards immediate positive change, more teachers would stay in the classroom, but instead they push these agendas that often don't make sense in the classroom and teachers leave.

I would advise exit interviews for those who are leaving. Take the time to learn "why"? I have spoken to several teachers who have worked in several school districts. Many have felt they have been placed in a position where they don't think their voice is heard or considered; let alone acted on. Many even feel if they use their voice there will be blowback to them in some way. By understanding the "why" you can address any issues that may lead to a retention problem.

Great insights Mr. Motzney! I have utilized exit interviews as a superintendent. In my current role I have yet to hold an exit interview with a staff member but I would love to be able to learn what, if anything, we could do as a district to retain staff members

This is not something that should be on the list. This indicates that it's squarely on the teachers lack of skills that they are leaving. That whatever the issue might be is squarely on them.

An individual considering leaving an organisation may indeed be motivated by various factors such as better opportunities, higher remuneration, challenging goals, and a positive, supportive culture. Hence, the organisations must refine their strategies and consider implementing programmes that focus on skill enhancement techniques. Additionally, the communication channels between teachers and management should be transperant. Furthermore, teachers should be entrusted with decision making process in their roles as it fosters a sense of ownership. These strategies contribute to a positive work environment where employees feel valued, supported, and motivated to stay and contribute to the organisation’s success.

Absolutely! Supporting teacher well-being is crucial for retention. After experiencing burnout firsthand, I transitioned from teaching to becoming a Wholistic NeuroGrowth Learning and Life Success Coach. Now, I help students thrive while advocating for the well-being of educators. It's essential for schools to prioritize flexible work arrangements, wellness programs, and personal recognition. Happy, healthy teachers create positive learning environments. Let's continue this important conversation!

Today teachers leave irrespective of anything , you may try everything on the list and yet they will leave if they have made up their mind . Simply because they think gaining experience with different brands is far better than sticking to one . Climbing up higher faster and furious is the trend . Negotiating better packages , fancier titles or positions and chalking out that they want to be in a leadership position in the next 5 years is how most freshers of GenZ plan their careers . Schools today have to be ready with a fresh pipeline of talent and systems to train them as “Grow where you are planted” is an out dated and discarded adage today.

Understand that you can't retain everyone. So if you have tried the suggestions above, consider that some of your employees will be empowered by leaving this organization, and that the organization will be most effective with employees who want to be there.

Get "school" out of the way of "education." Most likely the reason they are leaving is because they are frustrated with illogic, poorly thought-out systems, and bureaucracy. For those teachers who you know are excellent educators, sit with them and ask them directly: what 3 things need to be changed in how the school is running. Listen to those teachers, really listen. If they are saying it, you know the others are thinking it. Then ask yourself, are you willing to make these changes in your school to keep your top teachers?

Teachers, like all other professionals, leave due to poor management / managers. If a school system is seeing an exodus of teachers, it needs to review the Principals, district leaders, etc.