The Cost of Doing Nothing: How a Strategic People Plan Can Save MATs Money

By Mark Solomons, Founder & CEO of Welbee

Budget pressures in Multi-Academy Trusts (MATs) are very real, and HR and leadership teams are making tough decisions every day. With so many competing priorities, it’s understandable that investing in staff wellbeing and stakeholder engagement can feel like something that might have to wait. But in reality, these are not just initiatives—they are essential drivers of long-term financial sustainability and educational success.

A well-executed, strategically focused people strategy ensures that staff feel valued, stakeholders are engaged, and resources are optimised to create efficiencies across the trust. The challenge isn’t about whether there’s a budget for this—it’s about how we use existing resources to make meaningful, measurable improvements. The real impact isn’t just in making an investment, but in implementing it effectively and tracking results to ensure long-term success.

The Hidden Costs of Inaction

When staff wellbeing and stakeholder engagement aren’t prioritised, costs quietly build up over time, impacting budgets in ways that are often overlooked.

• Staff Absence: The cost of staff sickness can quickly add up, with many MATs spending significant amounts on supply cover every year.
• Retention & Recruitment: Losing experienced staff isn’t just disruptive—it’s expensive. With teacher recruitment and retention remaining a challenge, investing in staff experience can reduce costly turnover.
• Stakeholder Engagement & Reputation: Poor communication with staff, parents, and students can lead to disengagement, lower satisfaction, and, ultimately, challenges in recruitment and retention.
• Lower Engagement, Lower Outcomes: Research shows that engaged, well-supported staff create a better environment for students, leading to stronger educational outcomes and a positive school culture.

The key isn’t just spending money—it’s making sure every investment leads to tangible improvements. That only happens when there’s a structured, long-term approach in place that connects staff wellbeing with wider stakeholder engagement.

Making Wellbeing and Engagement Work Within Existing Budgets

MATs that have successfully embedded staff wellbeing and stakeholder engagement into their strategy haven’t necessarily found ‘extra’ budget—they’ve approached it differently. Here are some ways to make this work even in financially challenging times:

1?? Leverage Centralised MAT Budgets – Rather than treating wellbeing and engagement as individual school costs, trust-wide initiatives can offer better value and impact across multiple schools.

2?? Link People Strategy to Cost Efficiencies – A strong people strategy improves retention, reduces absenteeism, and strengthens engagement, leading to long-term financial savings that offset initial investment.

3?? Use Stakeholder Insights to Drive Smarter Decisions – Effective engagement with staff, parents, and pupils ensures that the right interventions are prioritised, avoiding wasted resources on initiatives that don’t deliver impact.

4?? Ensure Effective Implementation & Tracking – The return on any wellbeing or engagement investment isn’t automatic. It comes from implementing solutions well, embedding them in everyday practice, and tracking results to ensure ongoing impact.

A Sustainable Approach to People Strategy

Investing in staff wellbeing and stakeholder engagement doesn’t have to mean finding a large, new budget—it’s about making strategic choices that lead to meaningful change. By approaching it with a clear plan and long-term vision, MATs can ensure that every pound spent translates into improved staff morale, stronger engagement, lower turnover, and ultimately, better educational outcomes.

What strategies have worked in your MAT to prioritise wellbeing and engagement while managing budget constraints? Let’s discuss in the comments!

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