Teacher Retention

Teacher retention is critical to the long term health and success of your school. The start of the year is the best time to discuss retention strategies with your Induction Team. Here are a few retention tips to discuss:

A satisfied Educator knows clearly what is expected from him/her every day at work. Changing expectations keep Educators on edge and create unhealthy stress. There is a need for a specific framework within which teachers clearly know what is expected from them.

The quality of the supervision an Educator receives is critical to retention. It is not enough that the Instructional Coach is well-liked or a nice person. He/she has a critical role to play in retention. Anything the Instructional Coach does to make an Educator feel unvalued will contribute to turnover. Frequent complaints center on these areas: lack of clarity about expectations, lack of feedback about performance, failure to hold scheduled meetings, and failure to provide a framework within which the Educator perceives he/she can succeed.

The ability of the Educator to speak his or her mind freely within the school is another key factor in teacher retention. Does your school solicit ideas and provide an environment in which staff members are comfortable providing feedback?

The easiest issues to solve, and the ones most affecting employee retention, are tools, time and training. Educators must have the tools, time and training necessary to do his/her job well – or he/she will move to a school that provides them. Ask the W. Edwards Deming question, “What about the New Educator Support System is causing the New Educator to fail?”

Your best teachers, those you want to retain, seek frequent opportunities to learn and grow in their careers, knowledge and skill. Stagnation will occur without the opportunity to try new opportunities, attend professional development and read and discuss books. A career-oriented, valued teacher must experience growth opportunities within your organization.

Your Educators must feel rewarded, recognized and appreciated. Frequently saying thank you goes a long way. Brainstorm with your Induction Team strategies on how make thank yous even more effective.

Source: Randall Deich, Program Facilitator, HRD