Teacher retention is a pressing challenge in education today, with schools around the world facing severe shortages. The demands on educators are growing, while many feel undervalued, underpaid, and overwhelmed. As a result, many talented teachers are leaving the profession altogether. And it’s a vicious cycle. Fewer teachers mean larger classes and even more work for those who remain. And learning suffers as a result.
As one former teacher put it: “I left teaching mainly because the pay was bad for the amount of work and demands, and there were no desirable growth prospects. The environment and human quality were excellent, but nobody works just for that – you need to cover the costs of living in this world.”
Another said: “There’s an invisible part of the job – correcting papers, preparing classes, updating content, responding to emails, setting up virtual platforms… no one sees or pays for that, but everyone demands it.”
Losing valuable teachers is harmful to the school community and its academic reputation. It also brings with it significant costs to recruit and train replacements. It is a huge drain on state education when qualified teachers quit the profession, and even independent schools are impacted when their competitors poach their best staff. And frequent teacher turnover disrupts students’ learning, forces them to adapt to new teaching styles, and can negatively impact their outcomes.
In this article, we’ll discuss key factors that contribute to teacher turnover, and provide actionable strategies to help you keep your most valuable staff engaged and committed to your school.
When schools focus on retaining staff, they are both prioritising teacher wellbeing and student learning. What’s more, they can avoid the expensive fees associated with recruitment, as well as the time and resources spent on interviewing and onboarding new hires, making it easier to build a cohesive and stable school environment. And they encourage a more cohesive school community with strong long-term relationships between educators and students.
How to keep your best teachers
Competitive pay
One of the most straightforward ways to retain teachers is to offer competitive salaries. As one teacher told us: “If you want to retain someone and value them, you can’t allow them to live with financial stress or struggle to make ends meet.” Compensation must reflect the hard work and dedication that teachers put into their roles.
Recognition for “invisible hours”
Teaching goes far beyond the hours spent in the classroom. Teachers spend countless “invisible hours” correcting papers, preparing lessons, and handling administrative tasks. Acknowledging and compensating teachers for this often-overlooked time can make a big difference. Implement policies that track and reward the extra effort teachers put in, whether through time-off benefits, public recognition such as “Teacher of the Month” programmes, personalised gifts, opportunities for professional growth (such as attending conferences or workshops), extra prep time, or even offering mentorship roles.
Provide professional growth and development opportunities
Teachers who feel unmotivated in their roles are more likely to leave. Offering opportunities for professional development, such as workshops, courses, or mentorship programmes, shows your commitment to their growth. Schools can also encourage collaborative environments where teachers can share best practices and work together on new teaching strategies. When educators feel like they’re continually learning and advancing, they’re more likely to stay in the profession.
Create a positive and supportive school environment
A strong school culture is essential for teacher retention. School leadership should create a positive atmosphere by providing consistent feedback, encouraging open communication, and being mindful of teacher workloads. Teachers need to feel valued and appreciated, not just by students, but by their colleagues and administrators. Cultivate a sense of belonging by recognising their contributions, giving them a voice in school decisions, and offering meaningful opportunities for input.
Leadership: support and autonomy
Teachers thrive when they have supportive leaders who trust their expertise. Give teachers autonomy in their classrooms while providing them with the support they need to succeed. Strong leadership means balancing guidance with freedom, and being mindful not to overload teachers with demands. Offer consistent, constructive feedback, and ensure that communication is clear and open. Teachers who feel trusted and respected by their administration are far more likely to stay long-term.
Mentoring programmes for new teachers
Mentorship is an effective strategy for retaining both new and seasoned teachers. Pairing new teachers with experienced mentors helps them navigate the challenges of the profession, offering guidance, support, and a sounding board for concerns. Mentors provide practical advice and emotional support, which can reduce the feeling of being overwhelmed. Schools that offer mentorship programmes show that they are invested in the long-term success of their teachers.
Improve school working conditions
A supportive work environment is essential for teacher retention. Schools should make a conscious effort to improve working conditions by ensuring reasonable class sizes, providing resources, and encouraging work-life balance. Regularly check in with teachers, gather feedback, and address any concerns they might have. Recognise and reward hard work, and create a culture where teachers feel heard and valued.
You can start implementing these strategies today. By doing so, schools can significantly improve teacher retention, building an environment where educators feel valued, supported, and motivated to continue their careers. Keeping your best teachers benefits not only the individual staff members but also enhances student learning and strengthens the entire school community.
If you can’t implement all of these strategies right away, you can begin with small, cost-free options, such as making teachers feel valued and appreciated. You might also consider starting a mindfulness programme before classes begin or finding simple ways to show teachers that you care about them.
A call to support teachers
Retaining great teachers is important for student success. By investing in fair pay, professional development, and a positive work environment, schools can ensure their teachers feel valued and supported and ultimately benefiting students as well.
The Best School to Work programme equips school leaders with the tools and frameworks needed to foster a healthy and supportive work environment for educators. Using our diagnostic tool, we help schools identify key areas for growth and improvement.
To learn more about how we can support your school, visit Best School to Work or book a demo today.
