Retention: The New Recruitment Strategy for Educators
DR. CHRISTOPHER S. CULVERMore than 50% of districts across the country are grappling with significant teaching vacancies.
An alarming 86% of public schools struggle to hire qualified educators.
To make matters worse, there has been a 45% decline in enrollment in teacher preparation programs over the last decade, making it increasingly difficult to recruit educators from traditional collegiate pathways.
Given this landscape, we must face the reality that retention is the new recruitment strategy. We need to shift our focus from merely filling vacancies to nurturing an environment where our existing educators feel valued, supported, and empowered.
I am deeply grateful for those who choose to teach through alternative routes—emergency certification, alternative certification, and adjunct certification. While they may not have the same training as traditional educators, they bring valuable lived experiences to the classroom. Still, it’s essential to recognize that many of them require additional support as they navigate their roles.
The cold, hard truth is that we need to pour into the teachers we have because retention is now a critical approach.
I hear stories from educators about how competitive it was to be a teacher back in the ’90s when they started, and I can relate, having begun my own teaching career over ten years ago. The landscape has changed dramatically; we no longer have the same competitiveness.
Now, we must retain quality educators, and that starts with cultivating a positive school culture. It's vital to equip and empower our new teachers, creating an environment where they want to come, stay, learn, and teach.
You may be asking, why are we discussing retaining teachers at this part of the year?
Answer: Because it started day one and is ongoing. It can be course corrected if it’s off course, and it can be cultivated if it’s almost there, and it can flourish if it’s already spectacular.
Guest blog writer, Dr. Seth Meier, recently shared a blog titled “How Principals Can Shape A Thriving School Culture” where he unpacks personal testimony of his experiences as an elementary principal and provides practical insights and more. If you have not read it, please check it out here.
In addition to what Dr. Meier shares, here are some foundational principles to help us create that culture:
Treat People the Way You Want to Be Treated: This timeless principle fosters respect and understanding in our educational communities. Every interaction is an opportunity to reinforce positive relationships.
Assume Positive Intent: In high-stress situations, it’s easy to misinterpret actions or words. By assuming that colleagues are acting with good intentions, we create an atmosphere of trust and collaboration.
Practice Kindness: Kindness doesn’t have to be grand; even a simple smile or supportive word can make a significant difference. It nurtures a sense of belonging.
Build Relationships: Prioritize relationship-building among staff. Strong connections lead to collaboration, mutual support, and a shared commitment to student success.
Establish Trust: Trust is the bedrock of any successful team. Open communication and transparency help build trust, making it easier for educators to feel safe and supported.
Empower Your Team: Give educators autonomy over their teaching and decision-making processes. Empowered teachers are more likely to take initiative and feel invested in their work. Don’t forget, Hattie tells us that collective teacher efficacy has a positive effect of 1.57 which is a complete game changer.
Recognize Contributions: Regularly acknowledge and celebrate the achievements of staff members. Recognition boosts morale and reinforces the value each individual brings to the team.
Communicate Openly and Honestly: Foster a culture where open dialogue is encouraged. Transparency in communication builds trust and ensures that everyone feels heard and valued.
Let me share a personal experience that shaped my understanding of school culture and retention.
During one year as an assistant principal, I came to a middle school that had experienced double-digit turnover the year before. The first year I was there, more than 20 teachers left, and the same trend continued the following year. The principal at the time believed it was a “teacher problem”.
However, as educators, we know that’s not the case.
I reflect on this experience often, feeling sincere gratitude for the lessons it taught me.
It encouraged me to enroll in a doctoral program and dive deep into researching school culture and its impact on teacher retention. Through my research, I found that teachers want relationships, trust, empowerment, autonomy, recognition, and open communication (5+1 Model).
But here’s the kicker: If we already know these things, why do so school campuses lack a culture conducive to learning, teacher support, and retention?
I genuinely believe that to foster thriving school environments rich with student engagement, teacher retention, and ultimately, student achievement, we must be kind. Our guest blog writer, Amy Jordan, shares the power of the educator’s kind voice. If you didn’t read it, check it out here.
The Importance of Self-Care
I understand that all of these jobs are high-stress and high-pressure, and it’s easy to get overwhelmed. There is tremendous power in self-care. (Check out this in-depth blog about self-care). When we neglect our own well-being, it often spills over into our interactions with others. You’ve probably heard the saying, “hurt people hurt people.” It’s true. We need to prioritize emotional, mental, and physical well-being to do this vital work effectively.
Here are three self-care tips:
Be Kind to Yourself and Others: We are all human, and mistakes happen. Grant yourself grace and extend that understanding to colleagues. Recognize that everyone is navigating their challenges. (I have infographics below on how to do this, keep scrolling).
Assume Positive Intent: In high-pressure environments, it’s essential to remind ourselves that others may be acting out of stress or anxiety. Approach situations with curiosity rather than judgment.
Prioritize Mental and Emotional Wellness: Take time for activities that recharge your spirit. Whether it’s exercise, meditation, or spending time with loved ones, investing in your well-being benefits both you and your colleagues.
Strategies for Fostering a Supportive Environment
To create a thriving culture, consider implementing the following strategies:
Establish Regular Check-Ins: Conduct weekly check-ins with your team to gauge morale and workload. Whether in person or through anonymous surveys, gathering feedback fosters openness and encourages vulnerability.
Respect Time: Acknowledge that time is a precious resource. Schedule meetings and professional development sessions mindfully, ensuring that they are purposeful and relevant.
Treat others the way you want to be treated: If you wouldn’t want someone to treat you that way, then please do not treat others that way. Have positive intent and be kind.
Empower Decision-Making: Create committees or teams of diverse stakeholders with multiple points-of-view to involve educators in decision-making processes. Utilize design-thinking methodologies to foster empathy and understanding, ensuring that diverse perspectives are heard.
Encourage Innovation: Provide spaces for to experiment with new ideas and teaching methods. An atmosphere of innovation promotes risk-taking and creativity, leading to improved outcomes.
Monitor Workloads: Regularly assess the workloads of your team. Heavy workloads can lead to burnout, so be proactive in addressing concerns and finding solutions.
Celebrate Successes: Acknowledge both individual and collective accomplishments. Celebrating milestones—no matter how small—reinforces a sense of community and belonging.
Be consistent and fair: Create spaces of consistency with high levels of expectations and accountability, and be fair by holding all to the same standard.
SPOILER ALERT: This is not unique to just educational spaces. This is fitting for any and all workplaces.
Reflect and Act
As leaders and educators, it’s essential to reflect on our practices and their impact on retention. Consider the following questions:
How are you fostering a culture of kindness and support within your team?
What systems and processes are in place to ensure open communication and collaboration?
How does your retention data from the past few years inform your approach to creating a positive work environment?
I know your work is hard, and I can’t thank you enough for your service and leadership in your respective fields. Don’t forget, leadership does not mean certain titles. I genuinely appreciate you.
I am a firm believer in the power of kindness—it’s crucial for our physical, mental, and emotional health. Kindness should not be perceived as a weakness; instead, it’s a powerful tool for upliftment and encouragement. By leading with kindness, fostering spaces of belonging, and building unity within our communities, we can retain our valuable team members and colleagues.
Need Help?
Are you in a space where you’re not sure how to turn things around or reverse course?
Let me help you. I’m more than happy to offer a free consultation or chat to provide ideas, steps, and strategies. Whether it’s training, a workshop, or anything else you might need, I’m here to support you.
It truly takes all of us to retain quality people, so please don’t hesitate to reach out.
I am rooting for you, and I am grateful for you.
Together, we can create an environment that not only retains talented souls but also empowers them to inspire great innovation. Thank you for what you do each and every day!
POTENTIAL NEXT STEPS:Looking for a keynote / motivational speaker? Or a culture workshop? Or a Gen Z/Gen A deep dive? Contact me today. I’d love to come and help you and your team! Thanks for what you do each and every day!
Interested in being a guest blog writer? Use the contact me, above, and reach out! I'd love to have your thoughts & contributions!
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