Educational leaders are responsible for many aspects of running a school. They evaluate staff performance, provide feedback, ensure students reach achievement goals and hire staff. High staff turnover is a common problem in schools. As a result, schools need to find ways to improve teacher retention — much of which comes down to strategies and methods chosen and implemented by school leaders.
Northwest Missouri State University’s online Master of Science in Education (MSEd) in Educational Leadership program helps aspiring school leaders develop the skills and knowledge of school management necessary to develop and retain a talented staff of teachers.
The Realities of Teacher Shortages
According to research from Education Resource Strategies (ERS), roughly 23% of teachers in surveyed districts left the profession or their school districts in the 2022-2023 school year. New “rookie” teachers left their jobs at a rate of 30%. Schools with a high number of students living in poverty and who self-identify as minorities deal with higher turnover — 29% on average. Further, 40% of teachers who left a teaching job for another in the same school district moved to schools with lower poverty rates.
U.S. public schools struggle with teacher shortages in many subjects and positions. A list of teacher shortage areas by state from the U.S. Department of Education identifies grades, subject matter or discipline, and counties that need more teachers. Educational leaders can check the list to determine the teacher shortage areas in their state.
Many contributing factors lead to high teacher turnover, including a lack of feedback and coaching from mentors who understand a teacher’s subject area and a lack of support for teachers who deal with difficult students and their families. Yet, an outsized factor in teacher turnover is poor leadership. Between the high turnover and teacher shortage areas, schools need their educational leaders to work on retaining qualified teachers.
Effective Teacher Retention Strategies
Numerous strategies can help improve teacher retention. Educational leaders should make sure teachers understand and agree on the definition of excellence. Open communication is a must, as is the development of an inclusive, culturally responsive learning environment. This helps to create the kind of school culture that supports and motivates both teachers and students. Moreover, staff members need professional development that puts them on the path toward the defined excellence.
Many schools fail in professional development because they depend on whole-group training that does not connect to staff members’ jobs. Instructional coaching, on the other hand, provides job-embedded, real-time training that offers relevant professional development and can make a difference.
Provide Leadership Opportunities
Retaining high-performing teachers requires that schools and districts support teachers’ ambitions. High performers want a chance to gain leadership skills and to grow through instructional or policy-oriented opportunities. Districts and schools can provide opportunities by allowing these teachers to lead professional development or coach teachers. For policy-oriented opportunities, teachers can join a task or advisory group.
Schools and districts that lack leadership opportunities or want to provide more can partner with organizations. Examples of such programs/organizations include the Core Collaborative network, the National Academy of Advanced Teacher Education (NAATE), BetterLesson’s Master Teacher Project and the Leading Educators Fellowship.
Support Flexibility and Work-life Balance
The last recommendation involves creating flexible roles and staffing structure. Schools and districts can implement innovative solutions such as permitting job-sharing, developing hybrid roles or hiring associate teachers to work with a mentor. A flexible staffing structure lets teachers grow professionally while maintaining work-life balance. Teachers with happier personal and professional lives tend to stick around.
School leaders can develop expertise with strategies for improving teacher retention through in-depth, comprehensive studies in an MSEd. in Educational Leadership program. Plus, online MSEd. programs like Northwest’s allow educators to continue working, earning a wage and applying what they learn to practice while completing their degree. This flexibility helps working educators advance their careers and educational practice, giving them the opportunity to improve the teacher experience and retention as well as the positive student learning outcomes that result from an excellent, consistent teaching staff.
Learn more about Northwest Missouri State University’s online MSEd. in Educational Leadership program.
