If teacher retention is keeping you up at night, you are not alone. Among CharterSAFE’s membership, 40% of school leaders are concerned with the employment landscape, and specifically on retaining quality employees. In speaking with members, our HR team has found that the need to hire and retain teachers has been so great over the past few years that it often results in hiring a “warm body” rather than finding the right employee for the job. This sentiment echoes across the state, with rural charter schools often being hit the hardest. Meanwhile, qualified educators are experiencing unprecedented burnout, prompting many to leave the profession entirely. So, how can we address this issue?
To build a strong and sustainable workforce, schools must take a proactive approach by investing in career growth, promoting work-life balance, and fostering a culture of appreciation.
Create Career Advancement Opportunities
Providing clear pathways for professional growth increases employee engagement and retention. Schools can:
- Support career progression by helping paraprofessionals earn teaching credentials.
- Offer mentorship programs to guide high-performing employees into leadership roles.
- Provide professional development to equip educators with new skills and career opportunities.
- • Set clear expectations and check in regularly to provide ongoing support and motivation.
When educators see a future within their school, they are more likely to stay and grow within the organization.
Promote a Healthy Work-Life Balance
Stress and burnout are major factors driving teachers out of the profession. A recent survey found that 57% of Reasonable Accommodation requests were due to serious mental health conditions, while 47% of employees requesting leave cited their own mental health concerns.
Leaders must recognize that mental health is just as important as physical safety. Addressing concerns early helps prevent burnout and workplace stress. The best way to support employees? Lead by example. Encourage staff to disconnect after work hours, listen to workload concerns, and provide proactive support such as wellness programs and regular check-ins.
Recognize and Retain Top Talent
Competitive salaries matter, but true retention comes from fostering a workplace culture where employees feel valued and supported. Schools can:
- Celebrate achievements through public recognition, thank-you notes, and staff shout-outs.
- Listen and act on feedback to address workload concerns and create a culture of trust.
- Prioritize well-being by offering wellness initiatives and ensuring reasonable workloads.
When educators feel seen and supported, they are more likely to remain engaged and committed to their roles.
A Strong Workforce Builds Strong Schools
Retaining top educators requires a strategic approach that prioritizes career growth, mental well-being, and employee appreciation. When schools invest in their staff, they create a positive culture that benefits both employees and students. Strong schools are built on strong teams—how will you invest in yours?
For More Information
For more information, contact CharterSAFE via email at info@chartersafe.org or visit their website, www.chartersafe.org.
