7 Ways to Improve Teacher Retention With Better School Communication

According to Hanover Research, 70% of K-12 teachers in the USA do not feel engaged at work. The lack of engagement may be an overall cumulative feeling for several reasons. McKinsey lists some reasons teachers may be considering leaving their jobs: compensation, unreasonable expectations, and the inability to protect their well-being and leadership.

Some of the teachers’ dissatisfaction has deeper societal roots. Some of the dissatisfaction may have to do with the local culture. While no single technology solution, such as communication and information management software, can solve structural societal issues ad hoc, it can facilitate better school culture and school communication.

The research paper by Hanover Research suggests some concrete strategies to drive teacher engagement for teacher retention: increase commitment to create a positive school culture; encourage collaboration and team-building between teachers; provide active, transparent, and timely communication; and recognize teachers’ contributions.

Here are concrete steps to improve teacher retention with the systematic and thoughtful use of a comprehensive school communication, engagement, and information management system such as School Signals.

#1: Recognize Teachers and Their Hard, Valuable Work

Recognize teachers on the platform to show appreciation. Make posts to the social School Feed where you recognize teachers for their hard work as professionals and humans. For instance,

Introduce a new teacher to the community.
Interview a teacher for the community to get to know them better.
Recognize special professional milestones such as a work anniversary or a new teaching credential.

Positive social posts and recognitions are a concrete and direct way to show the teachers in your community that the community values them and their contributions.

#2: Reduce Teachers’ Administrative Work Burden

Many teachers may feel they are stretched thin and need to wear too many hats. Teachers should be allowed to do their teaching job without being asked to do administrative tasks that go beyond the scope of their areas of expertise and focus.

Reduce administrative burden from teachers, for instance, by managing the tracking of parents’ online form filling, even if it is just a waiver for a class trip. A dynamic online form system, such as School Signals that automates reminders if a parent does not fill out a form will also help admins. Allow teachers also to voice their concerns if their administrative tasks increase.

At School Signals, we’ve designed an easy account management system to lessen teachers’ workload and burden; for instance, teachers do not have to approve each parent account individually to access a specific group. No teacher should have to click tens of application links! Instead, we create a clear profile of the user’s affiliations within the school in our system. The system grants parents access to all applicable grades, classes, and groups without complicated authorization codes.

#3: Reduce Incidents and Effectively Solve Them

Challenging incidents in school may cause added stress. A good incident reporting system and trusted flow let the teachers know that the school takes bullying seriously and that the school faculty is ready to combat it. In School Signals, all authorized users have access to Incident Management Reporting. This system provides a platform for being heard and tracks concrete steps that the school has taken by documenting them.

#4: Encourage Parents to Participate in Suitable Roles

Survey parents – and grandparents – in School Signals on how they can contribute and help. Then, use these resources to lessen the burden on teachers. For instance, party planning, volunteering as a reader, or providing extra supplies or materials can be allocated for parents and those who enjoy it most. School Signals makes it easy for parents to RSVP and volunteer.

#5: Take Over Challenging Parent Communication

Reduce the burden of challenging parent communication from the teacher to the appropriate department, principal, or head of school. Create rules and standards to recognize when the transition should take place.

#6: Provide New Teachers Support and Resources

New teachers just getting to know the school culture may be at higher risk of leaving their jobs. To retain these valuable professionals, consider creating a group in School Signals where new teachers can privately collaborate with the school staff, ask questions, and get support. This effort will indicate that a strong culture is in place and the support is there.

#7: Create and Conduct Regular Surveys to Measure Teacher Engagement

Utilize School Signals Online form tools to measure teacher engagement and job satisfaction. You can announce these forms in the private School Feed for teachers. Anonymous form filling from an authorized account may be allowed. Our system visualizes the data results. Of course, these surveys should outline and measure the overall school culture and job satisfaction, not replace conversations and dialogue in person.

The Takeaway

A school communication platform may be used to reduce professional frustrations, improve trust in the community, and help members engage and get to know one another. A stronger school communication leads to a stronger community, and increased teacher retention. A teacher who feels proud, recognized, and supported by their community will likely enjoy and retain their teaching position.