How School Leaders Can Use Better Communication to Improve Teacher Retention

Introduction: The Problem

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 concrete strategies to drive teacher engagement for teacher retention:

1. Increase commitment to create a positive school culture;
2. Encourage collaboration and team-building between teachers;
3. Provide active, transparent, and timely communication; and
4. 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.

Recognize Teachers’ 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.

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. 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.

Encourage Parent-led Initiatives

Improving the conditions for parents to participate helps teachers. Strong PTO/PTA can significantly help teachers by providing need-based items, supporting teachers during teacher appreciation weeks and beyond, coordinating volunteer opportunities for school events, and helping with roles that support teachers in their work. Additionally, parents can volunteer in the classroom. Parents stepping in and school leaders supporting parents’ valuable volunteer work and time commitment help sustain a healthy ecosystem in the school, where all stakeholders contribute to students’ learning and well-being. Unified school communication platforms, such as School Signals, are designed for PTOs to coordinate their work and for teachers easily request volunteers for their classrooms.

Support 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.

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.

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.

Focus on Improving the School Culture

Teachers, parents, students, and school leaders share something in common—the school culture they experience every day. School culture is not a static concept; it is something school leaders, teachers, and family engagement teams can work on. Investing in teachers’ professional development, strong parent-led initiatives, and building community partnerships all promote a closer-knit community where members feel that they belong. Teachers are more likely to stay in a positive school environment that supports them. Unified school communication platforms do they part in creating a closer community where information flow is clear and consistent and where community members are enabled with quick tools for two-way communication.

The Takeaway

A school communication platform may be used to reduce professional frustrations, improve trust in the community with clear and concise communication, and help members engage and get to know one another. Strong school communication helps to build a stronger and more positive school culture, and thereby increase teacher retention. A teacher who feels proud, recognized, and supported by their community is more likely to enjoy and retain their teaching position. 

References

McKinsey: https://www.mckinsey.com/industries/education/our-insights/k-12-teachers-are-quitting-what-would-make-them-stay

Hanover Research: https://www.hanoverresearch.com/reports-and-briefs/engagement-strategies-to-improve-k-12-teacher-retention/?org=k-12-education