A recent survey of more than 1,000 districts found that nearly two-thirds of districts are reporting teacher shortages heading into the 2021-2022 school year. To plug or refill leaks in this draining teacher pool, districts are increasingly leveraging stimulus funding to enact short-term solutions such as incentives and signing bonuses. But the foundational cracks in the teacher pool and pipeline are deep, widespread and found at every phase of the teacher lifecycle. We need to reassess and reimagine the way we engage and support teachers at every stage of this journey, and we can start by looking at the candidate profiles that drive our recruitment, hiring and onboarding.
There are 88 million opportunities in the human genome for trait variations to make us unique, but when it comes to what we seek in the workplace, neuroscience suggests most humans crave the same three things – safety, belonging, and a sense of mattering. This is hardly news; Abraham Maslow wrote about these same needs in his 1943 paper on human motivation, and a quick scan of nearly any company’s Glassdoor reviews will highlight these variables. The past year challenged the way nearly every organization approached these needs. Lack of personal connection, the inability to ‘disconnect’ from work, and whose health and safety are prioritized rank among a laundry list of complaints with today’s employee experience. And when it comes to the field of education, the pandemic doubled down on pre-existing conditions within the teacher experience.
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A few Fridays ago I got a message from my colleague Kelly. She asked what I wanted for lunch, said she would order it, and that we would eat together during our Zoom meeting later that day (where we would begin to reimagine what summer school could look like). This simple and thoughtful act changed my mood in the moment and for the rest of that day.
This year has exacerbated the national crisis of staffing in schools. Attrition was already a looming challenge, but with all of the changes in education this year alone teachers are leaving schools and the profession en masse. That, combined with the racial reckoning taking place this year has prompted many leaders to reflect on their hiring processes and look for ways to recruit more Black teachers. If you are looking to diversify your teacher workforce or are assessing your hiring process, here are 9 things you must consider.
We’ve talked a lot about the need to improve teacher retention. During the pandemic, teachers are feeling burned out, unsupported, and dissatisfied with their jobs and lack of recognition. A survey this summer showed that nearly 30% of teachers are more likely to leave the profession now due to the pandemic. To add to the problem, there’s been a 35% decrease in the number of college students preparing to be a teacher over the past decade. So the supply of potential teachers is going down at the same time that the demand for teachers is potentially going to skyrocket. This happens for a variety of reasons that we could spend a whole week writing about. While that problem is enough to raise some eyebrows, we want to dig in beneath the surface a bit to talk about an even more pressing problem: equity, or the lack thereof, and its impact on teacher attrition.
What makes people stay at their jobs? What makes people leave? At a time when 20% of teachers say they’re leaving next year in response to the COVID-19 pandemic, we need to hold on to as many great teachers as we can. Onboarding is an effective way to increase retention of new employees and enhance their productivity in the first year. However, Gallup found that only 12% of employees strongly agree that their organization does a great job of onboarding new employees. Not surprisingly then, 50% of employees leave in the first 18 months of a new role. This is both expensive and time consuming for employers to constantly fill vacancies.