Teachers inevitably change roles for various reasons, so some staff turnover is to be expected. However, when teacher turnover gets too high, the negative impacts are quickly noticeable. Time spent on education recruitment can quickly add up when schools need to frequently replace experienced teachers.

On the positive side, retaining your best teachers means your students get more stability and continuity of learning. Schools that do well in retaining their teachers tend to find recruitment easier, as high staff retention also indicates that a school is a good place to work.

Addressing teacher retention has become increasingly important in recent years, not just for individual schools but for the entire education sector. AITSL researchshows that the number of teachers reporting intentions to leave the profession before retirement increased from 26% in 2019 to 35% in 2022. Many teachers are unsure about how long they will remain working as teachers, which suggests “there is considerable scope for retention strategies to have a positive impact”.

We’ll highlight the most common factors in staff turnover and practical teacher retention strategies schools can implement to keep their best teachers.

It’s not unusual that teachers’ workloads can expand at times. However, a prolonged high workload is a recipe for teacher frustration – and it’s the most commonreason teachers want to quit their jobs. A study by The Black Dog Institute found that as many as 70% of teachers have reported having “unmanageable workloads”. Tackling workload issues is among the most effective teacher retention strategies.

To make workloads more manageable, there are multiple solutions to try. These might include offering more flexibility around timetabling, employing teacher aides and administrative team members for more support, and giving teachers dedicated time for lesson preparation during school hours.

Also, consider ways to schedule meetings and initiatives in ways that don’t overload teachers within short timeframes. For example, avoid scheduling unnecessary meetings during critical planning periods.

What works will depend on the time of year, your school’s resources and its unique needs. Encourage your teachers to share any challenges they face so you can find practical solutions together.

It always feels good to be acknowledged when you’re working hard. Recognition can go a long way in building a supportive workplace that encourages teachers to stay.

Regularly celebrating your teachers' efforts and achievements, both big and small, helps embed a culture of recognition within the school. Celebrations can include formal rewards like annual awards or shoutouts in staff meetings, and informal gestures like thank-you notes or acknowledging teachers’ successes in newsletters.

You can get students in on it, too. Involving students in teacher appreciation activities is a meaningful way to enhance your school’s culture of recognition and reward. Students can write thank-you notes, create artwork, or help organise events to honour their teachers.

The Black Dog Institute found that 52% of teachers have reported moderate to severe symptoms of depression, while 46.2% reported anxiety symptoms, so providing resources to support teacher mental health is a priority for all schools.

One way to do this is by giving teachers access to external mental health support, such as counselling or employee assistance programs, so they can talk to someone when they really need to. Sometimes, teachers might be reluctant to talk about their challenges at work, so offering teachers a safe space to share concerns without fear of judgment can help them manage their well-being.

Encouraging teachers to build social connections at work is invaluable for making them feel included and supported at work. Teachers who feel connected to their colleagues are more likely to stay in their role and contribute to a positive school culture.

It’s also helpful to make the staff room a warm and inviting place where teachers can relax and chat comfortably with their colleagues. Organising social get-togethers is another great way to build camaraderie outside the classroom, ensuring teachers have the chance to build bonds with their colleagues.

UNSW researchershave found that teacher retention can be improved by encouraging more collaboration among teachers and giving them professional development opportunities.

They noted the importance of collaboration that is tailored to teachers' needs and preferences. Listening to your teaching staff is essential to ensure these efforts are effective. Further, collaboration is most successful when schools allocate dedicated time within teachers' work hours, rather than adding it as an extra responsibility.

In practice, collaboration and professional development can involve peer observation and one-on-one mentoring. Enlisting your experienced teachers to support junior teachers can give them the leg-up they need to be more effective in their role and feel supported at work.

Creating an environment where teachers feel supported, connected, and valued is crucial for both retention – and recruitment. By addressing issues that lead to burnout and turnover, school leaders can build a culture that attracts talented educators and helps them stay long-term – a win-win situation for everyone!

Retaining your best teachers can be just as challenging as recruiting them in the first place. Both tasks require effort and strategy to ensure the right people stay in their roles and thrive. That’s where Inspired Recruitment can provide you with support. As education recruitment specialists supporting schools in Sydneyand Melbourne, we can help you find the right teacher. Get in touch with us today!