Empower Your Educators with These 10 Teacher Retention Strategies
Let’s face it: Teacher burnout is through the roof, with an all-time-high of 8% of educators leaving the profession each year, adding to the ongoing teacher shortage. The US education system is currently faced with 36,000 vacant teaching positions, along with at least 163,000 positions filled by underqualified teachers.
Investing in teacher retention isn’t just a nice idea; it’s essential for creating a successful environment where learners, educators, and staff thrive. The issue of teacher turnover is complicated, but there are a number of practical solutions.
Here at BambooHR, we get it. We understand the unique challenges faced by teachers and the behind-the-scenes work of your HR squad. Read on to discover effective strategies for retaining teachers, especially during the summer months, and learn how BambooHR can help your school keep its most valuable asset—your teachers.
*Editor's Note: All names and identifying information have been changed to protect privacy. Quotes have been lightly edited for clarity and concision.
Why are teachers quitting the profession?
We interviewed HR pros from the education field to find out what’s been pushing teachers to leave. Here’s a breakdown of the big issues they deal with on the daily.
Low compensation
“It's difficult in this environment. Teaching doesn't pay as well as some other fields. So, I think just trying to keep up with other industries is the biggest challenge.”
Lois | HR Manager | North America
Workload & Burnout
“There’s a lot of pressure on teachers now, and many are at their wits' end. I think the long hours and demanding nature of the work make it difficult for anyone to find that balance. These factors are some of the main drivers of turnover because the job is both physically and mentally draining.”
Kai | School District HR Assistant | North America
Navigating Sociopolitical Efforts
“Additionally, addressing sensitive sociopolitical topics within the school system can be difficult. Teachers often face situations where parents may be upset about the use of their child's chosen name or pronouns, adding more complexity to their roles.”
Sasha | School District Director of HR | North America
Safety Concerns
“Navigating safety concerns, like the fear of potential school shootings, is incredibly challenging for educators.”
Lila | University HR Coordinator | UK
Lack of Support
“Certain kids can be really rough on teachers. We've had a lot of cases where students were really difficult with their teachers, engaging in behaviors that made the classroom unsafe for teachers. We’ve had teachers injured by students in the last year. I think the biggest issue is that teachers don't feel supported. We don’t have the proper procedures, resources, or support in place to protect our teachers.”
Becky | HR Operations Specialist at a University | North America
Lasting Impact of COVID-19
“I mean, we were hit hard by COVID-19. In the past year, it's kind of picked up a bit, but post COVID-19, it’s been really hard to find teachers.”
Ravi | HR Manager | North America
Limited Development Opportunities
“I think the opportunities for professional development at my institution are limited. We can't provide very good opportunities for our teacher to grow. We can't provide that many training courses.”
Luca | Digital Skills Advisor at a University | North America
How many first-year teachers quit?
The turnover for new educators is shockingly high, up to 30% in some studies. Just in 2022-2023, 23% of teachers either left their school or their teaching role.
The unusually high rate of new teachers leaving their jobs is likely caused by a variety of factors:
- Unrealistic expectations: First-year teachers often set the bar extremely high, expecting themselves to be as effective as experienced educators from day one.
- Overwhelming workload: The sheer volume of work, from lesson planning to parent communication, and the administrative demands can feel overwhelming.
- Emotional strain: Adjusting to school culture, building student relationships, and feeling connected with other colleagues can be tough, often leading to feelings of isolation.
- Classroom management challenges: Many new teachers find it hard to establish authority and manage behavior effectively, leading to frustration and stress.
US teacher shortages
Example: Texas teacher shortage
Let's talk about a state that's really feeling the teacher shortage—Texas. Since the pandemic, they have seen an increase in teacher turnover from 9% to 13.4%, with many leaving the profession entirely.
In Texas, the following specialties have the largest teacher shortages:
- Science, Technology, Engineering, Mathematics (STEM)
- English as a Second Language (ESOL)
- Certified Technical Education (CTE)
- Special Education
Unable to fill these vacancies, administrators are often compelled to hire underqualified teachers.
This has an impact on the students, too. While these underqualified teachers are doing their best, the lack of qualification and experience is taking a negative toll on the quality of the students’ educations. Texas Tech University research shows that with an underqualified teacher, kids can lose three to four months of learning.
The state has formed a task force to brainstorm solutions, but so far, not many of their ideas have made it into law. Fingers crossed for some progress soon! The recommendations from this panel of educational leaders include the state being more respectful of teachers’ time, providing additional training, and increasing salaries. You may be surprised to learn that Texas is 30th in the nation when it comes to average teacher pay of $57,633, which is below the national average of $69,597.
Texas has introduced some initiatives, like some salary increases for 2025, special residency programs for would-be teachers, and mentorship setups. For example, some districts are footing the bill for a teacher’s certification in exchange for a commitment to teach locally—a clever way to build up a strong future workforce.
How Many Teachers Are There in the US?
The US Bureau of Labor Statistics reports that there are about 3.7 million full-time K-12 teachers. Compare that to the roughly 5.1 million K-12 teachers back in 2014 and you'll see the picture of the teacher shortage getting pretty bleak.
The field of education is facing its lowest level of employment in the past 50 years. The number of employment in this sector has consistently decreased over each decade.
10 teacher retention strategies for HR
Offer flexible work options
Offering flexible work options, such as part-time schedules, remote work, and generous PTO and leave benefits can be a game-changer for teacher retention, addressing their personal needs head-on. When educators can better balance their work and personal lives, it has a direct impact on their stress levels and job satisfaction. Plus, it's no secret that happier teachers stick around longer.
“If they want to drop their hours and be part time, they can. If they want to take on more work responsibilities, they can. We offer things like maternity and paternity leave because it makes sure our staff feels valued and that they can take time off work then come back and really do effective work.”
Breana | HR Assistant at a University | North America
Advice about summer break
Stay in touch with your educators over the summer to keep them engaged and excited about the coming year. Quick updates, hand-written notes of thanks, and light brainstorming about the future will show them you care and will help you build a better relationship.
Beware of burnout signs
Teacher burnout can lead to disengagement and turnover. Watch for these red flags:
- Exhaustion: Feeling drained or overwhelmed
- Detachment: Negative attitude or withdrawal from colleagues
- Performance issues: Struggling with deadlines or enthusiasm
- Physical symptoms: Fatigue, frequent illness, or sleep issues
- Low morale: Doubts about their effectiveness
We spend quite a bit of money on employee recognition. We go out of our way to make sure those employees who do a good job, know they do a good job and are awarded it. We also make sure we do training and have various levels of incentives. So we do what we can to retain the employees.”
Tim | HR Coordinator at a University | North America
Strengthen onboarding and mentorship programs
A strong onboarding process sets new teachers up to hit the ground running. Pair them with experienced mentors to show them the ropes and help them build those all-important connections. Even better, involve experienced teachers in designing these programs. For more ideas, check out our New Teacher Checklist.
Offer competitive pay and benefits
You might not have the final say on compensation, but it's in your best interest to push for the most competitive packages you can manage for your teaching staff. Consider investing more in attractive benefits, perks, and growth opportunities to keep their teams on board.
Prioritize professional development
Personal development funding and extracurricular opportunities work wonders for keeping your team on board, as they help your staff pursue their interests and career goals. It's a win-win: they stay motivated, and you get a team that's always growing and learning.
Improve the work environment
Skip unnecessary meetings, prioritize meaningful work, and boost satisfaction to retain your team. Supporting work-life balance is essential to keeping employees engaged and committed and increasing productivity. Make the physical workspace as comfortable as possible and consider offering good coffee in the breakroom, breakfast, lunch, and/or snacks.
“Our admin members really try to cut down on meetings as much as possible to let save our teachers’ time. We try to negotiate on their behalf for benefits packages. We're always working to find extra money for our teachers and staff within the budget.”
Isaiah | HR Director at a University | North America
Give teachers a voice in strategy development
Boosting teacher retention can be simple: involve them in decision-making. Seek their input on policies, curricula, and resource allocation through surveys or committees. Conducting stay interviews can help uncover what keeps teachers engaged, allowing you to adjust strategies accordingly. By involving teachers in administrative processes, schools create a more supportive, responsive environment that can improve retention.
Monitor teacher retention rates
Use our free resource How to Calculate Your Employee Retention Rate (And Why It Matters) to accurately determine your school’s retention rate. Then to gauge the performance of your school, you can consider the figure of 23% (the number of teachers who left their school in 2022-23) as the benchmark for determining whether your school is succeeding or falling behind.
Be human
It’s called Human Resources for a reason—your people need genuine care and support. Be intentional, passionate, and empathetic in your actions.
HR professionals are in a powerful position to shape their teams and drive lasting, positive change. You can create a supportive environment where teachers feel valued and empowered. Your actions have the potential to inspire trust, loyalty, and growth. So go out there, lead with heart, and make a real difference in retaining your teachers.