How to Provide a Supportive School Culture to Retain Teachers

School administrators have a front row seat to the myriad challenges teachers face every day. Not enough time or resources to get everything done. Lesson planning and grading before and after school. Classroom management. Student achievement. 

It’s a lot.

Of course, many school administrators are also squeezed by a lack of time and resources. But providing a supportive school culture doesn’t take much time or any money, and it doesn’t require additional staff, school board approval, or training. 

It just requires care and concern.

Start with “How are you?”

The teachers we come into contact with all say the same thing: They feel invisible and unheard.

We strongly believe morale in most schools would increase exponentially if principals asked their teachers, “How are you?” 

This may seem like an oversimplistic solution to all of teachers’ woes. And it’s true - it doesn’t take tasks off a teacher’s plate or increase their salary. But check-in conveys to teachers, “I see you, and I’m doing my best to support you.”

And importantly, it starts a conversation that allows you to understand what a teacher actually needs to be successful. 

Are they overwhelmed with administrative tasks? Reassign those to front office staff.

Is one student struggling with reading comprehension? It might be time for a reading specialist to intervene.

Are they spending their own money on classroom supplies? Let them know about available micro-grants or local resources for free supplies.

Build relationships with your teachers

Building relationships with the teachers in your building doesn’t mean you all have to become best friends and hang out together on weekends. 

Instead, focus on building professional relationships.

Here at ELP, New Teachers have told us they value the relationships they build with their In-Person Mentors. They have said, “I feel respected by my mentor, she had my back, I felt like I wasn’t alone.” 

Professional relationships are:

• Intentional

• Mutual

• Caring

• Based on trust

• Built before you need them

• Habitual

Teachers are isolated in the classroom with their students, and they don’t often have time to build relationships with peers. As a school administrator, carve out time from your schedule to start forming relationships with your new teachers. It could be the deciding factor in whether they stay at your school - or in the profession. 

Back up your teachers

It only takes one rude and pushy parent to drive teachers to the brink of quitting. Make sure your teachers know you have their backs.

When a parent complains to you about a teacher, be neutral in your response. Respond with something like, “Here’s what I heard you say. I am going to investigate and get back to you.” 

If it’s an exemplary teacher who you know well, you can also add, “What you are saying sounds out of character. My experience has always been positive with her. She’s a great teacher who her students really like.”

Then approach the teacher and get their side of the story. Depending on the situation, you could also talk to the student or witnesses. 

Avoid starting the conversation with, “Why did you upset this parent?” That question telegraphs to the teacher that you don’t trust them and believe they are the one who screwed up. It is a fast way to erode trust and leave a teacher feeling unsupported.

When you return to school following summer break, consider how you can implement some of these strategies. They are not cure-alls, but they are positive steps in the direction of a more supportive school culture.