Five ways to retain top teaching talent

Holding on to your best teachers is crucial to sustaining educational excellence. Paul Matthias, National Director of Hays Education, sets out an effective approach to maintaining a loyal team of teaching talent.

How to retain your best teachers: Key Insights

In the current education sector it can be difficult to hold on to the most talented teachers. Too much work, underfunding, and a lack of time or recognition often push teachers towards change. This insight article explores the decision-making involved in this process and suggests the best ways to retain your most valuable teaching staff.

• Recognition and acknowledgement is crucial, both in keeping staff and promoting an above-and-beyond ethos.
• Rewards are effective, but think outside the traditional salary-boost.
• Opportunity for career progression is one of the main drivers of teacher turnover, with two out of five teachers surveyed willing to turn down a job that offered no development. 
• Community and workplace culture are hugely important, with 60% of survey respondents valuing this above their basic salary.

Retaining top teachers: Our Background

Teachers make a school, that’s a fact. Every school has its stars: the teachers who make a massive difference to the education - and the lives - of students. They are usually the same teachers who make your job easier as am employer, and elevate their colleagues around them. When you have a teacher like that, you never want them to leave. 

It’s encouraging, then, that our What Workers Want 2022 Report finds that almost half of education professionals surveyed expect to work for fewer than five schools over the length of their career.

However, that common career expectation still leaves plenty of scope for your best teachers to move on to pastures new. It is important to know what influences that decision, and how you can keep your teaching staff happy at your school. 

Here are five strategies to help build loyalty, commitment and stability in your staff.

There are many ways to make teachers feel loyal, committed and valued

1. Recognising effort 

A lot of teachers move on to different schools simply because they feel that they are overlooked and undervalued in their current capacity. It’s important to recognise when a teacher has gone above and beyond, and to take the time to express your appreciation. Praise should always be objective, and it shouldn’t make other staff or departments feel that there is no room for their own improvement. By building a culture of recognised success you will create an environment that rewards both loyalty and effort. 

2. Rewarding dedication

A traditional way of securing staff retention is to offer a reward for hard work and dedication. However, this doesn’t necessarily mean just a pay-boost. Our research suggests that the percentage of education professionals who would move roles for a higher salary is 10% lower than the national average of 66%.
Some schools have introduced ‘Free Friday Breakfast’ for staff. It’s a simple and cost-effective way to offer a thank-you each week for continuous hard work. Alternatively, you could opt for a unique reward like a ‘Duvet Days’ scheme, where staff are rewarded by being given an extra day’s holiday to use within term-time. You may have other ideas, but remember that tailoring rewards to reflect what your teachers value will make the greatest impression.

3. Investing in employees’ careers 

Lack of progression is another common reason why teachers decide to move on. Fulfilling career potential is a key issue – in fact, two out five teachers say they would turn down a job that offered no training or development. 
You can take pre-emptive measures by introducing regular continuing professional development (CPD). This approach will have the combined positive effect of strengthening teachers’ commitment to the school, and honing their ability to offer highly successful teaching for their students.

4. Showing support and presence

Teachers can’t be expected to remain committed and motivated in their role if you don’t support them. You need to be present in their working lives. Dedicated time to support your staff can be so much more impactful than showering staff members with rewards. 
Develop a reputation as someone teachers can talk to. If staff feel that their opinions matter and their ideas will be actioned, they are more likely to be committed to developing within the school. This kind of relationship begins with self-awareness. You should consider what you would appreciate from a supportive relationship, and then offer this to your teachers.

5. Nurturing community culture

Lastly, one of the best methods for keeping teachers committed is to make sure that they feel part of the community and culture of the school. This could be achieved through peer-mentoring, involvement in extracurricular clubs, or being an NQT mentor.
A full 60% of education survey-respondents said that they would trade a pay-cut for a better cultural fit within a school. Therefore, it’s critical that you promote a positive school culture - not only at interview, but within each teacher’s working life. Get this right and you can seriously boost loyalty and teacher retention.

Retaining teaching talent: Next steps for your school

Identifying what your teachers really want is step one in building an effective retainment approach. Request our What Workers Want Report 2022 for key insights into educators’ priorities.

For more information or to discuss your recruitment needs, please contact your local consultant.