Change Management and Teacher Retention Strategies

Understanding the Value of Faculty Retention (Hint: it’s more strategic—and more affordable—than constant recruitment) In academic circles, we often celebrate recruitment wins. “Look who just joined our team!” “Exciting new hire!” “Meet our newest faculty star!” But here’s the truth: Retention is the real ROI. Keeping a good faculty member is almost always less costly, less disruptive, and more impactful than hiring a new one. And yet—we lose good people. Often. ⸻ Why do faculty leave? → Team dynamics that feel exclusive, not inclusive → A culture that lacks creativity, inspiration, or growth → Bureaucracy that drains purpose → Conflicts that go unaddressed → Environments where voices aren’t heard → Work that feels repetitive, not meaningful → Focus only of clinical or research productivity without a true value as a whole of being faculty. ⸻ So how do we keep them? → Grow our own: invest in the people already here → Offer professional development through research, teaching, and clinical collaborations → Provide clear, equitable incentive plans that make value visible → Performance recognition and award → Build pathways for mentorship and career growth within the institution → Reduce friction—fight bureaucracy with clarity → Create space for innovation—not just instruction → Make faculty feel seen, valued, and inspired → Flexible work arrangements → Value faculty time off and after hour work Because faculty don’t just want a paycheck. They want purpose. They want belonging. They want to grow—with you, not around you. Let’s focus less on filling gaps— And more on nurturing the people who make us great. What’s one thing your institution does well to retain and support faculty? #FacultyRetention #HigherEdLeadership #AcademicCulture #ProfessionalDevelopment #MentorshipMatters #InclusiveLeadership #TeamGrowth #CareerDevelopment #PeopleFirst #LeadershipThatListens

Myth: Schools lose teachers because of pay. Reality: Pay matters, but it’s not the No. 1 reason teachers leave. The real problem? A lack of effective leadership and professional growth. What actually helps retain teachers: 1. Strong instructional coaching that makes teachers feel supported. 2. A voice in decision-making (not just token “input” meetings). 3. Clear, structured professional growth pathways that allow them to stay in the classroom and crush it OR move into an admin position and do the same. If your best teachers are leaving, don’t just look at salary scales. Look at how they’re being led. Leadership is the biggest retention strategy you have. And the one you're the most in control of. If your best teachers aren't all in on next year, what's the game plan to make sure they stay?

The Teacher Retention Crisis: Why Good Educators Are Walking Away Most schools don’t have a hiring problem. They have a RETENTION problem. Every year, schools scramble to fill vacancies. A passionate, skilled teacher leaves—burned out, frustrated, or feeling undervalued. The cycle repeats. Is this happening at your school? Why Are Teachers Leaving……? Here’s the truth: Teachers don’t leave because they don’t love teaching. They leave because the system they’re in is unsustainable. And it’s not just about salary either. The real issues? Lack of support, respect, and a sustainable workload. -         Endless demands with little work-life balance. -         Professional development that feels like a checkbox, not real growth. -         A culture that undervalues teachers’ expertise and voice. I once spoke with a veteran teacher who left after 16 years. She said, “I love teaching, but I can’t keep sacrificing my health and family for a job that doesn’t support me.” That’s a problem. What Can Schools Do Differently? Retaining great teachers isn’t about recruitment—it’s about creating an environment where they want to stay. ✅ Respect their time. Reduce unnecessary meetings and paperwork. ✅ Invest in meaningful support. Coaching, mentorship, and real growth opportunities matter. ✅ Listen to teachers. Give them a real voice in decision-making. ✅ Prioritize well-being. Burned-out teachers can’t give their best to students. Let’s Talk What’s one thing your school has done to keep great teachers? Let’s share solutions—drop your thoughts in the comments.