How Leaders Can Improve Teacher Wellbeing and Retention

23 June 2025

Teachers are the backbone of any education system. They inspire, nurture, and shape future generations. But what happens when they’re overworked, underappreciated, and on the verge of burnout? They leave. And when good teachers leave, students suffer.

So, how do we keep our best educators in the profession? It all comes down to leadership. Strong school leaders can make all the difference in improving teacher wellbeing and retention. Let’s break it down.

Why Teacher Wellbeing Matters

Imagine trying to pour from an empty cup—impossible, right? The same applies to teachers. If they’re exhausted, stressed, or feeling undervalued, their ability to teach suffers.

Teacher wellbeing isn't just about feeling good; it's about mental, emotional, and physical health. Happy teachers create positive learning environments that benefit students. And when teachers feel supported, they’re more likely to stay.

Here’s the kicker: High teacher turnover affects student performance and drains school resources. Recruiting and training new teachers is expensive and time-consuming. So, investing in teacher wellbeing isn’t just a nice thing to do—it’s smart leadership.

Practical Ways Leaders Can Support Teachers

Leadership isn’t just about making decisions from the top. It's about creating a working environment where teachers feel appreciated, supported, and motivated. Here’s how school leaders can make that happen.

1. Foster a Positive School Culture

A toxic work environment can drive even the most passionate teachers away. But a positive school culture? That makes all the difference.

- Show appreciation regularly – A simple “thank you” goes a long way. Celebrate achievements, both big and small.
- Create a sense of belonging – Encourage teamwork and collaboration so no teacher feels like they’re on an island.
- Address conflicts effectively – Unresolved workplace tensions can make life miserable. Leaders should step in and ensure a healthy, respectful atmosphere.

Think about it—would you stay in a workplace where you feel invisible and undervalued? Probably not. Teachers are no different.

2. Provide Opportunities for Professional Growth

Teachers don’t just want to teach; they want to grow. If they feel stuck in their careers, they’re more likely to look elsewhere.

- Offer meaningful professional development – Workshops and training should actually help teachers, not just check a box.
- Encourage mentorship programs – Pair new teachers with experienced educators for guidance and support.
- Give room for leadership roles – Let teachers take on leadership opportunities within the school (without overwhelming them).

When teachers see a future for themselves in a school, they’re more likely to stick around.

3. Prioritize Work-Life Balance

Teaching isn’t a 9-to-5 job. Grading, lesson planning, and after-school duties can easily consume personal time. Leaders need to step up and protect teachers from burnout.

- Reduce unnecessary workloads – If something isn’t essential, cut it out. Teachers already have enough on their plates.
- Respect personal time – Avoid bombarding teachers with emails or demands outside of work hours.
- Encourage mental health breaks – Some days are tough. Teachers should feel comfortable taking mental health days when needed.

At the end of the day, teachers are humans, not robots. A school that respects their personal lives will have happier, more motivated educators.

4. Offer Competitive Pay and Benefits

Let’s be real—teachers aren’t in this profession for the money. But that doesn’t mean they should struggle to make ends meet.

- Advocate for better salaries – School leaders should push for higher wages wherever possible.
- Provide attractive benefits – Health insurance, retirement plans, and wellness programs can make a big difference.
- Offer financial incentives – Bonuses, stipends for extra duties, or even tuition reimbursement for further education can boost retention.

Fair compensation isn’t just about the paycheck—it’s about showing teachers their work is valued.

5. Encourage Open Communication

Teachers need to feel heard. If they have concerns but nowhere to express them, frustration builds. And when frustration builds, good teachers leave.

- Conduct regular check-ins – One-on-one meetings show leaders care about teachers’ wellbeing.
- Create anonymous feedback channels – Some teachers may hesitate to speak up openly, so offer ways to share concerns privately.
- Act on feedback – Listening is great, but taking action is even better. Teachers need to see that their concerns lead to real change.

A leader who listens makes teachers feel valued. And valued teachers are loyal teachers.

6. Strengthen Student Behavior Support

Nothing drains a teacher faster than constant classroom disruptions. If a school lacks strong discipline policies, teachers bear the brunt of student misbehavior.

- Implement clear behavior guidelines – Students should understand expectations and consequences.
- Provide training on classroom management – Not every teacher naturally knows how to handle difficult situations—give them the tools they need.
- Support teachers in discipline matters – Leaders should back teachers up when behavioral issues arise.

A well-managed classroom allows teachers to focus on what they do best: teaching.

7. Create a Supportive Leadership Team

Great leaders don’t just manage; they support. If a teacher feels like they have no backing from administration, they’ll eventually seek a school that does.

- Be approachable – Leaders should be seen as allies, not just authority figures.
- Set realistic expectations – Expecting perfection leads to stress and burnout.
- Lead with empathy – Understand that teaching is tough, and small gestures of support can go a long way.

At the core of teacher retention is leadership. A school that prioritizes teacher wellbeing creates a culture where educators want to stay.

The Bigger Picture: Why This Matters

When teachers feel supported, valued, and cared for, they don’t just stay—they thrive. And thriving teachers create thriving students.

Think about it—would you stay in a job where you’re constantly overwhelmed, underpaid, and unheard? Probably not. And neither will teachers.

Investing in teacher wellbeing isn’t just good leadership—it’s the foundation of a successful school. Want great students? Start by taking care of the teachers.

Conclusion

Teacher retention isn’t about begging educators to stay—it’s about creating an environment where they want to stay. Leaders who prioritize teacher wellbeing will build stronger schools, happier teachers, and better outcomes for students.

It’s time for school leaders to step up and make real changes. Because when teachers win, so does everyone else.