SHOULD I STAY OR SHOULD I GO?
According to a report from the Alliance for Excellence in Education, “13 percent of the nations’ 3.4 million teachers move schools or leave the profession every year” (Ward, 2015). Additionally, more universities and colleges are noting a decrease in the students enrolling in teacher preparation courses. Even conversations with current educators, reveal many teachers are trying to decide, should I stay or should I go? Why are teachers considering leaving the field? Why do some actually leave the profession, and why is the profession not attracting future instructors and potential leaders of America?
The answers are varied but there are common threads that tie them together. In the research conducted by Steven Ward in 2015, he attributes the trend of teachers deciding to leave their profession to the federal laws and mandates schools are expected to abide by, among them, No Child Left Behind, Common Core, and Race to the Top. Additional reasons to consider may include the increase in school vouchers, choice and charter programs. One factor most educators agree upon is the increase in accountability and high stakes testing with limited support and guidance from school administrators.
In some states, the teacher salary may be impacted by the results of the state assessments, the overall grade of the school, and their classroom observation data. Student achievement data, on the state assessments have added to the stress levels of teachers. It appears much of the teachers’ time is used for test prep, rather than differentiated instruction with meaningful lessons to help students succeed. The demands to prepare for the test, administer the test, and anxiously await the results cause teachers to think about either transferring to a higher performing school or leaving the profession all together. Once the grades are announced, lower performance grades or a drop in the school grade leave teachers feeling defeated. Administrative support and guidance are needed to analyze and understand the data. Without proper support, teachers make their decisions to stay, transfer or leave the profession. Their decisions may affect their school culture, student achievement and morale. It is time school administrators reflect on daily practices to understand why and how this is happening, develop and implement a plan to address this, and work collaboratively with their staffs to increase morale and retain staff.
One way to do this is to increase communication and implement a common planning schedule. Within the planning schedule is a block of time set aside for meetings, referred to as Professional Learning Team Meetings. These meetings can become a valuable tool to begin the process of school improvement, improve teacher retention, and increase teacher morale.
Thomas Hoerr, 2013, states, “If teachers are growing and learning, they’re far more likely to be effective – and thus, happy.”(p.86). His research clarifies the connection needed for effective communication between administrators and teachers. Administrators need to make sure teachers are supported, praised often, and thanked for the work they do each day. Professional Learning Teams become the valuable resource needed to address this. When administrators and teachers come together to review and discuss data, plan for effective teaching and learning, student achievement will improve and teachers will become more satisfied with their jobs.
Working with Professional Learning Teams provides opportunities for the school administrator to review, share, and discuss challenges such as limited student performance data. Administrators need to welcome input from teachers as to how to embrace the challenges they are facing together. Teachers seek guidance from administrators, offer and discuss suggestions, ideas, and strategies for improvement. These meetings also provide opportunities for teachers to demonstrate signs of leadership, strengthening their commitment to their schools.
When teachers feel valued and thanked for the work they do, their schools will become a happier place. As administrators work to improve student achievement, they must increase recognition of their staff and prioritize the needs of the teachers in order to improve morale, decrease job dissatisfaction, and retain teachers in their schools. Teachers must feel valued, appreciated, have opportunities to share their opinions, and feel as though they are members of a team working together for the good of all to increase student achievement.
References
Hoerr, T.R. (2013). Principal connection: Is your school happy? Educational Leadership, 70(8), p. 86-87.
Ward, S.C. (2015). Why has teacher morale plummeted? Newsweek, 4/10/15
Pictures and poster, Pinterest
This is an important topic, Susan. Knowing that one has the support of administrators is so valuable. High stakes testing does create a lot of stress. I believe our principals are doing their best but it does feel that so much of the burden is on the teacher. I would guess that having one’s paycheck tied to test scores is another reason teachers feel pressured. It would be great to see a shift such as you have described. Thanks for bringing our attention to this topic.
THANK YOU for being the teacher you are!
“When teachers feel valued and thanked for the work they do, their schools will become a happier place.”
I totally agree with this statement. Often time some of our best teachers are overworked and undervalued. I really appreciate you for bringing this topic to light. As a Special Educator, I definitely can relate. I am hoping more schools and administrators will realize the need to bring this topic to the forefront of their discussions and identify as well implement ways to show their teachers they appreciate their efforts. If not, I am afraid that we may lose some of our best educators.
I agree with you, JaQua. We are losing some of the best educators and all for the wrong reasons. We need more than one, “Teacher Appreciation Day”. What you do every day matters….thank you for being a teacher and bringing life to those who need it more!
While doing my perusing of the internet I found two quotes that speak directly to the point you argue:
“Love me and I’ll love you back” and “my attitude will always be based on how you treat me”.
I’m not sure who to award credit but they speak to the topic at hand. Happy teachers create a happy school which in turn promotes happy children. Happy children perform well thus creating happy administration and teachers and the cycle continues. It is easy to see how this system works.
The secret is knowing that it does not take much for people to feel appreciated. It does not have to include money or elaborate gifts. It may only take a kind word or two.
…my two cents.
Your thoughts remind me of the quote by Maya Angelou….the one about people will not remember what you said or did but they will remember how you made them feel. Thanks for always making me feel appreciated!
As a veteran teacher, I can attest to how little we need to feel appreciated. Oddly, one principal can give you an apple and it feels special and another principal can do the same, but the action seems absurd, almost insulting.
In light of this very obvious erosion at the total number of teachers, one might expect the District Brass to choose its site based leadership more carefully. Without proper experience or the appropriate appreciation for who really carries a school, a poor principal can destroy a highly functional school center in only a few years, driving off good teachers all the while.
I wonder if there is much research that specifically measures teacher exodus to leadership styles.
Happy is a good thing, and it fosters the safety and security students need to feel if they are going to be able to learn.
Yes, Laura….there is research linking Principal Leadership Styles to why teachers are leaving schools and the profession. It is a sad state of affairs when teachers are belittled and not appreciated for the work they do. I am hoping my final research project will give school administrators and others at all levels, some strategies to improve relationships.
THANK YOU for being the teacher you are and working tirelessly to inspire and motivate the future of tomorrow.