Top Five Myths of Teacher Retention

Headlines have announced teacher shortages for several years. The crisis is predicted to worsen as teachers report wanting to retire early or change careers. Additionally, enrollment in teacher preparation programs is declining, leading some to question what can be done to better retain teachers?

Understanding the Problem of Teacher Retention

A reported 30-50% of new teachers leave within the first five years. States created induction and emphasized support to reduce attrition, but numbers have not dwindled. Five myths contribute to the lack of progress in retention.

Myth #1: Teachers stay if they’re on a good team. 

“Teachers who are on good teams will enjoy work and stay in the profession. I set aside one hour a week for teachers to meet. This helps retention because they can plan together and share resources, making their jobs easier.”

A good team helps to retain teachers, but it is not the number one reason teachers remain. Previously, teachers cited low compensation and heavy workloads as reasons for leaving. Today, teachers cite personal mental health, burnout, and stress as reasons for leaving.

Myth #2: New teachers will stay because they learn to teach over time. 

“I don’t have to worry about my new teachers because I know they will learn to teach over time. As the saying goes, ‘Experience is the best teacher.’ Sure, they might be struggling now, but they’ll understand how to do it eventually. Besides, we have a good school staff here.”

There is no guarantee new teachers will learn to teach over time, especially if they entered teaching on an alternative certification. With almost 50% of new teachers quitting within the first five years, sufficient time might not pass before they leave.

Myth #3: Teachers just need support and they will stay. 

“In our school district, we assign a support person to every new teacher. If no one is available at new teachers’ sites, we make sure someone from within the district gets assigned to support them.”

When new teachers are assigned support, it does not guarantee they are getting it. Some support providers reluctantly take the assignment but rarely follow through.

Myth #4: Environment is not that critical to retention. 

“Teachers can withstand a lot as long as they receive good pay and benefits, so the environment is not as important as pay and time off.”

Most teachers do not enter the profession for good pay. Teachers cite a school’s climate with increased negative student behaviors, emotional and mental health issues, and lack of support as major reasons for leaving.

Myth #5: Administration plays a minor support role in retention. 

“Teachers don’t care who’s supporting them as long as they’re getting support.”

Administrators play a critical role in retention. Teachers associate administrators with the organization. Teachers who feel the organization is committed to them will in turn commit to the organization.

What You Can To Today

1. Analyze the type and amount of teacher support.
2. Train new administrators and support providers.
3. Survey and improve the organizational climate.