Why Teachers Really Quit

Introduction

Are you finding teacher turnover increasing and you don’t know why? Do you wonder why teachers after careful screening during the hiring process? Do you wonder why your school’s attrition rate has increased? It does not have to be this way. You can understand the root causes of teacher turnover and address them. I am Dr. Mary Rivers, and I am the founder of Teacher Retention Academy. I help education leaders like you retain new teachers so that you can focus on developing them. In this short article, I will give you as much information as I can about the four primary reasons teachers quit. At the end of this article, I will give you the opportunity to learn more.

Systemic Issues

Today’s education system contains a number of issues that affect teacher retention. Disparities in compensation, resources, support, and opportunities for professional growth lead teachers to feel undervalued, overworked, and overwhelmed. Often teachers in the hardest-to-teach schools experience the greatest amount of lack. Adding to teachers feelings are excessive job demands, negative work climates, and constant disruptions and disciplinary issues. Teachers are left strained, dissatisfied, and burned out. Addressing systemic inequities is critical to teacher retention.

Societal Perceptions and Attitudes Towards the Teaching Profession

Our current society views teaching as a low-status profession compared to other careers. This can cause talented individuals to seek other careers rather than teaching. Misconceptions about teaching as an easy or unimportant job adds to the decreased number of individuals entering the teaching profession. In addition, teachers feel undervalued and demoralized as they are often blamed for societal issues like low student achievement. Teachers may feel as though their contributions to society are under-appreciated. Society needs to reassess its valuation of teachers so that talented individuals continue to enter teaching and complete their careers.

Role of Educational Policies and Reforms

High-stakes testing and accountability policies can put pressure on teachers. Evaluation without proper support and feedback for growth undermines teacher morale. Policies that do not provide for proper teacher preparation and licensure can impact the quality and retention of new teachers. For example, not all states require or fund induction for new teachers, leaving some new teachers feeling underprepared. In addition, policies that have led to a proliferation of charter schools and school choice have created instability in the teaching profession as charter schools have higher turnover rates and less favorable working conditions than public schools. We need to promote policies that properly prepares, values, and support teachers to improve teacher retention.

Cultural and Organizational Factors Within Schools

Negative or toxic school cultures can drive teachers away while positive school climates can foster teacher satisfaction and retention. Positive school climates need strong leadership who can creative a collaborative and inclusive school climate. Teachers need opportunities for collaboration and participation in a professional learning community. In addition, teachers value school-wide opportunities for input and involvement in decision-making processes but also value classroom autonomy. When teachers feel valued and respected as professionals, they are more likely to remain committed to teaching.

Summary

By understanding the why teachers really quit, you can implement strategies that tackle the real problems related to attrition. The root causes of teacher attrition include systemic issues, societal perceptions and attitudes towards teachers, educational policies and reforms, and school culture and climate. Addressing these sources of attrition helps to strengthen teachers and improve retention.

As promised, if you would like to go deeper into retaining new teachers, so you can focus on developing them, consider joining my training: Teacher Retention Academy.