Posted November 8, 2021
Losing talented teachers, administrators and support staff is never easy. And the cost to find, hire and train replacement workers can be expensive. Research shows that most organizations spend six to nine months of the position’s salary to hire and train each new employee.
Today the competition for talented education workers is intense, so the hiring process can take a while. Current employees may get burned out and their morale may suffer as they take on extra work until a new teacher, administrator or staff member is hired. During the process, relationships can be damaged if frustrations mount and tempers flare.
Bottom line, keeping talented employees engaged and on the job is more cost effective than losing them. Review four retention strategies for education professionals:
As an education organization, showing concern for employees’ overall well-being should be at the heart of your retention strategy. Education professionals need affirmation that their contributions are appreciated.
Given all the disruptions in life due to the pandemic, reassure all employees that they are valued. Investing in employee belonging and recognition will go a long way toward supporting employee engagement and the organization’s growth.
Enhance employee well-being by scheduling different activities every month that workers in every location can do together. Encourage employees to share their experiences and feelings and support each other. Team members will feel more connected to each other and more engaged and productive at work. Schedule get-togethers during work hours for the best attendance.
Learn more about the connection between well-being programs and business culture to enhance employee satisfaction and productivity.
Provide benefits workers want
Many education organizations offer employee benefits to keep workers healthier, more satisfied and engaged on the job. Employees also want benefits for the security they provide.
Employees say that an excellent benefits package helps them know their employers care about them. Benefits also keep them energized at work, so they’re less likely to leave for a different job.
Know the benefits and perks employees value by asking for their feedback. Regularly conduct pulse surveys to find out the issues on workers’ minds. After gathering this information, work with your broker and insurance carriers to design the benefits employees want.
Review these tips on surveying workers about their benefits. Also, review four tips about employee benefits for education professionals.
Give employees a voice
These days, many education professionals feel detached. During the pandemic, they focused on the day-to-day issues of teaching and caring for students. As a result, they may have lost touch with the organization’s decisions and changes.
Many teachers, administrators and support staff members have a hybrid schedule, working from home, schools or offices. Despite weekly in-person and online chats, workers may feel isolated from their employers and co-workers. They miss being together and the daily exchanges about work and sharing personal information.
Give education professionals a voice by engaging them in discussions about decisions and changes. Whenever possible, ask workers for input on work arrangements, new teaching and class structure guidelines and community needs. The goal is to get employees involved. They’ll be more satisfied and less likely to look for other job opportunities.
Celebrate employee differences
Most education organizations have teachers, administrators and support staff from several generations and demographics working together. It’s essential to acknowledge employee differences and recognize how they all support the educational needs of the community they serve.
Organize team-building sessions to help workers get to know and appreciate each other. When workers understand one another better, they work together better. Investing in team-building activities helps improve each employee’s sense of belonging.