T E A C H E R E N G A G E M E N T

All Together Now:4 Keys to Better Teacher Engagement

A W H I T E P A P E R P R O D U C E D B Y K 1 2 I N S I GHT

Good schools require passionate teachers who are engaged in their work, curious about new ideas, and committed to creating better learning environments for their students. If teachers aren’t motivated to put forth their best effort, how can students be motivated to do the same?

Yet, teacher engagement is a serious problem in education. Within their first five years on the job, between 40% and 50% of teachers leave the profession, according to a Gallup report. In fact, roughly half a million U.S. teachers either move or leave the profession altogether each year, costing schools up to $2.2 billion annually, the Alliance for Excellent Education says.

All Together Now: 4 Keys to Better Teacher Engagement

$2.2B The cost of teacher attrition to U.S. schools

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SOURCE: Alliance for Excellent Education

THE CHALLENGE

There are many reasons for this attrition, but a big one is teacher morale.

Nearly 70% of teachers say they aren’t engaged in their job, Gallup reports. Just over half (56%) are “not engaged,” meaning they might be satisfied with their jobs, but they aren’t emotionally connected to their workplace and are unlikely to devote extra effort to their work. About one in eight (13%) are “actively disengaged,” meaning they are dissatisfied with their workplace and likely to be spreading negativity to their coworkers.

THE SOLUTION

How can K12 school leaders reduce those numbers, and keep teachers and staff engaged and committed?

In his best-selling book Drive, author and researcher Daniel Pink identifies three key factors that motivate people: autonomy, mastery, and purpose. In other words, employees want to have reasonable control over what they do, they want to do their job

well, and they want to feel that their job is meaningful because it contributes to a larger purpose. And teachers are no different.

Based on these key motivators, here are four ways that K12 school leaders can ensure their teachers are actively engaged and have high morale.

HIRE PASSIONATE TEACHERS

Teacher engagement begins with hiring high-quality candidates who see teaching as a higher calling, says Dan Domenech, executive director of AASA, the School Superintendents Association. This requires K12 leaders to identify candidates who are passionate about education.

“They’re not coming into this because it’s a job, but because they really do like kids—and they want to make a difference in the lives of kids by teaching them and nurturing them,” he explains, describing the type of candidate that K12 school leaders and hiring managers should strive for. “I never hired a teacher—or a principal, for that matter,” says Domenech, a former superintendent, “unless I had the sense that this was an individual who truly cared about kids, and this wasn’t just a job for them.”

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If ever there was a referendum for teacher engagement and morale in schools, this is it.

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Look for this passion and enthusiasm in a teaching candidate’s voice, body language, gestures, language, inflections, and eye contact when they interview for a job. “This passion is absolutely detectable,” Domenech says, “and administrators who are hiring ought to be able to detect it.”

MAKE TEACHER TRAINING A PRIORITY

The first strategy, hiring passionate teachers, relates to teachers’ need for purpose; this one relates to their need for mastery of their chosen profession.

“With the changing environment in our schools, teacher professional development is so critical,” Domenech says. “Today, for example, technology is such a huge factor in education—and many teachers have not received enough training in how to use technology as a tool to advance learning.”

Training goes beyond academics and classroom innovations, too.

Teachers also need training in social and emotional learning, Domenech adds, so they can recognize a child’s emotional needs—and develop ideas and strategies to meet them. Teachers need to understand how to deliver

personalized, differentiated instruction that aligns with each child’s individual learning needs and goals, and they must be proficient in pedagogies designed to engage students more deeply in individual and group learning.

To have a real impact in schools, professional development must be sustained and ongoing throughout the school year.

“I think administrators now recognize that the one-shot deal, the superintendent’s conference day before school starts—that’s not enough,” Domenech posits. “The professional learning model that is prevalent in more and more schools today is learning that is embedded, so that while the teacher is doing her job, a mentor is in the classroom with the teacher, demonstrating a lesson or giving her feedback on what she is doing.”

INVOLVE TEACHERS IN DECISION MAKING

Teachers will not feel empowered, and will not achieve success, unless they have a voice in critical school decisions. This sounds obvious. But research show it’s not happening nearly enough in schools.

A survey released in May 2016 from the Center on Education Policy (CEP) revealed

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that large majorities of teachers believe their voices are not often factored into the school district decision-making process (76%), state process (94%), or national process (94%). Forty-seven percent of teachers said their opinions aren’t often considered at the school level, either. If ever there was a referendum for teacher engagement and morale in schools, this is it.

What’s more, teachers’ perceptions of whether they have a voice in local decisions appear to be closely related to their job satisfaction. “The percentages of teachers who agreed with positive statements about their profession were higher among teachers who believed their opinions were considered in school decisions and lower among those who did not believe

they had a voice,” the CEP report says. “For negative statements about the profession, the pattern was reversed.”

Randi Weingarten, president of the American Federation of Teachers, called the report “a breath of fresh air” in a press release about the survey, adding: “It’s no surprise this report shows that teachers are frustrated over their lack of voice in decision making. We found the same thing when we did a national survey of AFT members last year. The effect on teacher morale and mental health is astounding... Teachers are making a simple request: ‘Listen to us.’ The sad fact is that, too often, policy makers don’t listen to or tap into the expertise teachers bring to the table.”

She concluded: “If you work in education or make policy, you owe it to yourself and to the teachers and students your work impacts to... put teacher voice at the center of your decision making.”

In high-performing school systems, K12 school leaders give teachers the time and opportunity to collaborate with each other in the development of lesson plans and curriculum, listen to what teachers have to say about school climate and other issues, and involve teachers in school and district decisions, Domenech says.

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“Teachers are making a simple request: ‘Listen to us.’”

—RANDI WEINGARTEN, PRESIDENT, AMERICAN FEDERATION OF TEACHERS

Teachers feeling ignored?Teachers feel they’re voices are not factored into critical school decisions.

47% AT THE SCHOOL LEVEL

76% AT THE DISTRICT LEVEL

94% AT THE STATE LEVEL

94% AT THE NATIONAL LEVELSOURCE: CENTER ON EDUCATION POLICY

“We’re seeing more and more of that facilitated by technology,” he adds. “When teachers are engaged and involved in that way, they are much more productive. They are much more committed to the job they’re doing, and they feel like a part of the school community. It makes for higher morale, allowing them to feel good about the work they’re doing.”

SHOW TEACHERS THANKS AND APPRECIATION

Teachers work hard. They need and deserve validation of their effort and contributions. They need to hear that they’re doing a good job.

“Acknowledge the great work that teachers do,” Domenech advises, “and thank them for their work. Recognize them at staff meetings and in front of the community. Consider how you can reward them for a job well done, such as with bonuses and incentives.”

It’s often said that teaching can be a thankless job. If you’re hearing that sentiment in your schools, or your communities, it’s a safe bet that your schools aren’t doing enough to show teachers just how valuable, and essential, their contributions are.

IT COMES DOWN TO THIS

Teacher engagement and morale are critical to student success. But teachers will only stay engaged in their work if they feel it has purpose, they are good at what they do, and are actively involved in key decisions. K12 school leaders must hire passionate teachers, deliver targeted, practical training and support, commit to showing appreciation—and listen intently to the needs and concerns of teachers and staff.

Looking for ideas to engage your staff?

K12 Insight offers survey research and teacher and employee engagement solutions you can use. Join the more than 30,000 school leaders who partner with us to help build trust in their school communities.

Visit www.K12insight.com or give us a call at 703-542-9600.

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