6 Ways Administrators Can Boost Teacher Morale
EdWeek recently released a report finding that only 18% of public school teachers in the United States feel very satisfied in their roles. When I used to see these sorts of headlines when I was an assistant principal, my first thought was always: How can I make the experience better for my colleagues?
Although administrators may not be able to address every challenge that plays into this statistic, they still have an opportunity to make a significant impact on employee engagement. Consider the following six areas of focus – that are within a principal’s sphere of influence – to improve the well-being and satisfaction of educators.
#1 – Protect Work-Life Balance
Time is one thing that most teachers have in short supply, and it’s no wonder with all of the demands they face on a daily basis. As a principal, be considerate of boundary setting to empower staff to make the most of their working and non-working hours.
Start with simple changes like limiting the times you send off-hours emails and texts. Look at existing meeting schedules and reflect on who needs to attend which sessions (with input from personnel) to help free up employees’ time. It’s also important to embrace a healthy work-life balance yourself. For example, I loved this recommendation from a principal to leave on time so others know it’s okay for them to do the same thing.
#2 – Promote Team Building
When people have strong connections with their colleagues, it contributes to their overall engagement. Taking time to create bonds between staff and provide experiences that allow them to build trust with one another will fuel a more motivating climate.
Identify opportunities to create connections in multiple ways. Evaluate internal communications platforms like intranets and chat channels to acknowledge team members and encourage educators to connect and respond to different prompts. Take a few minutes for icebreakers in meetings and use tools like Emergenetics® to help personnel learn more about each other and how they prefer to show up and interact at work.
Want more ideas? Download our Team Building eBook!
#3 – Build Psychological Safety
Employees who feel they can be open, honest and vulnerable tend to have improved well-being and higher job satisfaction. Being able to share challenges, mistakes or concerns without fear provides an outlet so that anxieties are less likely to get bottled up or ignored and more likely to be heard and addressed.
Creating psychological safety takes time, and building leaders can start by modeling the way. Being vulnerable about issues as they arise will encourage others to share their challenges too. Be proactive in seeking out differing opinions and find ways to encourage feedback. These avenues can include open dialogue in meetings as well as anonymous surveys or suggestion boxes. That way, teammates can surface their ideas even if they are not yet comfortable speaking them out loud.
#4 – Celebrate Individuals
Recognition is one of the most important drivers of employee satisfaction. By celebrating successes, you can show educators that they are valued and promote self-efficacy. While financial gifts are absolutely appreciated, principals do not necessarily need big budgets to make an impact.
Honor staff in multiple ways. For example, it’s important to recognize them when they achieve a goal or milestone, acknowledge new learnings or certifications and highlight positive feedback from colleagues and students. Also, share the celebrations across platforms including in meetings, via email or handwritten thank you notes. Finally, ask individuals how they like to be acknowledged. Personalizing the approach will have an even bigger impact.
Emergenetics Associates: Visit Emergenetics+ and download our Attributes in Action guide, How the Emergenetics Attributes Prefer to Receive Recognition, for more insights!
#5 – Include Educators in Decision-making
There is a lot of change in our educational institutions, and that can be exhausting for educators, especially if they have little control over changes in direction. When teachers have a voice, schools tend to see more engaged staff, higher retention rates and better cooperation.
Principals can create task forces to support them in the decision-making process. They can also lean on surveys and online collaboration tools to involve employees who may not have the time to dedicate to an ongoing committee. Proactively reach out to those who you are not hearing from regularly. While they may not raise their hands initially, they could still have a brilliant idea or opinion that would positively shape your community.
#6 – Encourage Professional Development
When teachers feel more accomplished in their work, it influences their well-being and morale. Well-thought-out professional development programming can help to boost this sense of efficacy within your school.
Invest in the ongoing growth of staff through formalized training, peer-led workshops or mentorship experiences. Delivering a mix of formats and optional sessions gives individuals more flexibility to align their development with the sessions that best meet their interests, needs and schedules. In addition to programs designed to improve their overall effectiveness as teachers, offer trainings to support their mental, social and emotional well-being.
Happier teachers are the foundation for a strong, engaged school community. By investing in educator well-being, principals can reduce the risk of turnover and cultivate an environment where staff are eager and enthusiastic to come to work.
Discover how Emergenetics can boost engagement for your teachers and students! Explore our website or fill out the form below to connect with one of our team members today.
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