The teaching profession is facing some challenges, with the number of individuals training to teach returning to pre-COVID levels and more teachers leaving the field for good. This creates a highly competitive job market, where schools are vying for the best talent. As a result, retaining skilled educators has never been more crucial. To achieve this, schools must invest in professional development and growth opportunities, ensuring their teachers have reasons to stay and thrive.
For newly qualified teachers, building skills and broadening experience are top priorities. Training opportunities, alongside coaching and mentoring, can be a significant draw for them when choosing where to work. New teachers will often be seeking environments that will support their development and help them grow.
For more experienced staff, professional development remains just as important, albeit with different goals. Established teachers may look for opportunities to develop specialisms, gain research experience, pursue further qualifications, or prepare for leadership roles. In both cases, schools must offer clearly structured and individualised pathways for growth, creating an environment where teachers feel valued and motivated.
Before you focus on retaining your staff, it is important you highlight your professional development in your recruitment phase. This will attract teachers who are looking to develop and grow in a role, rather than seeing the school as a temporary stepping stone.
You will be able to discuss how your new recruit will be guided and supported in the role, how you can tailor your professional development opportunities to their specific needs and how you can help them work towards any specific goals or qualifications, allowing them dedicated time to do so.
From their very first year, newly qualified teachers (NQTs) are often already thinking about their career trajectories. They seek opportunities to demonstrate their abilities and ultimately progress into senior or specialised roles. Schools that nurture this ambition by providing meaningful professional development facilitate teachers to achieve those goals, leading to increased job satisfaction and retention.
The 2019 Department of Education’s Teacher Retention Strategy highlighted career progression as a critical factor for retaining educators, pointing out that ‘a career in teaching does not always adapt to the expertise and lives of teachers.’ This strategy emphasises the need to prioritise career development, so teachers can envision a future within the profession that grows alongside their skills and personal lives.
This is particularly important given that just under a third of new teachers leave after five years. The NFER report Engaging Teachers: NFER Analysis of Teacher Retention showed a strong link between teacher engagement and retention. Factors like professional development, along with recognition, and positive school culture, significantly influenced whether teachers considered staying in the profession. The findings showed that around 90% of engaged teachers were not contemplating leaving, compared with only 26% of disengaged teachers. These statistics underline the vital role of engagement in fostering long – term commitment.
Prioritising continuous professional development (CPD) can also help alleviate the “culture shock” that many newly qualified teachers face once the initial support they receive starts to decrease. Providing consistent opportunities for growth helps maintain a sense of progress and support, crucial for reducing the attrition rate in those early years.
While it’s easy to say that professional development keeps teachers engaged and satisfied, it’s important to explore why this happens. Here are a few reasons:
Professional development can boost teachers’ confidence and give them an increased sense of purpose. When educators feel skilled and capable, they’re better equipped to handle stress and less inclined to search for a new job elsewhere.
Like any professional, teachers who feel their career has stagnated can become disengaged. Knowing there are opportunities for advancement keeps teachers motivated, engaged, and fulfilled as they take on new challenges. Growth opportunities help maintain enthusiasm for teaching and a commitment to their school.
By engaging in CPD, teachers can deepen their knowledge and refine their skills in specific areas. This not only enhances their own confidence but also increases their value to the school community. Specialist skills bring an additional level of expertise that strengthens the entire teaching team.
While professional development is essential for staff retention, it is equally important to give teachers agency over their growth. Educators should have autonomy over their career goals and how they plan to achieve them.
CPD should not be treated as a one-size-fits-all solution. Each teacher’s path is unique, and a personalised approach ensures that professional development aligns with individual aspirations. Allowing teachers to choose their focus areas and take ownership of their CPD builds a stronger sense of responsibility — both for their own progression and for their contribution to the school community. It also fosters a deeper commitment to the role, as teachers feel that their personal ambitions are genuinely supported.
The competitive nature of today’s education sector means that attracting and retaining high-quality teachers requires more than a competitive salary. Schools must prioritise professional development as a means of engaging their staff. By doing so, they not only enhance the skills and satisfaction of their teachers but also create an environment that is fosters long-term success and continuity.
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