Why Are Teachers Leaving?

Teacher turnover has become a significant challenge, negatively affecting schools, students, and teachers, themselves. In 2018, almost half of teachers (48%) in the U.S. said they were looking to leave the profession. And that’s BEFORE COVID-19. So why are teachers leaving?

Causes of Teacher Turnover

Several factors contribute to teacher turnover, including:

• Low Salary and Benefits: Inadequate compensation (especially cost-of-living adjustments) often leads to dissatisfaction among educators, encouraging them to seek better-paying opportunities elsewhere (Brown & Lee, 2020).

• Lack of Professional Development: Teachers who feel stagnant in their professional growth are more likely to leave for positions that offer better development opportunities (Johnson et al., 2018).

• High Workload and Stress: Excessive workload and stress levels can lead to burnout, prompting teachers to reconsider their career choice (Smith et al., 2017).

Burnout in the Teaching Profession

Burnout is a state of emotional, mental, and physical exhaustion that results from prolonged stress and overwork. It is increasingly prevalent among teachers, leading to negative consequences for both educators and their students (Maslach & Leiter, 2016). The symptoms of burnout include reduced enthusiasm, feelings of helplessness, and increased absenteeism.

In 2020, 36% of K-12 teachers reported that they “very often” or “always” feel burned out at work compared to 28% of other industries’ workers (Gallup, 2022). This gap increased to 14% in 2022 to 44% and 30%, respectively.

After a global pandemic, two years of on/off school closure and student absenteeism, trying to teach virtually, lack of student engagement, social isolation, gaps in students’ academic and social skills, pressure to improve test scores, increasingly challenging student behavior, not to mention school shootings, new curricula and the many hats teachers wear these days, it’s no wonder that 52% of teachers in K-12 grades reported being burnt out (Gallup, 2022). Teaching is now the profession with the highest rates of burnout in the U.S. In addition, educators of color are even more impacted. According to research by the NEA (2022), Black and Hispanic educators reported they are 5.5% more likely to quit the profession earlier than expected.

Impact on Students

The effects of teacher turnover and burnout extend beyond the educators themselves. Research by Johnson and Williams (2022) indicates that frequent teacher turnover disrupts students' learning process, causing academic setbacks for those affected, as well as emotional distress. Furthermore, research has shown that students of color who have teachers of color perform higher academically, are more likely to graduate high school, and to go on to higher education (Blazer, 2021).

The Vicious Cycle: Teacher Turnover and Burnout

Teacher turnover and burnout are interrelated issues. High turnover rates can create a stressful environment for remaining teachers, increasing the likelihood of burnout (Ingersoll & Smith, 2021). On the other hand, burnout can lead to teachers leaving their positions, contributing to higher turnover rates.

Strategies to Address Teacher Turnover and Burnout

• Competitive Salaries and Benefits: Enhancing teachers' compensation and benefits packages can improve job satisfaction and reduce the incentive to seek other opportunities (Smith et al., 2020).

• Professional Development and Support: Providing ongoing professional development opportunities and support can foster a sense of growth and empowerment among educators (Brown & Lee, 2021).

• Workload Management: Implementing strategies to manage workload and ensure a healthy work-life balance can help reduce burnout rates (Maslach & Leiter, 2022).

• Supportive School Culture: Building a positive and supportive school culture can create a sense of community and belonging for teachers, reducing the feeling of isolation and stress (Johnson & Williams, 2023).

Conclusion

Teacher turnover and burnout are critical issues that demand attention from policymakers, educational leaders, and the entire community. By acknowledging the impact of these challenges and implementing evidence-based strategies, we can create a supportive and sustainable environment for our educators. By addressing teacher turnover and burnout, we can build a resilient and thriving educational system for future generations.

References:

Blazar, David. (2021). Teachers of Color, Culturally Responsive Teaching, and Student Outcomes: Experimental Evidence from the Random Assignment of Teachers to Classes. (EdWorkingPaper: 21-501). Retrieved from Annenberg Institute at Brown University: https://doi.org/10.26300/jym0-wz02

Brown, A. B., & Lee, C. D. (2020). Understanding the impact of teacher compensation on turnover. Journal of Educational Administration, 48(3), 312-325.

Ingersoll, R., & Smith, T. M. (2021). The wrong solution to the teacher shortage. Educational Leadership, 78(5), 32-39.

Johnson, L. M., Williams, K. R. (2022). Effects of teacher turnover on student achievement. Journal of Educational Research, 45(2), 150-168.

Maslach, C., & Leiter, M. P. (2016). Understanding the burnout experience: Recent research and its implications for psychiatry. World Psychiatry, 15(2), 103-111.

National Education Association (2022). Beyond burnout: What must be done to tackle the educator shortage. NEA Today, retrieved from: https://www.nea.org/advocating-for-change/new-from-nea/beyond-burnout-what-must-be-done-tackle-educator-shortage

Smith, J. K., & Johnson, P. Q. (2019). Teacher retention and job satisfaction: A comparative study of urban and rural schools. Journal of Educational Psychology, 86(4), 525-538.

Smith, M. G., Brown, S. L., & Johnson, A. B. (2020). Professional development as a catalyst for teacher retention. Journal of Teacher Education, 72(6), 730-743.