Hiring & Retaining Teachers: Relationships Really Do Matter!

As a Title I principal, one of my biggest challenges was to hire and retain teachers because working with students from impoverished homes required a different skillset than teaching students from more affluent homes. Word on the street was that it was much easier to teach elsewhere. How was I supposed to tackle this hurdle?

When I first started as the leader of my school, teachers were curious about who I was and what kind of administrator I would be. I only had three teachers to hire my first summer on the job. The following year I lost a couple of teachers to neighboring counties that paid more, and one teacher's commute was horrendous. As my tenure continued, I started to keep track of the attrition rate and the reasons behind teacher transfers. The data showed that the number one reason teachers left was distance. My school was located in the far western part of the county that was difficult to get to due to the school's location and excessive traffic, which grew worse year after year.

Be a lighthouse in a world filled with ships sailing dark and stormy seas!

How did I retain my core teaching staff over 10 years? Relationships and connections! I spent a lot of time simply talking to my teachers about their experiences at school, their personal lives, and their aspirations. I also ensured that they were well-trained to work with a challenging population. I thanked them for their dedication to our students, and I focused on their attributes. Lastly, I fostered a collaborative environment so faculty members would make connections with one another. One teacher told me that her school colleagues were her second family. The positive culture, family atmosphere, and kind approach to leadership created a consistent cadre of outstanding teachers!