Teacher Burnout – How We Can Ensure this Fizzles Out Fast

Charlotte Rowley

‘Teacher burnout’ is startlingly becoming a regular, everyday phrase, almost normalising overworking and wellbeing damage within the profession. The statistics are concerning, with over one third of teachers leaving education within their first five years, citing workload as a main reason. As well as this, a high proportion of women aged between 30-39 are deciding to resign due to struggles balancing teaching and home / family life. The picture can appear somewhat bleak.

In addition, findings from various wellbeing surveys and research carried out in relation to teaching highlight that a high proportion are being affected mentally and physically due the many demands of the role.

Expectations are higher than ever, with teaching somehow now a miniscule element of the job compared to the other layers, which can cloud the reason why many have chosen to become educators. Most days, teachers feel like doctors, mediators, counsellors and social workers, making more decisions outside of the original role than ever. As well as this, the level of flexibility and working from home options are non-existent in comparison to higher paid jobs which allow a little more freedom.

Yet, the impact that we have on young people continues to be even greater. The joys of those ‘lightbulb moments when young people just get it after persevering are like nothing else. The immense sense of pride felt when bumping into a pupil years after they left school to find out that they have such fond memories of their education and are now happy, successful and in a career that they love – these moments mean the world. Knowing that we have shaped the lives of others – utterly priceless.

So how can we protect what is the most wonderful job and vocation? How can we retain and grow teachers?

Below are some suggestions for leaders that although may not transform things over night, I have found are impactful for helping to contribute to staff wellbeing – and spoiler alert(!) it is often the simplest (and cheapest) of things that make a huge difference:

1. The gift of time: This is the best present that teachers can receive! By enabling staff to have sufficient time to plan exciting and invigorating lessons means that everyone is a winner! It’s not acceptable for staff to be taking everything
2. Making people feel valued: Listen to ideas from colleagues and allow people to try things.
3. Empower others ensuring that people feel heard: Avoid micromanagement and instead, build a culture of trust. This does not mean avoid monitoring, as this is key to developing effective practice, but by enabling colleagues rath than limiting creates enthusiasm, energy and more effervescence which is great for wellbeing and most importantly, creates great atmosphere of the young people in our care.
4. Approachability and know staff: Having an open-door policy so that colleagues can share worries – either of a personal nature or professional concerns – are important. It helps to build relationships and overall, creates a much more open and honest culture in schools.
5. Making adjustments if needed: We work with human beings and this means that days rarely run smoothly because life is not always straightforward! Colleagues may experience bereavement, illness, complexities in family life. Having a deadline extended or help / support with a task can make a huge difference.
6. Think about the use of language: And I don’t mean profanities! I think we should ban the phrase ‘support plan’. This phrase has the reverse effects. Communicate with clarity. No one likes the feeling of not knowing what they are doing. This festers and leads to fear, which then leads to poor productivity. Sometimes people need help and genuine support and care – not because they are not good teachers, but because they may feel overwhelmed. The word ‘support’ in education, ironically had developed such negative connotations. Take people with you and do not carry out processes where individuals feel that are done
7. Communication: Celebrate! Share the positives and not just the next steps / development points. Say ‘thank you’. It means the world to people.
8. Coaching not observations: Avoid observations. The approach of the observer at the back of class with a clipboard making notes should be eradicated from teaching. Instead, the instructional coaching approach creates much more of a team effort and unified feeling.
9. Be transparent: If there is an issue or an area that needs to improve say this. Avoid confusion and clouded messages. People appreciate honesty – this however, does not have to mean unkindness.
10. Role model: Overall, role model positive work / life balance, as this gives your staff permission to do the same. Avoid sending late night e-mails or staying too late at work. Exercise and eat well, always eat lunch, stay hydrated, learn to have barriers and make time for you. The best leaders whom I have worked for made a point of leaving early on a Friday to highlight that family time is valuable. Getting home a little earlier and starting the weekend well is a gift.

The moral of the story is simply, avoid tokenistic wellbeing strategies. Staffroom treats are often appreciated – a bit of sugar boost on a Wednesday afternoon may be gratefully received by some – but bringing in cakes is simply not enough as an initiative and certainly won’t help with deadlines / workload / work pressures nor will it avoid burnout. In truth, it feels a bit ‘tick box’. Instead, wellbeing initiatives have to be embedded and contribute to an overall positive culture. Think deeper, listen and empower. Grow your team through love, compassion and nurture.