Lifestageretention
Best Practices in retention
Support from colleagues and administrators is one of the most significant factors in a teacher’s decision to leave.
Therefore, it is critical for organizations to foster a culture based on collaboration, support, and mutual respect. By regularly soliciting and responding to staff feedback, as well as frequently voicing meaningful appreciation for employees, leaders can build a strong community that motivates and retains their staff.
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Step
1
Track process
Monitor retention strategies consistently to ensure overall effectiveness. Typically, tracking involves reconnecting with the staff you are hoping to retain to regularly assess their intent to stay. Key touch points include engaging in Stay Conversations with high-performing staff members prior to Winter Break, having all staff complete an Intent to Return survey shortly after Winter Break, and engaging in an additional round of Stay Conversations in the spring (as necessary). All school leaders and managers should have access to ongoing retention data in a Retention Tracker maintained by the HR/Talent team.
RESOURCES
DEIA Callout
Monitor retention status along demographic lines using your Retention Tracker by setting up an automatic data filter for categories such as race/ethnicity, gender, tenure, age, or any other identity categories you have data for. Request optional demographic information in your Intent to Return survey if you do not already track the information elsewhere.
implement & monitor
Step
2
Schedule Equity Pauses
Use your talent calendar to schedule equity pauses for reflecting on how retention differs along demographic lines. In addition to assessing disparate impact, utilize a collaborative decision-making process with a diverse set of stakeholders to finalize your key retention strategies rather than making such decisions on your own.
RESOURCES
DEIA Callout
Year-over-year trends in retention along various demographic lines help demonstrate the extent to which your organization is a safe and inclusive environment for all staff members. Incorporate this data into your meetings with school leaders/principal managers to ensure that they are continuing to treat their action steps as a priority.
implement & monitor
Step
3
Assess Success Metrics
Assess your retention data throughout the summer to capture trends in summer attrition. Based on your assessment of the data, identify key periods where attrition is higher than usual (e.g. after winter break). Then, assess your progress against your initial success metrics by looking at both your overall attrition rates and the effectiveness of your retention strategies. HR/talent and school leadership/principal managers should complete this assessment together.
RESOURCES
DEIA Callout
Exit survey information often includes feedback that is not shared directly with principals or managers, particularly if staff members hold identities that make them hesitant to voice dissatisfaction. Intentionally share this data with these school leaders at key moments in the year to ensure these concerns are heard.
EdFuel can design retention systems and processes for you.