The teachers we need for the education we want

A teacher teaching learners. Teachers' salaries and benefits substantially impact their retention and turnover PHOTO/Courtesy.
  • Teachers who believe they are part of a collaborative and supportive community are likelier to stay in their jobs.
  • Teachers who feel alone or undervalued by their colleagues are more likely to resign.
  • Lack of financing is a major concern in public schools, hurting instructors and students.

Teacher turnover is a major concern for the educational system and the children it serves. Salary, benefits, working conditions, school culture, peer support, teacher-to-teacher collaboration, and individual and family situations can influence teacher retention and turnover.

Teachers who believe they are part of a collaborative and supportive community are likelier to stay in their jobs. Personal and familial concerns may also influence a teacher’s decision to remain or quit the profession.

To prevent teacher resignation and turnover, it is critical to have a solid awareness of these issues. Therefore, teachers must be given the resources and support they need to improve access to a decent education.

Teacher retention and job satisfaction

Teachers’ salaries and benefits substantially impact retention and turnover, with suitable pay and benefits affecting their decision to stay in their existing roles.

Teachers’ pay and perks greatly impact their retention and turnover in the field. Teachers who think they need to be paid fairly or have adequate benefits may be more prone to seek another job.

Teachers who are well compensated may be less prone to seek new work. Access to healthcare, retirement, and other perks may influence retention.

According to Teacher Teresia Wanja, teacher retention can be attributed to giving teachers a voice, eliminating toxic work cultures, and equal work distribution to avoid burnout. Teacher retention is heavily influenced by school culture.

High retention rates have been related to creating an atmosphere where instructors feel valued and appreciated. A poisonous school atmosphere, on the other hand, can increase the chance of staff departure. Schools should prioritize creating a healthy, teacher-supportive school culture.

In addition, teachers who feel alone or undervalued by their colleagues are more likely to resign. Teachers with excellent support networks and who cooperate efficiently are likelier to keep their jobs.

Finally, teachers’ pay, perks, and school culture substantially affect their retention and turnover. Schools and districts should prioritize creating a supportive and collaborative atmosphere to assist teachers in remaining in their roles and succeeding with their pupils.

Technology in addressing teacher shortage, enhancing education quality

By automating administrative duties, customizing learning experiences, and providing instructors with professional development opportunities, artificial intelligence (AI) has the potential to alleviate worldwide teacher shortages drastically.

Clearly, learners need equipped and well-trained teachers to impart knowledge to them. PHOTO/Courtesy.

This frees up instructors’ time to focus on more vital activities like lesson preparation and providing tailored education. AI may also be used to create virtual instructors for kids who live in remote places or do not have access to traditional tutoring facilities.

Teacher Terry says, “Integration of tech in teaching makes teaching enjoyable, easy, and effective. Learners can engage in vast interactive activities hence better quality of education.”

Translating instructional information into numerous languages can help students from various cultures and backgrounds connect.

Professional development opportunities for teachers can also be provided via technology in the form of online courses, webinars, and other virtual learning activities. It may also link instructors worldwide via online forums, social media groups, and other online communities.

Challenges facing teachers

According to Teacher Terry, one of the challenges is the Underpayment of educators with the implementation of the Competency-based curriculum; there has been mixed reaction as parents are finding it hard to be the key educators of their children in terms of being actively involved in their educational activities.

In addition, there is a lack of support from parents when it comes to providing materials needed for classroom learning and projects, overcrowding in classes, which hinders the teacher from giving equal attention to all the learners, especially the time takers, and a toxic working environment with minimum or no room for growth.

Lack of funding

Lack of financing is a major concern in public schools, hurting instructors and students. Instructors are frequently obliged to employ limited resources, resulting in underfunding and an inability to hire enough instructors.

This frequently leads to larger class numbers, which can harm the classroom experience by diminishing customized teaching and one-on-one contact with teachers. This can reduce the quality of learning and harm instructors, who may feel behind and overworked.

Classroom size and management

Classroom management may be difficult for instructors to balance as they balance administrative responsibilities, curriculum tracking, and maintaining current classroom trends.

A tutor guiding young learners in a classroom. PHOTO/Courtesy.

Developing unique behavioral and academic strategies can assist instructors in meeting educational objectives; nevertheless, this requires the participation of administrators, parents, and other professionals.

While interesting classes can encourage children, further assistance may be required to address behavioral concerns and create a growth mentality. In some circumstances, additional assistance may be required to establish a successful educational environment.

Attracting and retaining more teachers

Recruiting and maintaining good instructors is critical for a successful education system because it educates students from varied backgrounds for a knowledge-driven economy.

However, recruiting and keeping good educators is especially important in schools serving low-income and pupils of color, as teacher turnover affects these schools disproportionately.

Salaries, remuneration, entrance preparation, fees, hiring and personnel management, induction, and support for teachers are five important elements that impact teachers’ decisions to enter, stay in, or quit the teaching profession.

Teacher Terry adds, “We can take surveys on why people avoid the profession and work on improving them, diversifying career advancement opportunities, and providing better and affordable platforms for professional learning.”

Support and resources teachers need

The federal and state governments should emphasize education and invest in the teaching profession to overcome the teacher shortage.

This involves the recruitment and training of skilled teachers, the improvement of working conditions, the provision of suitable salaries, and the provision of schools with the required infrastructure, instructional materials, and current technology.

High teacher-to-student ratios can impede educational quality; hence, lowering these ratios is a goal. Teachers can be motivated by incentives such as performance-based prizes and recognition for great instructors.

Implementing stringent teacher assessment and accountability procedures helps ensure that only competent instructors are present in the classroom.

A diversified teaching workforce is crucial; marginalized populations should be protected and trained. Countries should implement comprehensive, all-encompassing national education policies developed in collaboration with teachers’ unions.

Clear policies, professional development opportunities, and hazard pay arrangements are critical in crisis zones. Finally, state governments should pay any outstanding wage arrears owing to teachers as soon as possible to enhance their morale and dedication to the profession.

As highlighted in last year’s Teacher’s Day, UNESCO noted that this year they will actively support and promote a respected and esteemed teaching profession, analyze the challenges teachers face, and spotlight exemplary practices aimed at enticing, retaining, and motivating teachers.

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Additionally, the body will scrutinize how education systems, societies, communities, and families acknowledge, value, and actively support teachers.

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Ms. Karangah is a content creator, with a passion for stories around health, lifestyle, poetry, and education, among others. She believes that stories have a profound way of connecting us to each other and they help us understand the people around us, to build empathy and create change. Her contact:


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