There are dozens of articles on how teachers inspire and motivate students, but how can we reinvigorate the teachers? As close to the end of the school year as we are, teachers may feel overwhelmed with the high-stakes final grades and exams happening over the next two months. So, here are a few ways to keep your teachers up and at ‘em through the final bell.
Small Tokens of Gratitude
Sometimes it’s the little things that count, like small gestures that remind teachers of how much you appreciate their dedication to continue even when it’s difficult. One principal, after her bimonthly “snapshot” visit to her teachers, makes a point of writing a positive remark or two on a sticky note and leaving it on each teacher’s desk. Small notes in their faculty mailbox or e-mails in their digital one also make for a thoughtful way to show your appreciation for their continued dedication.
Reminders of Why They Teach
One teacher wrote a blog post about how a student stole his favorite pen to get a rise out of him. He was tempted to become angry and despondent over the incident, but he was reminded of why he enjoyed teaching when he heard positive stories during the week from parents and students alike. In fact, he keeps a folder for just such days, when things don’t go as planned. Why not ask your families about special experiences they’ve had with your teachers and share them with the faculty at large?
Professional Support
At the end of the day, your teachers want to know that you have their backs and support them. This could be anything from large commitments of time and resources like (excellent and pertinent) professional development to smaller gestures. Principal Larry Fliegelman likes to ask his faculty what they need and expect from him. He finds that fulfilling these and similar requests is a good example of what you and other Division Heads can do to support your faculty.
- Practical support, such as following up with equipment requests like shelves and teaching carts; providing extra prep time; or finding a “pullout space” for small groups or individual instruction
- Technology requests, such as professional development geared toward learning new software and apps, the ability to download new programs from the school servers, and laptops
- Teacher support for their personal continuing education efforts, with the Principal/Division Head acting as the “point” person advocating for the teachers to the administration
- Feedback and availability, such as frequent, informal visits and openness to answering small questions that shouldn’t require scheduled meeting time
- Communication, such as the continuation of their “Memo Monday” program during which the Principal keeps the faculty up-to-date with news in the school and local community, and face-to-face communication time as well as electronic
Of course, one of the best ways to support your teachers is with a rejuvenated evaluation system. Have a conversation with your faculty, and see what goals and dreams they have that you can help them achieve. By doing so, you support not only your faculty, but your school’s mission and success, too.
Summertime is the perfect time to review your policies and processes, so pick up Comprehensive Faculty Development for a comprehensive walkthrough of faculty professional development and retention strategies. Or, you can attend our Summer Institute and the "Comprehensive Faculty Development: From Recruitment to Evaluation to Retention" workshop for greater personalized direction and peer support!
Additional ISM resources:
ISM Monthly Update for Division Heads Vol. 11 No. 4 Rally the Troops From Their Seasonal Slump!
ISM Monthly Update for Division Heads Vol. 11 No. 1 Teachers: The Lifeblood of Your School's Success
ISM Monthly Update for School Heads Vol. 9 No. 7 Does Your Teacher Evaluation System Include Professional Development?
Additional ISM resources for Gold Consortium members:
I&P Vol. 33 No. 9 The Allocation of Time and Your Faculty's Professional Growth
I&P Vol. 30 No. 8 From Entrenched Faculty to Committed Teachers
