Reflections on Teacher Recruitment and Retention: Beyond Financial Incentives

As we navigate the complex landscape of teacher recruitment and retention in the UK (and internationally), it's crucial to take a moment to reflect on the multifaceted challenges and incentives that influence educators' decisions to join, invest and remain, within a school, or within the profession itself. Earlier this year, the Education Endowment Foundation (EEF) issued a press release that shed light on some of their key findings and insights in this regard, which got me reflecting; while financial incentives and professional development undoubtedly play essential roles, for me, it's always been equally important to consider the less measurable factors that drive teachers to invest themselves in their profession and within individual schools.

The Key Findings: A Glimpse into the Teacher Recruitment and Retention Landscape

The EEF press release highlighted three key findings, offering valuable insights into the ongoing challenges:

1. Implications for Education Equity: The teacher recruitment and retention crisis has, and will continue to have, implications for education equity. In other words, ensuring all students have access to quality education remains a significant concern.

2. The Power of Financial Incentives: It states that financial incentives can be a powerful tool for attracting teachers to the profession and encouraging them to teach in challenging schools. It's a tangible way to acknowledge the demands of this complex profession.

3. The Role of Professional Development: Professional development is crucial for supporting pupil outcomes. However, there is a knowledge gap regarding whether it encourages teachers to stay in the profession.

While these findings offer a snapshot of the situation, they also prompt us to delve deeper into what truly motivates and sustains educators in their roles (for which personal reflection can be insightful here).

The Less Measurable Factors: What Keeps Teachers Invested

Working in challenging school environments demands more than financial incentives and PD opportunities. It requires a supportive ecosystem where teachers can thrive. Here are some less measurable factors that, personally, I have found to have a profound impact on teachers' commitment to their profession and specific schools:

1. Confidence and Competence: Teachers need to feel confident in their abilities. This confidence often comes from both formal and informal training, constructive feedback, and mentoring. Knowing what they do well and where they can improve is vital for teachers' growth.

2. Access to Support: When facing challenges or seeking growth opportunities, teachers should be able to turn to their employers for support. Being "seen and heard" during tough times and having a clear path forward can make a world of difference.

3. Opportunities for Impact: Teachers are change-makers. They thrive when given the chance to make a positive impact. Encouraging them to contribute ideas and innovations to the educational environment can be a strong motivator.

4. Recognition and Appreciation: Genuine praise and recognition for their efforts are essential. Feeling valued within the school community boosts teachers' sense of belonging and dedication.

These factors often outweigh financial incentives, especially in a time when teachers are working tirelessly, with the average teacher putting in over 50 hours per week (see below) . The cost of living crisis further underscores the importance of recognising the value of educators beyond their salaries (whilst also making sure those salaries are financially sufficient to live on! But that's another conversation...)

It's pleasing to know that the EEF has made supporting the recruitment and retention of teachers in schools with disadvantaged pupils a flagship research theme for 2023. This underscores the urgency of addressing the challenges and ensuring that our educators are adequately supported and motivated to continue their vital work.

We know that teacher recruitment and retention are complex issues that extend far beyond financial incentives. To build a resilient and committed teaching workforce, we must recognise and nurture the less quantifiable factors that drive educators to invest their passion, dedication, and expertise in the profession and in our schools.

So what does this look like in practice? And what role can we all play when it comes to attempting to reduce the implication of this on educational equity moving forwards?