Siddhraj Thaker
A teacher is considered to be the third parent of a child. They metaphorically (and sometimes literally) hold the hands of their students while guiding them throughout their formal education. However, Australian Broadcasting Corporation (ABC) News reports 70 percent of teachers consider leaving their profession. The same is observed throughout the United States, United Kingdom, and many parts of Europe.
The shortage of teachers has been further exacerbated by Covid-19 in which the education sector beared the brunt of the effects. Teachers at university level require the right pillars of support but many educational institutions either pursue an incorrect method of assistance or do not have any support mechanisms at all. So, what can you do to help your teachers? Follow the tips mentioned below to improve teacher retention but more importantly teacher happiness.
Appreciate Your Current Crew
In the midst of worrying about how to add more qualified educators to your team, it is easy to overlook your existing staff and their contributions. Focus on regularly highlighting the achievements of your teachers through their preferred method of acknowledgment. Keep in mind that they may highlight issues they are facing and resolving them would be the best appreciation they receive. Beyond this, you can look at incentives to provide for a job well done. Ideally, a monetary benefit is most suitable. But if that is not a feasible plan, then you can give longer break times. A better work environment through the availability of suitable and necessary teaching materials, and even a simple party with the menu decided by the teachers would go a long way.
Encourage Teacher Collaboration
Teachers are often isolated from one another working out of their classrooms or cabins daily, and the lack of a medium for them to discuss amongst one another further segregates them. Through collaboration, they can communicate on various student assessment methods, professional development, new and old approaches of classroom teaching, and more. One-on-one mentoring amongst senior and junior professors is the way to go. Ensure that the flow of knowledge occurs both ways by having both be mentors and mentees to each other. Have meetings with each employee to ascertain how well of a fit their mentor is for them, and they are for their mentee.
Provide Adequate Support
University professors may not have to regularly deal with misbehaving students but the work pressure of teaching, working on research papers, academic advising, and other responsibilities require necessary support. One way is through providing a teaching assistant. Dealing with multiple students at the same time is overwhelming and having someone there with you to help manage all their needs is a relief. This allows professors to focus on their primary research which in turn improves the academic status of the college as well as the teacher. If this is out of budget, then having ample research and upskilling opportunities makes their academic career more lucrative.
In conclusion, focus on really listening to your teachers and their worries. Your staff are humans too and celebrating their joys and sharing their sorrows lightens their burden. Focus on increasing collaboration between your teachers. A tight knit unit that understands each other works well together. See what other opportunities you can provide that are within your budget. Most importantly, work on these things while ensuring teacher happiness.
