As an education leader, you may be thinking about your new teachers and their upcoming experiences (i.e. orientation, planning, open houses, class lists, etc.)
Whether you are a mentor hoping to support new team members, an instructional leader planning for orientation or a district administrator investing in new employees to increase retention rates, you are likely considering strategies for success.
We have some tips to share from Teaching Channel’s EQUIP for New Teacher Program.
| New Teacher | Leader | |
| E | Expectations, set with students, can provide a solid foundation for classroom management. Proactively work to collaboratively set positive, high expectations. Then, uphold them consistently. | Engage new teachers in collegial conversations as well as relationship building opportunities. Positive connections are needed to decrease the likelihood of attrition. Assign a trained mentor for each new teacher. |
| Q | Quality relationships are imperative in the field of education. As a new teacher, you will want to invest early and heavily in building them with each student, even those who challenge you. Try our personalized back-to-school letter template with an example of parent communication as well. | Quality, supportive relationships are needed to retain new teachers. Developing a mentor/coaching relationship with a new educator might be the positive link needed for the teacher to grow and stay in your district. We’ve included an introductory letter template for you to personalize and send to your new teachers. |
| U | Use strengths to mitigate challenges. By focusing on student strengths as a new teacher, you will help students build success upon success and provide different, but positive, solutions to hard things. | Understand the learning level of each new teacher to provide just-in-time professional learning and resources. Know where each teacher is professionally and personally to personalize support for success. |
| I | Identify the “why.” Whether you are a new teacher or an experienced leader, knowing your reason for being an educator is valuable, especially in more challenging moments. Try a “think-pair-share” across roles and watch the energy in the room increase as team members discuss their reason! Print and post for a daily reminder of purpose. | |
| P | Parents are one of your most valuable resources when it comes to supporting student growth and learning. Connect with them through shared interests, communicate about goals for student learning, and actively listen to build an effective learning team for each student. | Plan for retention proactively by including it in your strategy. Identify and set aside the funds needed to appropriately support new teachers (mentors, coaching, etc.). Map out and implement (with fidelity) new teacher professional learning, mentor support, etc. for the entire year, if not multiple years. |
We hope these strategies provide a smooth and successful entry into the field of education for new teachers. These new teachers are needed, now more than ever.
To learn more about solving new teacher attrition and teacher retention challenges, watch our webinar on Tips for Supporting and Retaining Your New Teachers.
