Four Strategies for District Leaders to Address Teacher Burnout

It's been just over two years since the educational landscape was drastically altered by the rapid spread of COVID-19, marking what a pandemic-related literature review in Higher Education for the Future described as "the largest disruption of education systems in human history."

Among the changes, school districts rapidly transitioned to remote learning, administrators swiftly implemented new teaching methods, and students, educators, and caregivers alike adapted as best they could.

The issue of academic equity became glaringly apparent:

Some families faced frustrating connectivity problems or lacked effective learning tools. Certain students struggled without the usual personalized support from teachers. Student achievement levels declined, particularly affecting students of color, as highlighted in a McKinsey article on learning loss. District and school leaders have worked to address these challenges, but some systemic issues persist. However, considerable progress has been made since the initial days of temporary learning solutions and adapting to the new normal in education. Yet, amidst this progress, a critical issue has become more pressing than ever in the quest for happier, healthier educators and more effective classrooms: teacher burnout.

Tackling Teacher Burnout: A Persistent, Timely Concern Teacher burnout has now reached epidemic proportions.

A survey by the National Education Association (NEA), published in February, paints a vivid picture of educator burnout in the United States. The survey found that 9 out of 10 respondents considered burnout a serious issue. Additionally, 91% of NEA members expressed serious concern about the stress stemming from the pandemic's lingering effects, even after two years.

Understanding the reasons behind this precipice of burnout is essential when seeking solutions.

Recent reports on teacher burnout by Business Insider pointed out several contributing factors:

Professional stress inherent in the teaching field. Conflicting management styles. Pressure from political sources and caregivers. Overwhelming daily responsibilities, often extending beyond classroom duties, impacting work-life balance. Added stress from staffing shortages and a lack of substitute teachers. The departure of teachers from classrooms has become a major concern. A significant 55% of educators are considering leaving the profession earlier than anticipated, as per recent NEA survey results. This percentage is even higher among Black and Hispanic teachers, who are already underrepresented in the teaching sector, as highlighted by a Pew Research Center article on diversity among public school educators.

Reimagining Solutions for Teacher Burnout: Embracing a Comprehensive Approach Preventing teacher burnout requires a holistic, dynamic, and empathetic strategy.

Addressing teacher burnout goes beyond merely encouraging resilience or advising self-care practices. This advice, on its own, might suggest that burnout is solely an individual's issue, implying that those experiencing it lack resilience. However, this is seldom the case. Instead of attributing teacher burnout solely to individuals, leaders should recognize it as a systemic problem.

Additionally, treating burnout as a symptom will only yield limited results. District leaders must delve into the root causes of burnout for educators to truly flourish.

Guidance for District Leaders to Mitigate Teacher Burnout Advice abounds on how to alleviate teacher burnout, both for educators and the administrators guiding them. Yet, there's no one-size-fits-all solution for this systemic issue. A combination of strategies might be more effective. Here are some pointers derived from a Brookings Institution article on teacher stress and burnout, which emphasizes both individual and organizational shifts:

00001. Facilitate Peer Learning Opportunities or Coaching Sessions Offering dedicated time for educators to learn from peers or coaches can significantly enhance their skills and prevent burnout.

According to a RAND Corporation study on collaboration among U.S. educators, working collaboratively can help teachers stay sharp. Collaborative activities allow teachers to engage in informal mentoring, explore new instructional approaches, and co-develop understanding of policies and practices.

However, the study also notes that many educators across schools, irrespective of the community's socioeconomic status, report insufficient time for collaboration. This means administrators must find innovative ways to encourage collaboration—possibly by reallocating teachers' time to interact with colleagues.

Implementing coaching programs is another way to foster these collaborative moments. A Brookings Institution article on instructional coaching highlights this model as a personalized approach, providing targeted support where teachers need it most.

Grant Teachers Autonomy and Amplify Their Voices Research from Pennsylvania State University indicates that educators, compared to workers in other fields, feel the least heard in their workplace. Simultaneously, the number of teachers reporting limited job autonomy seems to be rising.

Offering teachers a forum where they can voice their opinions on school decisions and confirming that their workload is manageable could significantly boost morale. This could also foster a sense of control over their roles, reducing stress-related health issues.

To start, regular staff climate surveys and forming committees involving teachers in decision-making processes can provide a platform for their voices. Additionally, fostering flexibility within their roles—such as remote working options or accommodating parent meetings—can alleviate their burdens.

Mitigate Administrative Burdens and Overflow Work Teachers often feel overwhelmed by the multitude of responsibilities, from teacher-assistantwork to lesson planning and grading. Reducing administrative tasks and allowing time for additional student support can alleviate their stress.

Recognizing teachers' efforts and actively freeing up their time by decreasing administrative duties or implementing support systems could be pivotal. Seeking teachers' feedback on time-consuming tasks and offering additional support can significantly benefit them.

Prioritize Wellness Initiatives While common wellness sessions and perks like Casual Fridays are a positive start, a comprehensive approach to preventing burnout entails integrating mental health support into educators' daily lives through benefits packages and schoolwide policies.

For instance, legislation in Illinois mandates that school districts allow full-time employees to use sick days for mental or behavioral health reasons. Some districts offer counseling sessions through their insurance plans, directly addressing mental health needs. In some instances, districts even hire dedicated counselors to support educators.

Conquering the Teacher Burnout Epidemic Regardless of a district's position in addressing teacher burnout, framing it as a systemic issue rather than an individual problem is crucial. Forward-thinking district leaders can then tackle the root causes of burnout to achieve greater job satisfaction and retain educators more effectively.