What makes an environment a great place to work?

In the corporate world, there is The Great Place to Work® scheme. Companies that achieve this certification are recognised for creating exceptional employee experiences, high levels of trust, and strong workplace cultures. And while the scheme doesn’t apply to schools, there is no reason these elements can’t be used to make your school a great place to work. 

School leadership

Around 42% of teachers leave the state sector within ten years of qualifying, according to TES. Many cite reasons tied to a lack of support and excessive workload, issues that can be alleviated by supportive, responsive leadership. 

US studies (Johnson, Kraft & Papay, 2012) show that leadership support plays a key role in shaping the school working environment. Leaders set the tone, culture, and values within the school.

Supportive leadership helps teachers feel trusted and motivated. Teachers who feel empowered are more engaged. Retention is influenced by how supported staff feel in their roles. Leadership that provides mentorship, clear communication, and feedback can make staff feel valued and more likely to stay. 

Trust and empower staff

Give teachers autonomy in their classrooms and involve them in decision-making. Staff who feel trusted and valued are more motivated and committed to their roles. This creates a more positive, collaborative, and fulfilling school environment. This trust empowers teachers to bring their best ideas forward, making the school a great place to work.

Clear communication

Regular, transparent communication about school policies, changes, and expectations helps staff feel informed and included. Clear communication builds a supportive and connected workplace.

Give feedback and recognition

Recognise achievements, both big and small. Praise can be as effective as incentives and makes staff feel appreciated. Recognition boosts morale and creates a positive atmosphere. This can also help with teacher retention. 

Workload management

The previous government has said workload was “the most frequently cited reason for teachers wanting to leave the profession”. It stated that it “is too high and must be reduced.” Effective workload management supports staff wellbeing and focus. Prioritising teaching time reduces stress and improves performance. This creates a positive and balanced work environment. 

Streamline administrative tasks In 2019, Ofsted found staff taught pupils for an average of 22 hours weekly and spent 29 hours on "non-teaching tasks". This meant that only 43% of their time was teaching. 

Make time to teach

Reducing unnecessary paperwork through automation and simplifying reporting systems, can free up time. This enables teachers to focus more on teaching than administration.

Protect work-life balance

Encourage reasonable hours and avoid unnecessary meetings. Regularly assess the workload and adjust expectations as needed. Ensure that teachers have adequate time for planning, marking, and collaboration.

Professional development

Professional development helps staff grow and thrive. Offering learning opportunities boosts morale and staff retention. This encourages a culture of growth and long-term commitment, which is vital for a great place to work.

Continuous learning and development

Offer training on new teaching methods, technology, and leadership skills. Staff who feel they’re growing are more likely to stay. 

Career progression pathways

Show clear, achievable routes for promotion and career development. Staff will stay longer if they see long-term opportunities. This can also help non-teaching staff. The recruitment and retention of non-teaching staff in schools remains challenging. Retaining experienced non-teaching staff is crucial for maintaining the smooth operation of schools. Teaching assistants, administrative staff, and site supervisors play vital roles in supporting students and teachers. Offering promotional routes and career development to these often-overlooked segments of core school staff can be beneficial. 

Onboarding 

Onboarding is essential to easing new staff into their roles and making them feel welcome and supported in your school. New teacher induction programmes lead to higher teacher retention rates, faster professional development, and better student learning outcomes.

Positive school culture

A positive school culture builds inclusivity and respect. It encourages collaboration and supports staff wellbeing. When the work environment is collaborative, respectful, and uplifting, staff are more satisfied and less likely to leave.

Encourage respect

Create a culture where diversity is celebrated and every staff member feels included. Anti-bullying and inclusivity policies should apply to students and staff.

Encourage collaboration

Design spaces and times where staff can share ideas and resources, whether it’s through collaborative planning sessions or informal social events.

Prioritise staff wellbeing

Offer mental health support, like access to counselling or mental health days. Acknowledge that teaching can be stressful and make wellbeing a priority.

By focusing on supportive environments, wellbeing, and reducing stress, leaders can create a positive atmosphere for staff and students. This makes your school a great place to work. 

Holden Knight Education works with schools to provide permanent staff and supply cover, ensuring you have the right people to support your school's success. Contact us today.