Is your school district at risk of losing its valuable educators?
According to a recent survey, a staggering 65% of educators have been actively browsing other job opportunities in the past year. In normal times, district leadership would find that unsettling. During an unprecedented teacher shortage?
Downright nerve-racking.
Employee expectations are on the rise. Workforce expectations shifted dramatically, and now employees want more from their employers. In a post-pandemic world, more people are asking for:
And yet, schools are constrained by contracted salaries, limited funding for perks, and zero flexibility when it comes to the time and place of work. With these limitations and soaring student behavioral issues, teachers feel drained and overwrought, all significant contributors to a toxic workplace.
So what can be done to meet rising employee expectations?
The solution is simple: Improve the employee experience.
Many people still believe that employee experience is all about perks, but it's much more than that. It's about communication, culture, being heard, and being supported professionally and personally. Improving the employee experience will increase:
These things aren't only on the minds of employees. Teacher recruitment, staff well-being, and retention are top priorities for K-12 human resources professionals. The Director of Human Resources is integral to the functioning of the school district. They can be one of the most influential in improving the employee experience by helping leaders shift from a transactional to a human-first approach.
Here are three ways that the Director of HR can improve employee experience:
Communication is vital to building trust and respect in the workplace. HR has an essential role in creating a welcoming and inclusive work environment. The Director of HR can facilitate relationship-building with employees by engaging in personalized employee experience conversations.
These conversations can help HR:
An intentional plan for how the conversation will proceed will make the discussion productive. For example, HR could initiate the conversation by acknowledging the employee's contributions to the school district. This discussion can be followed by exploring the employee's interests in professional growth. Finally, the Director of HR can collaborate with the employee on a plan to support them with necessary resources and follow-up conversations.
Meaningful, transparent communication will build trust and respect between staff and central administration. In turn, fostering a culture of trust and respect will positively impact the overall school environment.
An engaged workforce is more likely to be:
But how do you boost engagement when teachers have never been more exhausted? The answer is prioritizing employee recognition. Recognizing staff members' contributions and hard work can help them feel valued and motivated to strive for excellence.
Though well-intentioned, recognition must be more than just an all-staff email appreciation or an assembly shout-out. It needs to be timely, specific, and authentic.
Teachers and school staff frequently work outside contracted hours and support their students by attending games, concerts, musicals, and other extracurricular activities. In-person or handwritten acknowledgments of these efforts are highly effective. Writing a personalized thank-you note or showing gratitude in person can go a long way in boosting morale.
San Diego Unified School District created a successful employee recognition program, a platform that allows teachers to receive awards from their peers, administrators, and even parents. This strategy allowed them to promote a culture of appreciation and recognition that benefited both employees and the district.
Recognizing and acknowledging the contributions of staff members will help prevent burnout. It can also increase their motivation to continue going above and beyond for their students.
87% of millennials rate "professional or career growth and development opportunities" as important to them in a job. And yet, more than half of districts do not provide or offer teachers coursework to improve their teaching. A Director of HR that prioritizes opportunities for professional growth will have a more profound impact on employee experience.
HR directors can provide professional development support by offering opportunities for ongoing learning, such as:
In addition to offering training opportunities, the HR Director can provide instructional coaching to help teachers improve their teaching techniques and classroom management skills. An example can be pairing teachers with experienced mentors who can offer feedback, guidance, and support. Coaching programs can be delivered through professional learning communities, where teachers can collaborate with peers and learn from others' experiences.
Schools can also look to other districts for inspiration on how they provide professional development programs. The Los Angeles Unified School District provides teachers with access to resources such as workshops, seminars, and online courses that help them stay up-to-date on best practices in teaching. This district also offers mentorship opportunities with experienced educators who can guide them in improving their teaching skills. By providing these resources, LAUSD has fostered an environment of growth and learning for its teachers.
HR directors can also encourage staff growth by creating a culture of continuous improvement and upskilling. By fostering an environment where educators feel comfortable taking risks and trying new strategies, HR directors can promote a growth mindset that encourages staff to improve their skills and knowledge continually.
Employees want to know that their input is valued and considered. It's evident to educators when district leaders are talking the talk but not walking the walk.
Show employees you're committed to improving employee experience by:
Building a great employee experience within an organization requires the right modern technology. This is where an ERP system comes into play. By leveraging the power of data, particularly in the HR module of an ERP system, organizations can unlock valuable insights that contribute to their understanding of employees' needs, preferences, and performance.
With the ability to collect and analyze employee data, including demographics, compensation details, performance evaluations, training history, and attendance records, an ERP system equips organizations with the necessary tools to make informed decisions. By harnessing the potential of this technology, organizations can implement targeted strategies, foster a positive work environment, boost employee engagement, and ultimately drive overall organizational success.
To help plan your next technology investment, read the in-depth guide to our product, Sparkrock 365. Let us take you through the benefits of integrating HR management with finances, payroll, scheduling, and the key features we've built to help K-12s thrive.