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As the school year kicks off and the aroma of freshly sharpened pencils and new sneakers fills the air, it’s easy to get caught up in the excitement of new beginnings. Amidst the hustle and bustle of the advent of the 24-25 school year, we mustn't overlook a vital segment of our school community - new teachers.
These energetic, passionate individuals are joyfully stepping into the classroom armed with lesson plans, idealism, and perhaps a hint of apprehension in their eyes.
From navigating classroom management to mastering curriculum planning, the early years of teaching can feel like an uphill battle.
This past week, I had the opportunity to welcome seven new teachers to my school. I was thankful for the one-on-one time that allowed me to begin laying the foundation for our learning community. Bringing on so many new teachers is an opportunity to continue building our school with diverse talents and perspectives.
In this week’s post, we’re diving into why supporting new teachers is essential to any school community. Then, I'll provide three goals any administrator should have for that first meeting with their new teachers.
The High Stakes of Supporting New Teachers
Let’s start with a sobering fact: nearly 44% of new teachers leave the profession within the first five years (NCES, 2018). That’s almost half! Imagine if 44% of your friends decided to quit Netflix – chaotic and downright unacceptable, right? How would I watch my Gilmore Girls?
The high turnover rate among new teachers isn’t just a statistic; it reflects the immense challenges they face. From navigating classroom management to mastering curriculum planning, the early years of teaching can feel like an uphill battle.
Let's address the elephant in the room...... stress. A survey by the American Federation of Teachers found that 61% of teachers often feel stressed, compared to just 30% of the general workforce (AFT, 2017). Think about that for a moment. Teaching isn’t just stressful; it’s double-the-stress-of-other-jobs stressful.
What they will remember though is how you make them feel. Do you make them feel welcome? Connected? Confident? Cared for?
New teachers often feel this stress the most. A study by the Learning Policy Institute (2017) found that teachers report working an average of 53 hours per week, with 33% of that time spent on non-teaching tasks. Imagine if your job demanded that much of your time on things other than what you were hired to do – you’d probably reconsider your career choice too.
Stress can lead to burnout which is a significant reason why new teachers might throw in the towel prematurely. One aspect of an administrator's job is to prevent the exodus. Providing proper support can help mitigate this stress, ensuring our new educators stick around long enough to make a lasting impact.
Creating a supportive environment can make all the difference. In a study by Ronfeldt and McQueen (2017), teachers who received strong mentoring were significantly less likely to leave their schools. It’s all about fostering a sense of belonging and teamwork – because everyone needs a squad to lean on.
When new teachers feel supported, they’re more likely to thrive and stay in the profession. According to Johnson and Birkeland (2003), teachers who feel part of a professional learning community are more likely to remain in their roles. And that first connection point you have with them can get them off on the right foot.
Creating a supportive school culture is akin to crafting a delightful smoothie – it requires the right mix of ingredients to make it nourishing and delicious. Throw in some chia seeds, yogurt, a medley of fruit, and bam! The administrator is the chef - you can craft something delicious and nutritious or pernicious and revolting.
3 Goals for Your First New Teacher Meeting
Let’s face it, much of what you discuss in that first meeting with new teachers may not even stick. This isn’t because you’re not dynamic or engaging. It’s because the new teachers are on information overload.
What they will remember though is how you make them feel. Do you make them feel welcome? Connected? Confident? Cared for? Here are three goals you must achieve in that first meeting with new teachers.
1. Create Community
Creating a sense of community among new teachers is crucial, especially during the first meeting with the principal. This initial interaction sets the tone for their entire experience in the school. As the principal, cultivate an environment where new teachers feel welcomed, supported, and connected.
Begin by incorporating an opportunity for everyone to share a bit about themselves, perhaps an interesting fact or a favorite teaching moment. I am also a huge fan of Comchi cards which are a fun way to explore random questions and learn about others.
Simple games or challenges can help new teachers get to know one another and establish bonds. Emphasize the importance of collaboration and how a strong support network can make the teaching journey more enjoyable and less stressful. Kkeep things positive and hopeful!
By creating a welcoming and inclusive community, new teachers will feel more confident and engaged, ready to contribute positively to the school environment.
Administrators play a pivotal role in shifting the tide and ensuring new teachers feel connected, valued, significant, and capable. We have the power to build these individuals.
2. Voice the Vision
Articulating the school's vision to new teachers is a vital step in aligning their goals with the school’s. During the first meeting, passionately communicate the school's vision and/or values. Explain how each teacher plays a crucial role in achieving this vision, emphasizing the collective effort required for success.
Share your unwavering belief in their abilities and that their commitment to kids was one of the key factors as to why they are sitting with you at that moment.
Clearly outline the expectations and standards the school upholds, ensuring that new teachers understand the level of commitment required. Discuss the school's future aspirations and the innovative programs or initiatives in place. This not only excites new teachers but also gives them a sense of purpose and direction.
Reiterate the support available to help them align with the school's vision, including professional development opportunities, resources, and mentorship programs. By clearly voicing the vision, principals can inspire new teachers to become enthusiastic and proactive members of the school community, fully committed to the shared goals.
3. Ease Concerns
I don’t know about you, but I was a nervous wreck when I started my first teaching position – walking into the unknown can be frightening. Administrators play a pivotal role in easing the concerns of new teachers during that first meeting. Acknowledging their anxieties and providing reassurance can significantly boost their confidence and morale. Let them know you are there whenever they need it.
Something new I tried this year was creating a new teacher guide for my school. Within it, were all sorts of resources and topics that new teachers commonly need answers to. Share practical tips and strategies that have worked well within the school and get them up to speed on how the school runs and who key point people are.
Encourage open dialogue by creating a safe space for new teachers to voice their worries and questions. Be empathetic and actively listen, validating their feelings and experiences.
Share personal anecdotes or stories from other teachers who have successfully navigated similar challenges, showing that they are not alone in their journey. The last page of the new teacher booklet I provided is a collection of advice from last year’s new teachers. Hopefully, hearing encouragement from those who just completed their first year will be the fuel they need to jumpstart the year and remain healthy and focused.
By addressing their concerns head-on and providing tangible support, administrators can help new teachers feel more at ease, ready to tackle the exciting challenges of their new role with confidence and enthusiasm.
One Last Thought
Beginning any new position can be both frightening and exciting. We want to make sure that the mix is more exciting than frightening. While you begin the year with all of this good energy and momentum, the challenge is to keep it going throughout the year.
Administrators play a pivotal role in shifting the tide and ensuring new teachers feel connected, valued, significant, and capable. We have the power to build these individuals. It begins with those very first interactions – from the interview to the phone call offering the position to the first time you connect during new teacher induction.
Don’t let your connections with the new teachers be a one-and-done. Be consistent with your meetings – both informally and formally. Ensure you end the year as positively and hopeful as you started it.
References
American Federation of Teachers. (2017). 2017 Educator quality of work life survey. Retrieved from [https://www.aft.org/sites/default/files/2017_eqwl_survey_web.pdf](https://www.aft.org/sites/default/files/2017_eqwl_survey_web.pdf)
Johnson, S. M., & Birkeland, S. E. (2003). Pursuing a “sense of success”: New teachers explain their career decisions. American Educational Research Journal, 40(3), 581-617.
Learning Policy Institute. (2017). The teacher shortage crisis: Why it matters and what we can do about it. Learning Policy Institute.
National Center for Education Statistics. (2018). Teacher attrition and mobility: Results from the 2015-16 teacher follow-up survey. U.S. Department of Education.
Ronfeldt, M., & McQueen, K. (2017). Does new teacher induction really improve retention? Journal of Teacher Education, 68(4), 394-410.
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