Finding and hiring the best new teachers remains challenging. Substantially fewer teachers are entering the profession, and while the exact number is debated, many new teachers don’t make it more than a few years.
Unprepared new teachers are 2.5 times more likely to leave the profession within a year than better-prepared peers. That’s why it pays to give the ones you hire the best chance to succeed.
Let’s start by examining the mindset of a new teacher and the help they need in their new role. Then we’ll reveal how welcoming new teachers with a targeted introduction program can improve outcomes for everyone.
New teachers: what they don’t know might hurt you
First-year teachers, and more experienced teachers just joining your staff, may have a firm grasp on their subject areas. But there’s a lot more they need to know to succeed in their new jobs:
- Your school’s policies, procedures, climate, and culture
- Who they can trust for information and advice
- Classroom and behavior management strategies
- Best practices for parent communication
New staff members are often reluctant to admit they need guidance, and may avoid asking questions. That leaves administrators with no idea about who might be struggling.
Unaddressed problems get worse over time, leading to ineffective teachers and reduced student learning. And new teachers may end up so frustrated that they don’t last long. High teacher turnover costs the school and the district, too.
Help new teachers succeed with these strategies
1. Create a formal onboarding and training program
Make a plan to proactively provide the information your new staff members need. (TIP: Your existing staff may find this useful, too.)
- Create a map of what they need to know and how you will provide it.
- Publish an FAQ document that includes school routines, policies, and a list of informative resources. Make it searchable! That way your teachers can find what they need without having to ask someone.
- Provide asynchronous training. For new teachers, classroom management and handling behavior issues are often the biggest challenges. Thrive offers a PD bundle that provides new teachers with effective strategies they can use on day one.
- Schedule follow-up discussions about key learning concepts.
- Provide ongoing learning opportunities throughout the school year on a variety of topics, so teachers can choose what they need most.
Learn more: Give new teachers the best chance to succeed with targeted PD
2. Establish clear communication channels
Make sure new staff members know what to expect by setting up channels for questions and feedback.
- Talk with new teachers by phone to welcome them prior to the start of school. Let them know that you value feedback and the best way to share it. If you specifically ask about their questions, they might be brave enough to share them.
- Encourage connections with mentors and peers. You can make specific suggestions about other staff they might connect with based on their interests.
- Consider setting up a Google doc for questions that can be asked anonymously. (But be sure you will have the time to monitor this and answer promptly.)
3. Support through observation
Make your classroom observation less about catching mistakes and more about offering support:
- Visit all classrooms on a consistent schedule and arrive with a smile.
- Specifically ask what the teacher needs from you.
- Establish trust by providing positive feedback.
- Be vigilant about treating everyone fairly.
4. Set individual goals
Treat teachers (new and experienced) as individuals by setting appropriate goals.
- Decide on one or two specific goals and establish a plan for each new teacher.
- Carve out specific times for each teacher to work on their goals. Get someone to cover their lunch duty, club meeting, or class time (hire subs occasionally if needed).
- Recognize progress toward goals, formally and informally, to encourage teachers to keep up the good work.
5. Improve mentoring
New staff members can greatly benefit from having a trusted mentor to turn to as they get up to speed. Here’s how to make the process work better.
- Assign new teachers to the “cheerleaders” in your building, to encourage positivity and a can-do attitude.
- Create incentives for mentors that make the experience more worthwhile for them. Give them a break from lunch or playground duty or a free period to compensate for their time.
- Pair new teachers and mentors who share something in common, so they are more likely to build a strong and productive relationship.
6. Rally staff support
Administrators need the help of everyone in the building to support new teachers so they feel welcomed and not judged. Here are a few things staff members can do to break the ice:
- Take a moment to greet new teachers with a smile.
- Leave post-its with encouraging messages and affirmations.
- Sunshine Committees can provide a small gift or gesture to help first-time teachers feel welcome on their first day (such as flowers or a coffee mug).
- Create a booklet with tips and advice from experienced teachers.
7. Help them navigate parent communication
Communicating effectively with parents is challenging even for veteran teachers. Share best practices that get them off on the right foot, such as:
- Start strong by sending a welcome letter with a positive message
- Use the “sandwich technique” and layer criticism with compliments
- Set expectations for response times to reinforce boundaries
Learn more: Improve Stress & Relationships by Setting Boundaries at Work
8. Be the example
New staff members learn more about your school’s climate and culture from what you do than from what you say (just like students).
Be mindful of how you react and respond to challenges from students, parents, and staff members. Make sure that your own behavior reflects what you expect from others.
