Teacher shortages have plagued our country for well over half a decade. Since 2017, the ratio of hires to job openings has been below 1 — and the pandemic has only exacerbated these statistics. In Part 1 of this series, we looked at teacher recruitment, and how current staff can help schools attract new teachers. Retention is the natural next step. Attracting strong candidates is only the first stride in the long process of keeping them.
A recent University of Missouri survey of 468 teachers found that 78% have thought about leaving the profession since 2020, with teachers who have over five years of experience more likely to consider leaving than those newer to the field. This signals something deeper than entry-level stress and should ring an alarm bell for principals.
The teachers in the study pointed to four specific reasons for thinking about quitting: Lack of administrative support, excessive workloads, inadequate compensation, and challenging student behaviors. These factors shape daily experiences for teachers, and each one influences how long they stay. By addressing them, you can find a practical and focused starting point for retention efforts
Administrative Support: The Factor Teachers Mention Most
Many teachers reported feeling stretched thin by situations that required administrative backup but did not receive it. These include conflict with students or parents, unclear processes for handling classroom disruptions, and inconsistent expectations. Stress builds quickly when teachers feel alone in these situations.
The good news is that you can strengthen support without adding new programs. Two steps matter most: The first is visible involvement when a situation is escalating. The second is consistent follow-up with teachers who raise concerns. Simply showing up helps teachers see that their experiences (and they themselves) are taken seriously. Even small changes in your responsiveness build confidence that support is available when needed.
Workload Relief: The Pressure That Builds Over Time
The survey also highlighted excessive workloads as a major reason teachers feel burned out. Teachers described long stretches of work that continued well into the evening, along with frequent shifts in expectations and initiatives. Experienced teachers reported this strain more often, which suggests that their long-term load has expanded.
You can help by identifying areas where time can be protected, or tasks can be simplified. This may include safeguarding planning periods and removing administrative duties that do not contribute to instruction. It may also include replacing broad initiatives with focused ones that teachers can manage with clarity. Reducing workload is not instant, but each adjustment gives teachers room to do their best work.
Compensation: Clear Communication Helps Even When Budgets Are Tight
Teachers in the survey consistently described concerns about compensation. Most principals cannot raise salaries on their own, but they can make compensation more transparent. Some teachers are not aware of stipends, supplemental roles, or leadership opportunities that add value to their work. A clear explanation of what is available helps teachers understand the full range of support the school provides.
Principals can also advocate within their district by sharing data on turnover, retention, and hiring challenges. When school leaders communicate these findings early, it reinforces that teacher concerns are being carried to decision makers.
Student Behavior: A Daily Stress Point for Teachers
The study also emphasized the role that challenging student behaviors play in teacher attrition. Wendy Reinke, one of the researchers, described how struggling classrooms shape student learning and well-being. She noted that disruptions can spread from one classroom to another, even to the next grade level, when behavior support is not strong. This pattern creates a cycle that affects teachers and students in ways that grow over time.
There are two helpful ways that you can influence this area: You can ensure that behavior expectations are communicated clearly and used consistently, and you can also give teachers access to real-time support when behaviors escalate. These steps help stabilize classrooms and reduce daily stress for teachers who are trying to maintain learning conditions.
The Cost of Ignoring These Warning Signs
The researchers made it clear that teacher satisfaction is not the only fallout of teacher stress. Student growth, emotional safety, and overall school stability all decline when teachers are burnt out. This is especially true when schools rely on uncertified staff or increase staff size as a result of teachers leaving. Both of these outcomes weaken instruction and increase pressure on remaining teachers.
