When I ask educators, “How’s it going or how can we help?” They often just sigh.
It’s not that they don’t want help—it is just hard for them to verbalize how they’re feeling and exactly what they need. The demands are high, the time is short, and the pressure of being “everything to everyone” is taking its toll.
If we want to strengthen school culture and climate, we have to start with teachers.
In a recent survey of more than 800 K–12 educators, we asked what would most improve their well-being. The answer wasn’t complicated: more planning time, fewer non-instructional duties, financial guidance and meaningful recognition. These may seem like small asks—but they have a significant impact.
What’s weighing teachers down
Many administrators are juggling vacancies, limited budgets and rising student needs. And in most cases, when support staff is short, teachers step in—covering classes, supervising lunch or recess, or giving up their planning periods.
In our survey:
- 84% of teachers said they don’t have enough time during the school day to complete essential classroom responsibilities like planning, grading or paperwork.
- 76% said staffing shortages had directly impacted their role.
- 58% are considering leaving the profession within three years.
Despite these pressures, teachers remain incredibly dedicated. Educators rated their school’s culture a 7.0 and climate a 6.8 on a 10-point scale—showing they still believe in their schools, their students, and their impact.
Simple, actionable support
Most school leaders I talk with are doing everything they can to support their teachers by finding creative solutions, listening to staff and juggling the same pressures teachers face. Teachers aren’t asking for perfection; they just want to feel seen, heard and valued.
Based on the survey and my conversations with educators, here are three high-impact ways to help:
1. Protect planning time
Teachers need time to plan, collaborate and reset so they can be fully present in the classroom. In many cases that means minimizing the non-instructional duties that pull them away from their core work.
This might involve rethinking how coverage is handled when a teacher is absent or exploring ways to limit lunchroom or hallway supervision duties. In some districts, administrators are hiring permanent substitutes or rotating responsibilities more equitably.
What works in one school may not work in another, but the best solutions often come from collaboration between administrators and educators.
2. Offer financial wellness support
In our survey, 27% of teachers said that feeling more financially secure would make them more likely to stay in education. Many educators are so focused on their students and communities that they put off thinking about their financial future.
Scheduling time for teachers to learn about their pension plans, retirement systems and student loan forgiveness options can go a long way in reducing stress. These aren’t just logistical conversations; they’re retention tools.
One of my favorite quotes from a superintendent after a financial wellness session was: “Financial wellness for our employees is just as important as an updated curriculum for our students.”
I’ve seen educators completely reconsider their plans to leave the profession after learning what they’d lose by walking away. These moments of clarity don’t just support teachers—they support school systems that can’t afford to lose them.
3. Increase appreciation and recognition
Appreciation doesn’t have to be grand—it just needs to be authentic and consistent. Teachers in our survey shared that they value simple acknowledgments: handwritten notes, verbal recognition or shout-outs in staff meetings.
Some said they’d love to see school-wide assemblies or team events to celebrate milestones or spotlight staff. Others pointed to small morale boosters like “jeans days” or classroom walk-throughs where administrators drop in just to say thanks.
“Celebrate more accomplishments of students and staff,” one teacher wrote. “Even just a thank you goes a long way.”
Recognition reinforces community and it helps shape a culture where teachers feel supported, not just expected.
Simple, intentional actions
Teachers are the heart of every school. They carry not just the academic responsibilities, but the emotional and cultural weight of the building. And while their commitment is strong, their capacity is limited.
The good news? You don’t need a new budget cycle to be effective. Supporting teachers starts with simple, intentional actions:
- Listen
- Protect their time
- Help them feel financially confident
- Say thank you often
To lead well, you have to be well. Let’s make sure our teachers feel supported because when they do, our students thrive and the whole school culture and climate improve.
