Shift 3

In today’s high-stress school environments, promoting proactive, holistic well-being is essential for retaining educators. Instead of treating burnout reactively, effective districts embed supports like flexible scheduling, mental health resources, and workload management into daily operations. These practices don’t just reduce absenteeism—they improve morale and retention by signaling that educators are truly valued. According to Gallup, employees who strongly agree their employer cares about their overall wellbeing are three times more likely to be engaged and 69% less likely to be actively job searching (Harter, 2023). Given the well-documented spillover effects of workplace stress on family life, mental health, and long-term resilience, well-being is no longer a wellness perk—it’s a strategic imperative for building a stable, committed workforce.

TRADITIONAL CALL TO ACTION

Wellness efforts are reactive and separate from daily operations.

COMPREHENSIVE & SYSTEMIC ACTION

Embeded flexible, proactive supports that address root causes of burnout and promote holistic well-being.

Retention Strategies

Pilot alternate scheduling modules, such as four-day instructional weeks, extended prep time, early release, or late start days.
Redesign staffing and service delivery models to allow greater flexibility in work locations, roles, and team-based approaches.
Create wellness spaces and offer on-site services (e.g., childcare, counseling) to alleviate personal stressors. Offer a diverse range of benefits that support physical, emotional, financial, and social well-being.
Provide guidance to help employees navigate, understand, and make the most of their wellness.
Leverage Generative AI to improve efficiency and reduce workload demands for employees.
Provide training and guidance to help employees use technology effectively and responsibly.

Vet and support health and wellness providers with educator-friendly hours and flexible care.
Normalize educator wellness in messaging and retention priorities.
Support mental health resources like Employee Assistance Programs (EAP), educator wellness hubs, and burnout-prevention training.
Develop policies and guidance on the appropriate use of AI and technology tools.
Fund statewide wellness grants to support district innovation in mental health and work-life programs.
Invest in valid tools and resources to assess workplace culture and working conditions, paired with coaching.

Offer flexible scheduling and hybrid pathways for candidates (e.g., evening/weekend cohorts, online or competency-based options and in-person classes at accessible community).
Provide wraparound services (e.g., childcare referrals, licensure exam preparation, mental health).
Integrate digital literacy and ethical AI use into coursework to prepare candidates to effectively leverage Generative AI and productivity tools for streamlining tasks, reducing workload, and enhancing impact.
Incorporate principles of educator well-being and professional boundary-setting into coursework and clinical experiences to model sustainable practices that mitigate burnout.

Partner on childcare, transportation, and wellness access for educator preparation candidates and employees to reduce barriers.
Co-develop a multi-tiered framework for educator well-being that addresses systemic root causes of stress, strengthens support structures, and provides individuals with tools to manage stress.
Collaborate with education stakeholders to scale the use of Generative AI and workload-reducing technologies

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