Staff Retention in Education – You’ve Found Great People, Now How to Best Keep Them?
Great educators are the heart of every school, campus and learning community. When teachers and support staff stay engaged and inspired, students benefit, school culture flourishes, and communities feel the impact. Research shows that schools with strong retention not only enjoy deeper continuity of learning but also find recruitment easier, as they become known as supportive, desirable places to build a career.
In this blog, we explore positive, proven strategies that Australian and New Zealand education leaders can use to retain talented staff building workplaces where people feel valued, supported and optimistic about their future in the profession.
Why Staff Retention Is a Win-Win
Retention isn’t just about keeping numbers steady, it’s about strengthening relationships, stability and long-term growth. Schools that successfully retain staff create deeper connections with students, maintain consistency in teaching quality, and foster environments where colleagues learn from one another over time.
Across Australia and New Zealand, some schools are quietly leading the way by building cultures that encourage staff to stay, thrive and contribute to something meaningful.
- Build a Culture of Appreciation and Recognition
Feeling genuinely appreciated at work makes a huge difference. Recognition doesn’t have to be large or costly; it can come through:
- celebrating achievements at staff meetings
- personal thank-you notes from leadership
- sharing successes in newsletters or assemblies
Research shows that regular and sincere recognition enhances job satisfaction and makes educators feel seen and valued which is a key ingredient to long-term commitment.
- Invest in Growth and Professional Development
One of the strongest predictors of retention is opportunity for growth. Educators who feel supported in developing new skills or expanding their career pathways are more likely to stay engaged and confident in their roles.
Practical approaches include:
- structured professional learning communities
- courses and workshops tailored to teacher interests
- opportunities to lead initiatives or pilot programs
Supporting staff learning isn’t just about skills, it’s about investment in potential and creating a shared vision for future success.
- Foster Strong Collegial Support and Relationships
Connections with colleagues matter. Schools that emphasise collaboration, mentorship and supportive relationships create environments where people want to stay.
Evidence from ANZ-based research shows that when staff feel recognised and connected especially through meaningful interpersonal practices, their sense of job satisfaction and professional identity grows, which supports their decision to continue in their roles.
This collegial support can take many forms:
- peer mentoring and informal check-ins
- shared planning time that feels collaborative, not extra
- teacher networks for sharing ideas and celebrating success
- Support Well-Being and Sustainability
Balance doesn’t mean perfect, it means sustainable. Australian education evidence highlights that working conditions and mental well-being directly influence educators’ career intentions.
Schools that promote staff well-being typically offer:
- protected time for planning and reflection
- flexible approaches where possible
- access to wellbeing resources and programs
- open dialogue about workload and support needs
Prioritising well-being helps teachers feel supported as whole people, not just professionals.
- Listen and Act on Staff Feedback
Retention is strengthened when leaders not only ask for feedback but respond with action. This shows staff that their voices are valued and that their experience matters.
Simple ways to do this include:
- regular staff surveys or check-ins
- focus groups on specific topics (e.g., planning time, professional learning)
- open forums for collaborative decision-making
When staff see improvements based on their input, it reinforces trust and strengthens commitment.
- Celebrate and Learn from Success Stories
Across Australia and New Zealand, many schools are achieving positive retention outcomes by focusing on culture and connection rather than deficits. For example, some principals report that strong mentoring and tailored support have significantly increased retention and even lifted student outcomes.
Celebrating these success stories by sharing what works and why, helps build confidence and optimism that retention efforts can make a real difference.
Conclusion: Creating Workplaces Where People Choose to Stay
Keeping great staff isn’t about magic, it’s about intentional culture, recognition, growth and care. When a school fosters a sense of belonging, supports professional and personal well-being, and invests in future success, educators don’t just stay, they thrive.
Retention is both a strategic priority and a reflection of a positive, purposeful workplace. Investing in these approaches means creating schools where talented educators choose to stay, grow and contribute for years to come which is a win for students, staff and communities alike.