Support for our educators

This article comes courtesy of our partnership with Study.com.

The back-to-school season can be exciting (and maybe a little nerve-wracking!) for new educators who are beginning their journeys into the classroom and fulfilling their teaching dreams.

To retain these new teachers for the long term, it’s crucial to provide the right support and resources.  

According to a 2024 survey conducted by Pew Research, 48% of teachers expressed they were only somewhat satisfied with their current teaching jobs, while 18% said they were not at all satisfied. The root of their dissatisfaction was clear: low teacher wages, with 51% of teachers surveyed expressing dissatisfaction with their pay. Teachers (64%) also expressed a need for better opportunities for training and development. 

Investing in key areas, such as increasing teacher pay, professional development (PD), and career resources, can help aspiring educators build lasting, rewarding careers. 

Importance of investing in educators 

When teachers are paid well, they feel valued and may be more likely to stay in the profession.

Opportunities to collaborate with fellow teachers help them stay more engaged and satisfied with their teaching careers. What’s more, for teachers of color who often feel less supported and more isolated than their peers, having these supports in place is critical to keeping them in the classroom. 

Dr. Seth Gershenson - Professor of Public Policy in the School of Public Affairs (SPA) at American University - emphasizes that teachers of color frequently work in schools with fewer resources and more challenging conditions, negatively affecting retention. He advocates rethinking teacher training and providing more peer support for all teachers.

"We could broaden where student teaching training experiences happen. We need to support all teachers, but especially teachers of color who are working under tough working conditions. So, supporting them either with mentorship or more planning time so that they stay in the profession for the long run.”

Which supports matter most? 

Competitive salaries 

Low wages factor greatly into why people don’t pursue a teaching career as well as why current teachers leave the profession altogether.

A 2024 Voices from the Classroom survey conducted by Educators for Excellence highlighted how unhappy current teachers were about salary. Of those teachers who considered quitting, 49% said it was because they wanted a higher-paying job; of those staying, only 15% were happy with their pay and benefits.

According to Dr. Nathan Herzog, the Dean of the School of Education at William Jessup University, “Rewarding teachers for what they do will attract more high-quality educators. We are in a teacher crisis, and explaining the need for more teachers is the same conversation as making the field more attractive.”

The 2023 State of the American Teacher Survey further examined the discontent with salary among demographics, finding that only 24% of Black teachers thought their pay was adequate, while also working more hours compared to their White peers.

And while several states have worked to increase teacher salaries, the National Education Association (NEA) points out that salary numbers haven’t kept pace with rising inflation. For new teachers, the national 2022-23 average salary was $44,530, which adjusted for inflation was $4,273 less than what new educators made in 2008.

“We need to honor teachers with appropriate pay. A single teacher should be able to have a car, a home, and provide for all their needs, but we are not there yet,” Dr. Herzog adds.

Ongoing professional development

Implementing professional development and ongoing training programs bolsters teacher retention efforts.

The shape and form of training and professional development also matters. Studies have shown that personalizing professional development to fit the teacher’s experience, current competencies, and age can give them a sense of ownership and confidence over their career and personal growth. Teachers also benefit from programs that emphasize collaboration, require reflection and feedback, and engage them in active learning.

Dr. Herzog notes that “You should have a professional development plan with long-term goals on how you want to improve as an educator. If you don't have a plan, someone else will make it for you, which can be uncomfortable. Instead, communicate your goals to your administrator and ask for feedback.”

When teachers are given a larger say in their own development, they tend to stay in their school districts for longer.

Access to career counseling and mentoring

For new teachers, receiving guidance from mentors helps them navigate the early stages of their careers, settle into the classroom, and learn the ins and outs of working in their school system.  

“Research shows that about half of new teachers leave the profession within five years, but this number is lower for those with mentors. After a few years of teaching, I became a mentor, which was also rewarding,” Dr. Herzog says.

Teachers of color especially benefit from mentorship and career guidance. The 2022 Voices from the Classroom survey highlighted the desire of BIPOC teachers to have access to professional support and leadership opportunities with 82% surveyed favoring those investments over pay increases. Just as teachers of color help boost the outcomes of students of color, when teachers have mentors who look like them and come from similar backgrounds, they feel more confident and understood.

Setting up teachers for success

Investing in teachers begins with teacher preparation programs that open pathways for alternative certification, offer support like mentorship, and fully prepare students to pass certification exams.

Study.com’s Keys to the Classroom initiative is committed to supporting teacher preparation programs, school districts and nonprofits that are diversifying the teacher pipeline and making the dreams of aspiring educators come true. Fifty-six percent of Keys to the Classroom participants identified as teachers of color, and 43% identified as Black.

One of Keys to the Classroom's partners, the Tennessee Grow Your Own Program (TNGYO), focuses on helping school district employees become certified teachers through an apprenticeship model. Similarly, Gateway U partners with Southern New Hampshire University (SNHU) to offer aspiring teachers an affordable online bachelor's degree, along with Praxis test prep support through Study.com and personalized coaching.

Dr. LaQuisha S. Bonner, a participant in the Keys to the Classroom program, shares her experience: “The Study.com membership I was afforded through the Keys to the Classroom program was valuable in helping me prepare and pass my Middle Level Social Studies Praxis.”

Current teachers have been clear about how low teacher wages are often the deciding factor for them leaving the education field. Creating a sense of support and community through mentorship and professional development allows teachers to build satisfying and long-term careers. Finally, paying special attention to teacher prep programs and certification exam support is incredibly important. Aspiring teachers need to know there are pathways and supports available to make their journey easier, and these programs are working to reach diverse future educators who might not have any other pathway into the classroom.

Study.com is committed to helping all learners and educators. Did you know Study.com offers official Praxis test prep?