How Do You Create a School Where Teachers Want to Stay?

A Stable and Committed Faculty

Education is most effective when built on strong, long-term relationships between teachers and students. In schools where educators feel supported and fulfilled, retention rates remain high. A turnover rate as low as 8% over three years reflects a work environment where staff choose to stay and grow.
The Village School has an average teacher tenure of six years with some educators remaining for more than two decades, it’s clear that longevity is linked to a culture of trust, collaboration and purpose. The Middle School, for example, has seen 100% of its teachers returning for the 2025/26 school year—a clear sign of stability and satisfaction within that team.

Supportive Leadership and Resources for Success

One of the key reasons teachers stay is the support they receive from leadership. Teachers thrive when they have what they need to succeed in the classroom, including:

• Professional development opportunities: Regular training sessions, workshops and continued education programs that keep instructional practices fresh and relevant.
• Clear expectations and guidance: Ongoing feedback and consistent support help educators grow and feel secure in their roles.
• A collaborative work environment: Mutual respect, shared goals and team spirit help teachers stay motivated and connected.

Professional Growth at the Core

Great teaching starts with great teachers—and great teachers are always learning. At schools with strong retention, professional development is tailored to the needs of the community and driven by teacher voice.

At The Village School, teacher-led workshops allow staff to share effective strategies tailored to their unique school culture. This past year, High School workshops have shared tools for improving effectiveness while reducing workload—from using AI to draft rubrics or lesson ideas to designing lessons encouraging students to take on more cognitive responsibility.

Educators are also empowered to pursue certifications and advanced qualifications, such as serving as International Baccalaureate (IB) examiners, workshop leaders or pursuing advanced degrees through sponsored master’s programs. Both IB and Advanced Placement (AP) teachers take part in recurring training to maintain rigorous and globally aligned instruction.

Teachers are encouraged to bring back new learning from external workshops and share with their colleagues, reinforcing a culture of continuous improvement.
At the Middle School, a major focus this year has been training on ‘Thinking Maps’—visual, verbal learning tools designed to make thinking visible and support shared language for learning. Last year, teachers were trained over a semester and began implementing the maps in the second half of the year. This year, all teachers are required to consistently use four of the eight maps as part of their professional goals. In each meeting, four teachers share how they’re using them in their classrooms, reinforcing shared growth and best practices.

In the Lower School, professional growth is deeply embedded in the daily fabric of teaching. Staff serve as instructional coaches in areas such as English, math and inquiry, providing support for their colleagues and helping continuously refine and improve curriculum. Each year, the school adopts a PD theme—with the upcoming school year focusing on Conscious Discipline, a social-emotional framework for building safe, connected classrooms. In addition to internal training, external speakers are regularly invited to share expertise, and faculty are supported in attending workshops, conferences and courses that align with their goals and interests.

Teachers Are Happy—And It Shows

Staff engagement surveys consistently reveal high satisfaction among teachers. Over the last three years, employee engagement levels at The Village School have steadily risen. Educators report:

• Feeling confident about what is expected of them
• Having the tools and materials to do their jobs effectively
• A sense of pride and purpose in their work
• Being treated with respect and feeling valued
• A willingness to recommend their school as a great place to work
• A desire to stay and build their career in the same school community

A Place to Build a Career, Not Just a Job

The Village School exemplifies this kind of supportive, fulfilling workplace. With high retention, strong professional development and an engaged faculty, it’s a place where teachers don’t just show up—they stay, grow and lead. When teachers are happy, students thrive—and everyone benefits from the strength and stability of a committed educational team.