Teacher retention is a significant problem with more than 30% of new teachers leaving within five years, and higher rates of turnover in lower-income schools (Darling-Hammond & Ducommun, 2011). This epidemic can cause a school district a significant amount of money annually and is usually tied to working conditions. Teachers leaving the profession have cited lack of administrative support and strong colleagues as well as tangible teaching conditions and salaries as reasons for leaving (Darling-Hammond & Ducommun, 2011).
Employee recognition can be a strategy that helps teachers to feel supported by administration and colleagues, and improve the overall culture of a school. According to the Human Resource Council employee recognition (1) lets employees know that their work is valued and appreciated, (2) gives employees a sense of ownership and belonging in their place of work, (3) ...
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...or improvement. I will also observe the school culture for signs of improved productivity, increased satisfaction, and an improved sense of fulfillment. After careful analysis of the employee-recognition implementation, we will make any necessary adjustments and set dates for future analysis of our school recognition initiative.
According to the Bonusly website, “Staff recognition is a highly efficient and proven strategy for improving employee engagement. A well-implemented staff appreciation program has the power to impact nearly every aspect of business (2016).” As educators, our business in helping students learning, and every faculty and staff member plays a vital role in achieving this goal. However, feeling appreciated contributes to creating a pleasant work environment that will ultimately enhance our ability to provide excellent services to our communities.
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