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K-12 Staff Well-Being Check-In Toolkit

Job-related stress for educators has resumed to pre-pandemic levels and their sense of resilience against that stress has increased some. However, K–12 teachers and staff still report more workplace stress, anxiety, and burnout than most other working adults. It’s critical for district leaders to address teacher burnout by prioritizing educator well-being and take steps to build a supportive workplace culture that will make them want to stay in their professions happily. 

Teacher burnout has negative consequences not just for them personally, but for everyone around them. Over time, if a district does not address employee stress, it can lead to a cascade of effects: lower performance, decreased health, increased absenteeism, turnover, staffing shortages, larger class sizes, and lower student success rates. 

To keep educators in the classroom — and ensure they’re fully able to give students their best — school districts must do everything they can to recognize teacher and staff burnout and mitigate job-related stress before it’s too late. 


Download our K–12 Staff Well-Being Toolkit and learn how to better support your district’s employees by: 

  • Understanding the state of teacher and staff mental health  
  • Monitoring employee well-being 
  • Increasing employees’ sense of purpose 
  • Providing tiered support 

“As the acute stressors of the COVID-19 pandemic have subsided, K-12 teacher and staff stress levels have resumed more typical levels. However, educators still report more workplace stress, anxiety, and burnout than other working adults. Ultimately, when educators’ needs are not met, student well-being and success suffer.” 


Improve Teacher Retention with Tiered Support

Each day, teachers diligently create meaningful learning experiences in schools and shape how students see themselves personally and professionally. However, staffing shortages, school violence, district politicization, and academic recovery challenges all leave teachers working longer hours, responding to greater student needs, and navigating political debates, all while earning limited wages. 

To mitigate this problem, districts must recognize what nurtures educator well-being and implement multiple tiers of support to address employee efficacy, agency, and satisfaction. Adopting multiple care strategies can help teachers and staff feel more respected and valued, which will, in turn, fuel their resolve to remain in the profession.

Teacher burnout and stress can be mitigated when districts prioritize employee well-being.

Help Teachers and Staff Feel Valued

Download the toolkit to reinforce teacher and staff well-being in your district. 

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