Article presented by the Transforming STEM Network
Teaching is a choice—and a powerful one at that. For professionals in STEM fields, the path to the classroom is fraught with options. They can pursue lucrative careers in research, industry, technology and a breadth of other professions. So why choose to teach in the first place? Why teach at your school, specifically? Administrators must grapple with these questions to attract and retain the top educators who can effectively partner with us to shape the minds of future generations.
Let’s get real for a second – those who enter the education field from STEM are often highly sought after in other industries. They possess a wealth of knowledge and skills, placing them in a unique position to choose their own path, but yet, many still choose to teach, even despite the fact that teaching is a demanding profession that comes with its own set of unique hardships and challenges. Educators are too often forced to navigate the harsh realities of underpayment, excessive workloads, and the emotional toll of supporting diverse student needs – and I would argue that for many of them, they tend to navigate these challenges alone. In light of these obstacles, it’s crucial for us to not only understand why they choose to teach, but understand what administrators need to do to properly support them in their roles.
What is it about our schools that draws them in? What systems and structures do we have in place to support their growth and satisfaction? How can we inspire them to continue teaching, even when faced with the myriad challenges that accompany the profession?
When we acknowledge these difficulties and actively work to mitigate them by providing meaningful support and resources, we not only make teaching an attractive option but also lay the groundwork for a sustainable and fulfilling career for our educators. It is not enough to simply check on our teachers from time to time – we have to demonstrate a systematic and persistent approach to supporting our teachers and do everything we can to set them up for success on the administrative level.
When teachers first enter the profession, providing them with robust support is absolutely critical. The transition from being a STEM content expert to an effective STEM educator can be an overwhelming experience, and the stakes are quite high. The first years can truly be make-or-break for new teachers – after all, nearly 50% of new teachers leave the profession completely within their first five years!
New teachers often find themselves navigating a complex landscape filled with unique challenges, from managing diverse classroom dynamics to engaging students who may not share their enthusiasm for the subject, and it is incredibly important that administrators recognize & honor their unique challenges by providing them with adequate support & structures early on.
To set our new educators up for success, it is imperative that we implement clearly defined strategies that empower them during their first years. One of the most effective strategies we can employ is a well-structured mentorship program that pairs new teachers with experienced mentors who can guide them through the ins and outs of both classroom management and instructional practices. Having a seasoned educator by their side can provide new teachers with newfound assurance and support that could be exactly what they need to thrive in their new roles.
An effective mentorship program should do more than just offer advice; it should create a framework for ongoing professional development and emotional support. Mentors can help novice teachers understand school culture, navigate administrative processes, and develop effective teaching techniques that resonate with their students. They can share invaluable wisdom—what worked, what didn’t, and what they wish they had known when they were starting out. This relationship not only boosts the confidence of new teachers but also fosters a sense of belonging within the school community.
Additionally, these mentorships can evolve into communities of practice, where educators come together to discuss challenges, celebrate successes, and share strategies. Such communities cultivate an atmosphere of collaboration and continuous improvement, which thus enables new teachers to draw on a broader pool of experiences. They provide a safe space for sharing ideas, seeking feedback, and honing their skills without the fear of judgment.
Ultimately, investing in a robust mentorship program symbolizes a real commitment to nurturing the next generation of educators – a commitment that we believe is critical, especially during the early years of a teacher’s journey. By supporting new teachers effectively, we not only help them survive their first years as an educator, but we also help them thrive as empowered professionals capable of inspiring their students. This kind of intentional support paves the way for a more stable and effective teaching workforce and sets the stage for lasting success in STEM education. When we invest in our educators, we invest in our students’ futures.
The next key questions I would implore administrators to ask is, what are the structures in your school that support and inspire your teachers? While many individuals in STEM possess excellent content knowledge, the art of teaching requires additional competencies, and educators need proper support systems that address their unique challenges and give them an opportunity to develop such competencies outside of the classroom.
That being said, administrators should focus on building structured programs that are visible, accessible and relevant to their teacher base and their needs.
With effective administrative backing, educators can feel empowered to take risks and pursue continuous learning in their teaching practices. Establishing a culture of collaboration and open communication allows teachers to express their needs and ideas freely, making them active partners in the education process.
I’d like to acknowledge here that many administrators may not have a STEM background. While there is nothing inherently wrong with this, it’s vital that when this is true, administrators work to bridge that gap so that new teachers feel supported and understood. Building a connection with your teachers really matters! Educational leaders should not only have a foundational understanding of STEM disciplines and recognize the unique challenges educators face in these areas, but should also seek to apply that understanding to contextualize how they can better support their STEM Educators. When they understand the context, administrators can create policy, schedule professional development, and tailor support programs that make sense for our STEM educators, and sets them up for success in their careers early on.
Empowerment goes both ways. Giving teachers a level of autonomy in their classrooms allows them to express their identities as educators. When teachers feel heard, valued, and partnered, their sense of self-efficacy flourishes. However, it’s crucial to recognize that teaching can be an isolating experience, especially when individuals confront challenges with student engagement and classroom dynamics, so remember to keep that in mind when thinking of ways you can help them develop professionally.
As teachers grapple with these hurdles, ongoing professional development opportunities are necessary to help them adapt and innovate their approaches. Encouraging educators to reflect on their practices and providing resources to help them engage struggling students is key to building a resilient workforce.
As we explore the landscape of teacher retention in STEM education, it’s essential for administrators to recognize that they hold the keys to creating supportive, empowering environments that can inspire our teachers to thrive. The journey from a STEM content expert to an impactful educator requires intentional strategies, robust support systems, and a commitment to collaboration.
If you’re looking to dive into these critical topics and learn more about actionable strategies to enhance teacher retention in your school, I invite you to join our upcoming webinar, “Empowering Educators: Strategies for Retaining Top STEM Teachers,” on January 29th, 2024 at 7pm ET. Let’s empower our educators together and transform our classrooms for the better!
You can register to the webinar by using this link!