A place where teachers are happy is a place where kids learn. Studies prove it, and as a teacher for over 20 years myself, it doesn't take either of my two masters degrees to figure this out. Unfortunately many schools are places where teachers are not only unhappy, but see no way of changing this sad set of circumstances. If we are going to bring eternal value to the profession of teaching, we must create an environment in which teachers long to reside. Here are some symptoms of just such an environment:
Input That is Asked for is Actually Used and Considered
How many times are teachers going to be asked for their input and opinion, after the decision has already been secretly made? The only reason it is asked for is so that leadership can say they involved the teachers in the process. Well, we are not 10, and we CAN see through such nonsense. Many teachers would respect a leader more if they said, "The decision has already been made" without wasting everyone's time. Teachers would be HAPPY if input was solicited and influenced policy.
Leadership Demonstrates Humility
Nothing goes further in the respect department than someone who places others first. Teachers' expectations are humble to begin with because they don't expect a lot of money, nor public praise, just respect for their years of preparation and experience. When an administrator, who these days often has VERY minimal experience in the classroom, tries to impose constraints or criticisms on an instructor's methods, it is taken as disrespect. The first part of this problem can be solved if districts would stop hiring "leaders" with minimal experience, simply because they are not capable or willing to argue against district policy, following it blindly.
The second part of this problem can be remedied by having leaders take the approach of acquainting themselves with the strengths of the teacher, pointing out where he/she has actually learned from watching them instruct. This then gives them some license in the future to "suggest" or even come in and ( perish the thought) TEACH to the class in order to demonstrate the effectiveness of something they would like the teacher to try. Humility is one of the hardest things to learn in life, but it is something that life will teach us anyway, regardless. For all administrators reading this, it is NOT a sign of weakness or lack of knowledge.
Reward and Recognize Effort
Just look at the teacher of the year candidates and you will see those who got results. Imagine if a coach had nothing but all-star players and won every game. Is this due to actual coaching ability or a testament to the players' natural abilities combined with their hard work? Not much is different in the teaching profession. We have all witnessed countless hours donated for no pay by teachers who merely wanted to see a student's writing improve, or to listen to the hormone crazed teen talk out a major problem that might hinder them from focusing on learning. Good leaders realize that often the best TEACHERS don't always have the best students, and therefore, not always the best results.
Teachers should be wise and realize that students who work the hardest don't always get the best grades either. When EFFORT is rewarded the result is increased effort. The Psychology 101 principle of, "Whatever is rewarded is what will continue", applies. Leaders should recognize teachers who do thankless tasks, and nominate THEM for awards and public recognitions. They would do the thankless work more often, but specifically doing it HAPPIER!
Laugh Clown Laugh
Leaders need to either promote, cause or allow laughter to reign in their buildings. Nothing makes people unhappier than those who have had a personality removal,taking personal pleasure in sucking the joy and life out of everything fun. Having a specific person in mind while typing this, my heart goes out to all those still stuck in those situations. Some things that have promoted laughter in the past include getting staff members to participate in talent shows, having staff go to a comedy show or movie together, organizing improv games in the staff lounge before school, and of course faculty parties for the holidays.
I even started a "Top Ten List" that I began sending out weekly to a few select friends in my district. After 8 years my distribution list was over 500 people from many districts- all added by word of mouth only. I did nothing to recruit people to the list. What this suggests is that comedy and fun sell, keeping people happy at work. Having stopped the list a few years ago when I left the district, I STILL have requests to restart it. We crave and need laughter.
Motivating and keeping teachers happy is of paramount importance due to the INability of districts and schools to RETAIN good teachers. The burnout rate is growing and teachers are leaving the profession regularly. In MOST cases it is NOT about the lack of pay, teachers knew that going in, but more about lack of respect, recognition, and fun. School leaders, the time is NOW for you to incorporate the above principles into your buildings. Watch how many people will beg to transfer in.
