5 Leadership Moves That Attract and Retain Talented Teachers

Across the country, school leaders are facing a challenge that continues to grow each year: recruiting and retaining talented teachers. In many districts, fewer candidates are applying for open positions, and at the same time, experienced educators are leaving the profession at higher rates than in previous years. The reasons are complex, ranging from workload burnout and salaries, to changing expectations and the increasing demands placed on schools. While many of these factors extend beyond the control of individual schools, leadership still plays a powerful role in shaping environments where talented educators want to work and where they choose to stay.

Throughout my career as a teacher, assistant principal, principal, and President of the Maryland Association of Elementary School Principals, I have had the opportunity to work alongside many exceptional educators! The teachers who stay, grow, and thrive in our schools are not simply committed to the profession, they are committed to communities where they feel valued, supported, and connected. This is where relational intelligence becomes essential.

Relational intelligence is the ability to build trust, communicate effectively, and create authentic connections with others. In education, it is often the difference between a teacher who feels like an employee and a teacher who feels like a valued member of a team. Talented educators want to work in schools where they are respected and empowered to make a difference. When teachers leave schools, it's not always because of the work itself. Sometimes they leave because they do not feel supported while doing the work. The good news is that school leaders have tremendous influence over these factors!

Here are five powerful leadership moves that can make a meaningful difference:

1. Build a Culture of Trust

Talented teachers want to work in schools where they feel trusted as professionals. Trust means recognizing the expertise teachers bring to their classrooms and inviting them into meaningful conversations about teaching and learning. It means listening to their ideas and valuing their perspectives when making decisions that impact students. When teachers feel trusted, they are more likely to innovate for students and invest deeply in the school community. Trust between admin and teachers doesn’t eliminate challenges, but it can help create a strong foundation for collaboration and shared problem-solving.

2. Recognize and Celebrate Excellence

Teaching is very complex and demanding work, and many of the most meaningful moments happen quietly inside classrooms. School leaders can play an important role in making sure those moments don’t go unnoticed. Recognition doesn’t always need to be formal. Sometimes it’s a quick note after observing a thoughtful lesson. Sometimes it’s highlighting a teacher’s creative approach during a staff meeting. Sometimes it’s simply taking the time to say, “I saw what you did today and it made a difference, thank you.” When educators believe that their unique contributions matter to the success of a school, and they are acknowledged by others, they are more likely to stay.

3. Protect Teachers’ Time and Energy

One of the most common concerns teachers share is the growing number of demands on their time.

Lesson planning, grading, meetings, communication with families, and administrative responsibilities can quickly become overwhelming. While school leaders cannot eliminate every demand, we can be thoughtful about how we structure time within our schools. This might mean streamlining meetings, reducing unnecessary tasks, or ensuring teachers have meaningful planning time. Protecting teachers’ time sends an important message: your work and your well-being matter.

4. Invest in Professional Growth

Talented teachers are often motivated by the opportunity to grow their practice and expand their impact. Strong school leaders create pathways for that growth, perhaps through professional learning opportunities, instructional leadership roles, mentoring programs, or opprtunities to share expertise with colleagues. When teachers see that their personal and professional development is valued, they are more likely to envision a future for themselves within the school community. Professional growth helps teachers remain energized and connected to the purpose of their work.

5. Lead with Care and Humanity

Perhaps the most important leadership move is also the simplest: remembering that teachers are people first. Behind every classroom door is a person who is investing their energy, creativity, and heart into supporting students. They also carry the responsibilities and realities of their lives outside of school. Leadership that recognizes this builds trust and loyalty. It shows up in moments of flexibility, encouragement during difficult days, and a genuine interest in the well-being of the people who make the school community strong. Teachers always value leaders who care about them as individuals, not just employees.

Creating Schools Where Teachers Want to Stay

I think a lot about the teachers who choose to remain in our building year after year. While they appreciate professional learning opportunities and strong instructional leadership, what they frequently mention is something much simpler. They talk about feeling supported. They talk about knowing their admin team and colleagues care about them as people. They talk about being trusted to do what is best for students. Those comments demonstrate that culture is created through our daily interactions.

Relationally intelligent leaders make it a priority to know their staff beyond their job titles. They learn about their aspirations, strengths, challenges, and accomplishments. They recognize that every person is at a different point in their professional journey and requires different types of support. For instance, a first-year teacher may need reassurance and coaching, while a veteran teacher may need opportunities to lead and innovate. Both are essential for differing strengths and needs.

The schools that attract and retain great teachers are not necessarily the schools with the fewest challenges. They are the schools where educators feel trusted and connected, and that starts with our leadership.

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