Teacher Turnover: Insights for School Leaders

Teacher turnover in U.S. high schools has risen sharply in recent years, with ~23% of teachers leaving their schools reaching levels not seen in over two decades in many states (Trend analysis for the 2022–23 school year). This marks a notable increase from the pandemic lows and signaling ongoing challenges in teacher retention.

In addition to disrupting student learning, high turnover strains school budgets and intensifies disparities across districts. School leaders, especially those in schools facing staffing challenges, need to understand the causes of teacher turnover and what can be done to slow the trend.

Current Trends in Teacher Turnover

Teacher turnover represents a significant challenge for K–12 schools across the U.S. Approximately 90% of teaching vacancies result from attrition, primarily due to teachers leaving their schools or the profession entirely. 

The Learning Policy Institute (LPI) points out that rookie teachers are especially at risk, as burnout is common in the early years. In high-need schools, turnover rates can reach 30% or more each year. That kind of churn makes it difficult to keep schools fully staffed and causes ongoing disruptions for students.

High schools, in particular, struggle to retain teachers, especially in subjects that require specialized knowledge. Math, science, and special education are hit hardest by high turnover. When experienced teachers handling these areas leave, it creates staffing gaps that can affect the quality of instruction and student performance.

Turnover tends to be even higher in schools serving low-income communities and students of color. In many instances, these schools have limited resources and face difficult working conditions. There are often fewer professional development opportunities in such schools, leading to a cycle of instability that disrupts learning and makes it harder for students to get consistent support.

Causes of Teacher Turnover

Several factors contribute to teacher turnover, some of which reflect bigger challenges within the education system. Understanding what drives teachers to leave is a crucial step toward addressing this issue.

Job Stress and Burnout

Stress is one of the main reasons teachers leave the profession. It can be quite demanding to manage classrooms and keep up with academic standards, all while handling administrative work. Combining these duties can lead to high levels of stress and burnout, especially for new teachers or when the salary does not adequately reflect the workload.

In high-need schools, the pressure is even greater as teachers often have to deal with larger class sizes, fewer resources, and heavy expectations. Over time, that kind of strain can wear people down enough to make them seek other career opportunities.

Low Pay and Limited Career Growth

Many teachers are dissatisfied with their compensation, as the pay often does not match the workload. Compared to other professions that require similar levels of education, teaching often pays less, especially in high-cost-of-living areas.

Additionally, there are few clear paths for career advancement. This can make it hard for teachers to see a long-term future in the field, especially if they feel stuck in the same role year after year.

Poor Working Conditions

The overall environment, including physical and emotional conditions, significantly impacts teacher retention. Overcrowded classrooms, outdated materials, and challenging student behavior issues all contribute to frustration.

In some schools, staff turnover is so high that teachers feel like they are always starting from scratch. Without a stable environment, it becomes harder to focus on teaching and easier to consider leaving. 

Additionally, schools with inadequate facilities or unsafe conditions often experience higher turnover rates, as teachers seek more stable and supportive work environments.

Lack of Support and Professional Development

Teachers are more likely to leave a school or the profession altogether when they do not feel supported. This includes support from school leadership, access to mentoring, and time for collaboration with colleagues.

New teachers are particularly at risk if they are expected to manage challenging classrooms without adequate guidance. A lack of basic support can make the job feel isolating and unsustainable, prompting some teachers to seek positions with better support systems.

How Turnover Affects School Operations and Student Success

When teachers leave, the effects ripple through a school quickly. Administrators spend more time and money on recruiting and onboarding replacements, sometimes with little time to prepare new hires for the school’s needs. In many cases, long-term substitutes fill gaps, even in core subjects, leading to inconsistent instruction.

Students notice the difference, too, as relationships with teachers take time to build, and frequent turnover breaks that continuity. For example, some high schools in urban districts have reported students cycling through two or three math teachers in a single year. This can make it harder for students to stay on track academically. Over time, high turnover can weaken the sense of stability that both staff and students rely on.

5 Strategies to Address Teacher Turnover

1. Competitive Compensation Packages

Pay may not be the only reason teachers leave, but it remains an important factor. Districts that offer higher base salaries, bonuses for hard-to-staff subjects, or clear advancement opportunities are more likely to retain staff.

Compensation structures that reflect experience and subject-area demand send a message that teachers’ work is valued and worth investing in.

2. Enhanced Administrative Support

Strong leadership can make a measurable difference in teacher retention. Support from school administrators—through regular check-ins, fair discipline systems, and timely communication—helps create a more stable working environment.

When teachers feel respected and backed by leadership, they are more likely to remain in their roles.

3. Professional Development and Mentorship

Access to mentorship and meaningful professional growth opportunities supports both new and experienced teachers. Structured programs that match new teachers with seasoned colleagues, along with scheduled time for collaboration and skill-building, can help reduce burnout and increase job satisfaction.

Districts that offer strong induction programs for new teachers, along with continued support for at least three years, often see fewer new teachers leave within their first five years. This approach helps improve stability and long-term retention.

4. Improved Working Conditions

The daily work environment strongly influences teachers’ decisions to stay or leave. Large class sizes, limited instructional materials, frequent classroom disruptions, and lack of planning time often add unnecessary strain. While not all problems can be fixed overnight, steady efforts to improve working conditions can go a long way.

Schools that reduce non-teaching responsibilities, provide planning time or opportunities for student interventions during the day, and involve teachers in decision-making tend to build more stable teaching teams.

Some districts have also adopted four-day school weeks as a strategy to recruit and retain teachers.

5. Supportive Staff Evaluation

When used thoughtfully, staff evaluations can strengthen teacher retention by identifying areas for growth and recognizing strengths. Evaluations that include clear feedback, goal-setting, and follow-up conversations help teachers feel supported rather than judged. They also give school leaders better insight into what teachers need to succeed in their roles.

In high schools where evaluations are tied to real support (not just accountability), teachers are more likely to stay and grow within the profession.

What It Takes to Keep Great Teachers

Teacher turnover continues to disrupt high school classrooms across the U.S., creating staffing gaps, straining resources, and limiting student progress, especially in high-need communities. While the causes are complex, the path forward involves practical, long-term solutions: better pay, stronger leadership support, meaningful professional development, and healthier working environments.

Evaluation systems can also make a difference when they focus on growth. Tools like Evaluations by Education Advanced help schools create structured, supportive feedback processes that build trust and encourage continuous improvement. 

With this tool, schools can help teachers feel seen and supported, setting them up for success and increasing the likelihood they will stay and thrive.

If your school is interested in new ways to improve the learning experience for children, you may also be interested in automating tasks and streamlining processes so that your teachers have more time to teach. Education Advanced offers a large suite of tools that may be able to help:

• Evaluation: A solution for documenting every step of the staff evaluation process, including walk-throughs, self-evaluations, supporting evidence, reporting, and performance analytics.
• Pathways: A graduation tracking tool that enables administrators and counselors to create, track, and analyze graduation pathways, ensuring secondary students stay on track to graduate.
• TestHound: Our test accommodation software helps schools coordinate thousands of students across all state and local K-12 assessments while considering various accommodations, such as for reading disabilities, physical disabilities, and translations.