Why your best teachers leave, and why it has nothing to do with pay.
Last Spring, Education Secretary Bridget Phillipson’s six step pledge for change left Headteachers hopeful, but despondent, as recruitment drives once again miss the point. The UK’s teacher crisis isn’t caused by too few recruits, it’s caused by too little retention architecture. Even as the Government pledges 6,500 new teachers and offers bursaries of up to £29,000, the system continues to lose experienced staff faster than it can replace them.
What does this tell us about recruitment incentives? They’re comparable to pouring water into a leaking bucket, and echo Pepe Di’Iasio, concerns that the Government will, ‘hit the target, but miss the point.’
What does a good retention strategy actually look like?
Compensation and recruitment are not the main levers of sustainable retention. Multiple studies point instead to three interconnected drivers:
- Professional Growth Architecture – Teachers who can chart a clear professional progression path through thoughtful training, careful mentoring, and real advancement are more likely to stay.
- Mission Authenticity – When the stated purpose of a school (equity, inclusion, excellence) aligns with the lived experience of teachers day-to-day, loyalty increases. Conversely, mismatch drives attrition.
- Recognition & Professional Respect – Beyond internal pats on the back, teachers crave professional recognition in the wider community. Respect for their craft matters more than elite salaries.
Three Leadership Questions to test how well your school is doing:
- Can your teachers articulate new learning or advancement opportunities they’ve engaged in this term?
- Do teachers see clear evidence that your operational routines reflect declared values (e.g., inclusion, professional autonomy)?
- Are exceptional teacher achievements recognised by the wider school community or local neighbourhood (not just internally)?
If any answer is no, then investment in retention architecture should be a priority before chasing new hires.
Strategic Choice for Schools & Trusts
- Continue focusing reactively on recruitment and pay-rises (which research shows may only accelerate turnover among high-fliers).
- Build a strategic retention architecture which is growth-oriented, mission-driven, recognition-rich, with a durable workforce and rising educational outcomes.
The stakes are high. The 6,500-teacher pledge is bold, but if it doesn’t rest on a foundation of retention, it risks being a shifting promise, not a structural solution.
We’d love to hear your thoughts! Drop us a comment below with tangible strategies which are working in your schools right now.
