Finding a good teacher is one thing, but keeping them at your language school is a completely different challenge. In today’s employee-driven market, where employee loyalty is becoming an increasing challenge, school owners must look for effective ways to build lasting relationships with their staff.
In today’s article, Ola Komada from Edu Bears will detail this topic. You’ll learn what actions are worth taking to ensure teachers stay with us longer, and what might discourage them from doing so.
Ola Komada | Edu Bears
President of Edu Bears, co-founder of the Edurela foundation. She is an active methodologist, English language teacher, and conscious mother. Ola’s mission and that of her company is to make a positive impact on language education for the youngest. She believes that all children have enormous potential, but it needs to be skillfully tapped.
What will you find in this article?
- Where to find a good language reacher?
- Is it worth trying to retain every teacher?
- What encourages and motivates work?
- What deters teachers?
- Summary – how to retain a teacher in a language school?
Where to find a good language reacher?
Many language schools struggle with a lack of candidates willing to work as language teachers. Modern recruitment methods must go beyond standard advertisements – here are a few trends that can help in finding the right candidates.
Looking among former students
Former students are an excellent source of potential teachers, especially if they have achieved a high language proficiency level and have a fondness for the school. Individuals who have gone through courses at a particular institution already know its methodology and atmosphere, making the onboarding process easier for them.
It is worthwhile to regularly review archival student data and reach out to those who have stood out in the past for their high performance and engagement.
Internships and teaching practices
Organizing an internal internship program is a way to gradually introduce future teachers to the realities of working in a language school. An internship not only allows for learning the methodology but also for gradually getting accustomed to conducting classes, which reduces stress and increases the new teacher’s confidence.
The key is to prepare the structure of such an internship – it should include class observations, mentoring sessions with experienced teachers, and a gradual introduction to independently conducting lessons.
Networking and recommendations
Current teachers are a great source of recommendations. It’s worth encouraging them to recommend friends and colleagues who might be interested in working at a language school. You can implement a reward system for successful recommendations, such as bonuses or additional benefits.
Often, recommended individuals adapt more quickly to a new environment because they already have some understanding of the school’s organizational culture.
Active recruitment at universities
Collaboration with universities, especially with philology departments, is another effective recruitment method. You can organize workshops for students, offer mentoring programs, or conduct guest lectures, which will allow you to build relationships with students potentially interested in teaching positions.
It’s also beneficial to be present at job fairs organized by universities and build the school’s image as a place offering professional development opportunities.
We invite you to a series of posts on our blog about recruiting instructors in a language school!
🔹 How to recruit a good foreign language tutor? Part 1: CV
🔹 How to recruit a good foreign language tutor? Part 2: a job interview
🔹 How to recruit a good foreign language tutor? Part 3: recruiting native speakers
🔹 How to recruit a good foreign language tutor? Part 4: a little bit of classics
Is it worth trying to retain every teacher?
Not every teacher will fit into the culture of our language school. Unfortunately, owners often fall into the trap of desperately retaining every employee. This happens even if the collaboration with a teacher is problematic, and the quality of work leaves much to be desired.
How can you retain a teacher who truly fits the team and adds value to the school? It’s crucial not only to attract the right candidates but also to create conditions that encourage them to stay for the long term.
1. Star teacher vs. diligent craftsman
The most charismatic teacher is not always the one who best delivers the curriculum and attracts long-term students.
Often, a person who conducts classes in a more organized and reliable manner builds greater trust among students and ensures better course continuity. It is worth looking not only at how a teacher performs in class but also at how they impact the overall functioning of the school.
2. Rules must be clear
If one teacher does not adhere to the standards and the rest of the staff has to compensate for their shortcomings, team morale will drop.
Clear terms of cooperation with the teacher regarding teaching methodology, reporting results, and communication with parents are key to the smooth operation of the school. It’s important to ensure that all teachers have clearly defined responsibilities and adhere to the established norms.
3. Plan B
It’s always a good idea to have a strategy in place in case a key teacher leaves. This can include a flexible schedule, training for new employees, or collaboration with a reserve group of teachers who are ready to step in if needed. This way, we can avoid crisis situations and maintain continuity of classes.
At Edu Bears, we encourage the training of one of the instructors to perform the role of Method Supervisor – this person typically starts the school year with a reduced number of teaching hours to provide initial support for other instructors, especially those new to the school or the teaching method. In the ensuing months, the Method Supervisor can step in to cover classes or organize temporary replacements in groups in case of staffing difficulties.
What encourages and motivates language teachers to work?
Money isn’t everything. Although salary plays a crucial role, there are many other factors that influence whether an instructor will want to work at a particular school for an extended period.
- Good working conditions – ensuring an appropriate number of breaks, a space for rest and work, strong administrative support, and clearly defined procedures significantly improve instructors’ comfort.
- Sense of purpose and agency – instructors want to know why they are doing what they do and what impact their work has. Regular feedback on students’ progress, clear teaching goals, and the ability to influence the structure of courses make them more engaged in their work.
- Team relationships – integration and maintaining a positive atmosphere among employees make them feel part of a larger community. Team-building meetings, team training, and open communication increase instructors’ engagement and loyalty.
- Opportunities for development – offering training, advancement paths, and new challenges can significantly affect instructors’ satisfaction levels. Mentoring programs, access to modern teaching tools, and the ability to acquire new skills attract ambitious employees.
What deters teachers in a language school?
From my experience, surveys conducted, and conversations with teachers, it appears there are several key aspects that make them consider leaving a language school.
Unfair treatment
Favoritism towards certain teachers, inconsistency in enforcing standards, and unequal approaches to salaries are factors that lead to frustration and decreased motivation within the team.
Overburdened with duties
Too many groups, the necessity to work in various locations without adequate support, and excessive bureaucracy are some of the most common reasons teachers leave.
Lack of communication
Teachers need not only instructions but also discussions about their needs and expectations. Regular meetings and honest communication can help build a better work environment.
Organizational chaos
Unclear procedures, an overload of administrative duties, and a lack of proper onboarding for new employees can result in quick burnout and increased turnover among teachers.
Summary – how to retain a teacher in a language school?
Retaining teachers in a language school is not a matter of chance – it requires a conscious approach, appropriate systems, clear cooperation rules, and care for employee well-being. Good working conditions, a sense of purpose in the work performed, a fair approach, and development opportunities are key elements that can make teachers want to connect with our institution for years. Remember, teachers most often leave due to overload, organizational chaos, lack of communication, and unfair treatment.
Be sure to read our article on how to acquire clients for a language school!