📌 *WHAT TO DO WHEN YOU CONSTANTLY EXPERIENCE STAFF ATTRITION IN YOUR SCHOOL BUSINESS* Part 1 The recent experience of staff resignation (official or unofficial) in private schools call for a serious concern especially because of it affect on the children and how it distract the operational system of the schools affected. Some school owners have to take up teaching classes, some combined classes to teach while some lost parents because of lack of teachers to resume the term. High staff attrition in school setting is significantly impacting the learning environment and overall effectiveness. As a school manager, what are you expected to do at a time like this? Here are some suggested key things to do to address this issue: 📌The first thing to do is to identify and address root causes of staff attrition in your school. You do not need to be sentimental about it irrespective of your staff perceived attitude. It is obvious that the economy is biting hard on most teachers and with a small difference in salary, they are ready to port to another job. This does not rule out some underlying issues you must check as a manager if you will minimize the experience of staff attrition. Don’t take this moment for granted, make sure you conduct exit interviews. Systematically interview departing staff to understand their reasons for leaving. You may find out some common factors that leads to their exit and then, adjust your system to avoid the experience. 👉 *Compensation and Benefits*: Are your salaries competitive? Are their benefits packages attractive (health insurance, retirement plans, professional development)? 👉 *Workload and Stress*: Are teachers and staff overworked? Are there opportunities for work-life balance? 👉 *Lack of Growth Opportunities*: Are there clear paths for career advancement within the school? 👉 *Poor Management*: Are the staff supervisors supportive, effective and emotional intelligent? Is there a culture of respect and open communication in your school? 👉 *Lack of Recognition and Appreciation*: Do your teachers really feel valued and appreciated for their contributions or you assume you’ve done your best for them? 👉 *Employee Surveys*: Do you frequently feel the pulse of your workforce? Regularly survey current employees attitude to gauge their job satisfaction, identify areas of concern, and gather feedback on potential improvements. Let me pause here for now...watch this space for second part. You may need to X-ray your operational system and adjust where necessary. To keep your staff for a good period of time with mutual support and understanding. If you need more guide on how to retain your employees, send a private message and let’s take your system of employees retention to the next level. ©COPIED