Why Teachers Are Still Leaving the Profession: Retention Strategies for District Leaders

Across the U.S., why teachers are still leaving the profession is a question with urgent implications for the future of education. Every year, more educators step away from the classroom, resulting in larger class sizes, reduced course offerings, and mounting pressure on the remaining staff. The challenge is no longer isolated to certain states or subjects – teacher turnover is happening on a large scale and impacting nearly every community.

Research shows that 40% to 50% of new teachers leave within their first five years. This loss not only disrupts student learning but also costs school systems thousands in recruiting and training replacements. For school administrators, understanding why teachers quit is the first step toward reversing the trend and building a sustainable workforce.

4 Reasons Why Teachers Are Still Leaving the Profession

Retaining educators requires facing hard truths about what drives them away. The following reasons highlight the top causes behind the ongoing exodus.

1. Teacher Burnout and Stress

Teacher burnout remains one of the most cited reasons teachers leave the profession. Long hours, increasing workloads, and rising student behavior issues are leaving many educators drained. In fact, research from the University of Alberta shows that studies estimate between 25% and 74% of teachers experience burnout, while 8% to 87% report stress.

This is because many teachers are logging 55–60 hours per week, balancing instruction, grading, meetings, and administrative tasks. Add in constant curriculum changes and new mandates, and teacher stress becomes unsustainable.

2. Low Pay and Financial Pressures

For decades, teacher salaries have lagged behind comparable careers. According to the Economic Policy Institute, teachers earn roughly 21% less than professionals with similar education levels. Nearly 60% also take on second jobs to make ends meet.

This reality worsens work-life balance and pushes many teachers toward other professions with better compensation. Low pay is not just a personal hardship – it’s a systemic issue that drives teachers out of classrooms.

3. Lack of Administrative Support and Respect

Many teachers report feeling undervalued and excluded from decisions that impact their work. School administrators often set expectations without consulting those who face students daily, leading to unrealistic expectations and frustration. Without a supportive environment, even teachers who enter the field for meaningful work can lose their motivation to stay.

4. Work-Life Balance Challenges

Many educators say the profession leaves little room for personal life. They describe bringing home stacks of papers to grade, sacrificing evenings and weekends to plan lessons, and struggling to maintain boundaries. Even summer breaks are often spent in professional development or preparing for the next year. For new teachers, especially, the lack of workplace flexibility can lead them to leave teaching altogether.

‍

‍

Retention Strategies to Combat the Teacher Shortage

Addressing the reasons teachers quit requires intentional change. The following strategies can help school administrators and district leaders improve teacher retention while building stronger, more resilient school systems.

Provide Better Pay

Closing the wage gap is essential. Increasing teacher salaries to match those in other professions signals respect for educators’ skills and experience. It also reduces the need for teachers to take on additional work, improving job satisfaction and work-life balance.

Create Better Working Conditions

Reducing class sizes, easing administrative burdens, and increasing access to support staff can make the teaching profession more manageable. Research shows that smaller student-to-teacher ratios lead to better engagement and lower turnover—benefiting both educators and students.

Expand Professional Development Opportunities

Ongoing professional development equips teachers with strategies to address student behavior, integrate new teaching styles, and adapt to new initiatives. Districts should offer both in-person and virtual training sessions, mentoring for new teachers, and career pathways for advancement, ensuring that teachers see long-term growth opportunities in the profession.

Foster a Supportive Environment

Retention improves when school administrators and leaders build trust with their staff. That means actively listening to teacher concerns, involving them in policy changes, and recognizing their contributions publicly. A supportive environment helps prevent teachers from feeling isolated and reinforces their role as essential partners in the mission to support students.

Utilize Synchronous Online Learning

Incorporating synchronous instruction can reduce teacher burnout by offering flexibility and expanding access to certified educators. This model connects school teachers and students via live video conferencing and online virtual platforms called Learning Management Systems (LMS), removing geographic barriers and lessening the reliance on substitute teachers during staff shortages. This approach helps maintain consistent classroom instruction even when local hiring is challenging.

How Synchronous Online Learning Solves Teacher Shortages

Synchronous online learning is live, real-time instruction delivered through secure video conferencing, where teachers and students interact face-to-face virtually. This model uses a Learning Management System (LMS) – a digital hub for tracking attendance, assignments, grades, and resources – so lessons stay organized and school administrators can monitor progress.

Unlike pre-recorded video lectures, synchronous learning allows for immediate feedback, personalized support, and stronger relationships between teachers and students. This approach has helped districts keep students engaged, maintain instructional quality, and avoid the disruptions that come with unfilled positions. Here’s how it works to address shortages and fill teacher vacancies:

• Access to Certified Teachers Anywhere: Connects districts with state-certified educators regardless of location, eliminating the limits of local hiring pools.
• Keeps Instruction Consistent: Prevents learning disruptions during staff shortages by providing long-term coverage with qualified teachers.
• Supports Special Education Needs: Offers trained case managers to meet IEP goals and track progress through the LMS, ensuring compliance and quality support.
• Reduces Teacher Burnout: Removes commute times and provides flexibility in teaching schedules, which can help retain existing staff.
• Improves Student Outcomes: Certified synchronous teachers have been shown to raise engagement and maintain classroom quality, supporting higher job satisfaction for local staff. For example, with Proximity Learning, Red River Charter Academy's students had a 56% increase in core subject grades.
• Scales Quickly: Can fill vacancies within weeks instead of months, keeping students on track with curriculum and district pacing guides.

From Turnover to Teacher Retention with Proximity Learning

The reasons teachers leave the profession are complex, but the solutions are within reach. By addressing teacher burnout, improving compensation, creating supportive conditions, and integrating innovative models like synchronous learning, districts can stabilize their workforce and ensure students receive uninterrupted, high-quality instruction.

Proximity Learning has been partnering with districts for over 15 years, staffing 3,000+ classrooms and supporting 400+ schools across the country. Our certified teachers, proven training programs, and flexible delivery models help districts support teachers, fill vacancies, and keep instruction consistent—even during record number shortages.

Talk to us today to explore retention strategies that work, strengthen your teaching team, and give both educators and students the stability they deserve.

‍