Let’s face it: school leaders are exhausted.
It’s June. You just wrapped a high-stakes school year, sat through endless end-of-year evaluations, managed vacancies, and pushed through your last district meeting on fumes. The beach is calling, your inbox is overflowing, and the last thing you want to think about is teacher onboarding.
But here’s the reality: retention starts now. And no, that doesn’t mean building new onboarding modules or running back-to-back summer PD sessions. It means shifting how you connect before your new hires even set foot on campus.
The Retention Numbers You Can’t Ignore
Retention doesn’t begin in pre-planning. It begins the moment a candidate says yes.
According to a 2023 EdWeek survey, nearly 30% of teachers hired in the spring never actually show up to pre-planning. That’s nearly 1 in 3. And for those who do arrive, 44% consider leaving within the first 90 days.
The onboarding process doesn’t start with a name badge and district email login. It starts with that first moment of post-hire communication. Or lack thereof.
Silence sends a message. And in this case, it’s not a good one.
What Gen Z and Millennial Teachers Are Telling Us
Gen Z and Millennials now make up the majority of the education workforce. And their expectations are different from past generations. They are:
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Purpose-driven: They want to work in places where the mission and values are clear and aligned with their own.
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Community-focused: They seek authentic relationships with leadership and colleagues.
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Feedback-oriented: They expect regular, clear communication, even outside formal check-ins.
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Flexible and tech-savvy: They value autonomy, modern tools, and leadership that respects their time.
According to Gallup, only 29% of millennial employees feel engaged at work if they don’t have regular manager communication. When school leaders fail to connect with new hires post-offer, it sets the tone for a lack of communication to come.
In a world where ghosting is common, teachers are wary of being ghosted by their employers. If they sense indifference before the first day, it becomes easier to walk away.
Recruitment Isn’t Just Hiring—It’s Ensuring They Show Up
We often celebrate recruitment success with signed contracts. But recruitment doesn’t end there. What happens between signing and showing up determines if your hiring process was actually successful.
Let’s be honest: a name on a spreadsheet means nothing if they don’t walk into your building in August.
Think about the experience from their perspective:
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They signed in April.
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It’s now June.
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They haven’t heard a word from the school.
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They’re exploring other offers, getting nervous, or questioning their decision.
By July, it’s easy for doubts to grow.
The Summer Retention Shift: Small, Strategic Moves
You don’t have to cancel your vacation or build complex systems to retain teachers. What you need is a shift in mindset and a few intentional actions.
Here are six practical ways to begin retention today:
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Send a 60-second text or voice note.
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“Hey [Name], thinking of you! Excited to have you on board. Enjoy your summer—we’re lucky to have you.”
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Timing: End of the day. Total time: 1 minute.
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Record a personal video message.
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Film a short message on your phone while walking or sitting outside. Share your excitement and a quick vision for the year. Keep it authentic and low-stakes.
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Timing: While drinking your morning coffee. Total time: 5 minutes.
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Host a no-agenda virtual meet-and-greet.
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A 30-minute Zoom with new hires and a few veteran staff. Allow space for casual conversation. Use fun icebreakers to break the tension.
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Timing: One afternoon or evening in June.
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Create a “Why Us” one-pager.
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Share your school’s mission, vision, and 3 standout values. Include photos, quotes from staff or students, and a brief welcome message.
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Timing: One planning hour or delegate to your instructional coach or operations lead.
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Offer an optional coffee or ice cream meet-up.
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Pick a local spot, drop a text or invite: “No pressure, just casual connection if you’re around.”
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Timing: One hour during your summer errands.
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Send a pulse check Google Form.
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Ask: “What are you most excited about? What are you most nervous about?” Keep it short. Use their answers to guide August planning.
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Timing: 10 minutes to create. 10 minutes to read responses.
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The Power of Belonging Before the Building
Most school leaders wait until pre-planning to build relationships. But by then, new teachers are overwhelmed. They’re juggling HR paperwork, classroom set-up, and orientation overload.
By connecting now, in the calm of summer, you create space for:
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Trust to grow organically
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Anxiety to be lowered before it spikes
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Your leadership to feel human, not hierarchical
One new hire told me, “The two texts my principal sent over the summer made me feel more seen than any training did once I arrived.”
That’s what we mean by culture-building before calendar invites.
How New Teachers on the Block (NTOB) Can Help
We know you want to rest. And we also know you care deeply about keeping your new teachers. At New Teachers on the Block (NTOB), we make that balance possible.
Here’s how we can help:
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Design a 30-60-90 day onboarding plan that fits your school culture
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Create a post-hire communication sequence using your voice
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Facilitate branded virtual welcome sessions for new staff
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Train your leadership team on Gen Z and Millennial engagement strategies
Whether you need done-for-you templates or coaching on how to embed this work sustainably, we’re ready to partner with you.
You Can Rest and Lead
Leadership isn’t about grinding 24/7. It’s about being strategic with the time and energy you have. One connection today can prevent three vacancies tomorrow.
You don’t need a retreat. You need a rhythm.
Want support creating a retention plan that starts now? Visit www.newteachersontheblock.org to learn more or get started.
Your summer matters. So does their first impression.