Welcome or Warning? Why Your Onboarding Might Be Driving Teachers Away
What if I told you that the most important decision a new teacher makes isn’t whether they’ll stay in the profession—but whether they feel seen, valued, and equipped from Day One?
In my nearly 30 years as an educator, school leader, coach, and consultant, I’ve learned something critical:
Teacher retention doesn’t start in the classroom—it starts in onboarding.
Unfortunately, many schools unintentionally lose their newest talent before the first report card is printed. Not because of bad intentions—but because the systems meant to welcome and prepare teachers are often built for compliance, not connection.
Through my work at Georgia State University and with school districts across the country via New Teachers on the Block, I’ve helped hundreds of administrators take a hard look at their onboarding systems and ask:
“Does our onboarding process help new teachers survive—or help them thrive?”
Let’s explore what’s broken, why it matters, and how you can build an onboarding experience that actually retains great teachers.
The Hidden Problem: Retention Is Breaking Down at the Starting Line
Administrators know the numbers. But when you zoom in, the stats are more alarming than many realize:
- Nearly 1 in 4 teachers plan to leave the profession by the end of the school year (RAND, 2024).
- 38% of new teachers say they consider quitting in the first two years due to lack of support, connection, and preparation (EdWeek, 2023).
- Among Gen Z teachers, 70% say onboarding did not prepare them for classroom realities (NEA, 2023).
What does that mean for you?
It means that your next teacher resignation might not be about pay or pressure—it might be about the first 30 days on your campus.
Why Intentional Onboarding Matters
A strong onboarding experience isn’t just about logistics. It sets the tone for everything to come. It communicates culture. It builds safety. It says, “You belong here—and we’re invested in your success.”
Here’s why the first few weeks matter more than you think:
- First Impressions Shape Long-Term Beliefs
Teachers are reading the room from Day One. If they experience disorganization, disconnection, or indifference, they’ll assume the rest of the year will feel the same—and may emotionally check out before the first observation. - Connection Is the Antidote to Burnout
Burnout doesn’t come from the work—it comes from doing the work alone. Early relationships with mentors, peers, and leaders can be the lifeline that keeps a new teacher from quitting mid-year. - Clarity Prevents Chaos
The “hidden curriculum” of your school—norms, expectations, and routines—can either empower or overwhelm new staff. Strategic onboarding helps new teachers understand not just how to teach, but how to belong and contribute in your unique school culture. - Your Onboarding Is Your Brand
In today’s competitive hiring market, your onboarding is more than a process—it’s a recruiting tool. It tells new hires whether your school is a place that invests in people or just fills positions. - Strategic Onboarding Drives Long-Term Retention
Employees who experience exceptional onboarding are 2.6 times more likely to be satisfied at work—and 69% more likely to stay with an organization for three or more years (Gallup, 2023).
The 5 Most Common Onboarding Pitfalls
After consulting with dozens of school leaders, here are the top mistakes I see in onboarding systems:
- One-and-Done Orientation
Onboarding is treated as a single summer event rather than a long-term process. - Compliance Over Connection
New hires get policies, forms, and fire drills—but little investment in relationships or emotional safety. - Passive Mentorship Programs
Mentors are assigned by name, but not by design. Without structure, training, and protected time, mentorship fails to make an impact. - Lack of Generational Responsiveness
Newer teachers—especially Gen Z—need onboarding that includes tech fluency, mental health awareness, clear expectations, and ongoing feedback. Many schools still use outdated models that don’t connect. - No Systems for Feedback or Adjustment
Schools often fail to ask new teachers how onboarding is going. Without two-way communication, they miss early warning signs and opportunities for improvement.
Five Practical Solutions You Can Implement This Month
Here’s the good news: You don’t need a full overhaul to build an onboarding process that works. Here are five practical, research-based strategies that school leaders can implement with minimal cost and maximum impact:
- Create a Personalized Welcome Experience
Go beyond a packet and PowerPoint. Include:
- A welcome buddy or peer guide for the first 30 days
- A handwritten note or small gift in their classroom on Day One
- A new staff breakfast or lunch to meet the team in a low-stakes, human-centered way
These small gestures build trust and send a clear message: “We care about you as a person, not just a position.”
- Launch a 30-60-90 Day Onboarding Plan
Break onboarding into manageable phases:
- 30 days: Logistics, tech tools, classroom setup, school norms
- 60 days: Instructional strategies, student relationships, classroom management
- 90 days: Assessment, data, parent engagement, and professional growth plans
This approach helps reduce overwhelm and makes growth feel achievable.
- Implement Weekly Check-Ins
Assign each new teacher a weekly 10-15 minute check-in with a coach, assistant principal, or lead teacher. Focus on listening, answering questions, and helping them feel supported.
A simple prompt like, “What’s going well, and what’s been hard this week?” can spark powerful conversations and prevent early burnout.
- Structure Mentor Support with Intention
Equip mentors with:
- Monthly meeting guides or protocols
- Focus topics (for example: parent communication, grading practices)
- Dedicated, protected time to meet
Mentorship without structure becomes a missed opportunity. Make it count.
- Collect and Act on Feedback at 30 Days
Send a short, anonymous survey to all new staff. Ask:
- What helped you feel prepared?
- What’s still unclear or missing?
- What’s one thing we could improve in onboarding?
Follow up. Acknowledge what you heard. Adjust. This alone builds trust—and models the kind of responsive leadership we want new teachers to practice themselves.
Let’s Rethink Onboarding, Together
Here’s the bottom line:
A strong onboarding process isn’t about adding more tasks—it’s about adding more intention.
When you center welcome, connection, clarity, and voice, your school becomes a place where teachers want to stay—not just for the paycheck, but for the people, the purpose, and the possibility.
At New Teachers on the Block, we specialize in helping schools design onboarding systems that:
- Retain next-generation teachers
- Build culture from Day One
- Equip leaders with practical tools, not just theory
Let’s Talk Strategy
If this post struck a chord, it might be time to take a fresh look at your onboarding process.
Schedule a free 30-minute strategy call with me to identify your biggest opportunity to support and retain new teachers this year.
Visit www.newteachersontheblock.com to learn more and connect.
Let’s make “welcome” more than a moment—let’s make it your retention strategy.