Belonging Delivers: A Simple Fix for Teacher Retention
- Ebony Melzak
- Sep 10
- 3 min read
What if the key to keeping early career teachers in the profession wasn’t another expensive, top-down initiative that felt totally disconnected from the real teaching experience? What if it focused more on teachers, their relationships and human connection?
Globally nearly half of new teachers leave the profession within five years. The conversation around teacher retention is rightly focused on solutions. But beyond contracts, pay, and workload, recent research suggests we’re missing one foundational ingredient: a sense of belonging.
Through a scoping review of global studies, we examined what actually helps early career teachers feel connected to their workplace. We found 41 factors that positively contribute to a sense of belonging.
Belonging Starts with People
One of the strongest contributors to belonging is relationships. Teachers who had trusting, respectful relationships with their colleagues and leaders were more likely to feel connected and stay in the job.
This includes informal moments - like trivia in the staffroom or checking in after a tough class. But it also means being included in real ways: collaborative planning, shared problem-solving, and simply being asked, “What do you think?”
Support That Doesn’t Smother
Support matters, but it has to strike the right balance. Early career teachers benefit from structured induction and mentoring - particularly when expectations are clear, resources are accessible, and feedback is constructive and timely.
It helps when schools map out the basics: who do early career teachers bring their questions to, how the reporting systems work, when key meetings occur, and what “success” looks like in their context. Regular, low-pressure check-ins with a mentor or team leader can offer a safety net without making them feel scrutinised.
But structure alone isn’t enough. Early career teachers also need space to experiment, take initiative, and bring their own strengths to the role. Micromanaging or shielding new teachers from responsibility can backfire, eroding their confidence and stifling growth.
Purpose Beats Perks
Teachers often enter the profession driven by deep values. So, feeling like their work matters and that they matter is crucial. Schools that encourage teachers to contribute to policy discussions, curriculum design, or whole-school projects send a strong message: you belong here.
What Role Can HR and Operations Play in Strengthening Early Career Teachers Belonging?
Buddy Up - Pair new teachers with peers, not just mentors. Someone to walk with, vent to, or share lunch with can make a big difference. Building in low-cost opportunities for staff to connect, like shared lunches, cross-department coffee chats, or buddy systems can ease isolation and create networks that matter more than you think.
Onboard With Clarity and Care - A strong onboarding process goes beyond contracts and compliance. Make sure early career teachers understand their role, what success looks like, and who to turn to for support. Include a friendly welcome from peers, a simple guide to “how things work here,” and a school map or staff directory. When new teachers feel both informed and genuinely welcomed, it builds confidence—and a stronger sense of belonging from day one.
Ask and Act - Don’t just survey staff - work with the team to show them how their input shapes decisions. Visibility builds trust.
Invest in the Everyday Details - Allocate budget for small but meaningful improvements that enhance teachers’ daily experience - like reliable tech, comfortable furniture, functioning air conditioning, or stocked staffroom supplies. These practical touches may seem minor, but they communicate respect and help reduce the background stress that can erode belonging over time.
Why This Matters
Teachers who feel they belong are more likely to stay, thrive, and give their best. They’re also more likely to pass that sense of connection onto their students, improving student outcomes. Belonging is not just a retention strategy - it’s a whole-school, well-being strategy.
So, if your school is facing the challenge of keeping great teachers, maybe the fix is a sense of belonging.
For more information and to see which of the 41 belonging factors might be most relevant to your school, we encourage you to explore the full paper - it’s a useful way to reflect on how your specific context, staff demographics, and priorities align.
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