Beyond the Exit Interview: Practical Solutions for Teacher Retention in 2025

By: Tracy Duval and Leslie Frick, The Pedagogy Pros

In districts across the country, the question is no longer whether we have a teacher shortage—it’s how we keep the great educators we already have. Teacher attrition continues to climb, with the most vulnerable losses happening in the first five years of a teacher’s career. As a school administrator, the stakes are high: every teacher who walks out the door takes institutional knowledge, student relationships, and instructional momentum with them.

The Scope of the Problem

According to a 2023 report by the Learning Policy Institute, more than 16% of teachers leave the profession annually, and nearly half of all new teachers exit within their first five years. Rural and high-poverty districts experience even higher turnover, compounding existing achievement gaps.

While compensation and workload matter, recent studies underscore that relational and structural supports are equally—if not more—critical. In a meta-analysis of teacher retention factors, Kraft, Simon, and Lyon (2023) concluded that “teachers are more likely to stay in schools where they feel effective, supported, and part of a collaborative culture.”

 What the Research Tells Us (2020–2024)

Leadership Matters Most
A 2022 RAND study found that administrative support is the single strongest predictor of whether teachers stay or leave. When teachers perceive their principals as instructional leaders who provide feedback, listen to concerns, and foster a positive climate, retention improves dramatically.

Early-Career Teachers Need Structured Support
Induction programs that include mentorship, collaboration time, and regular check-ins reduce early-career attrition by up to 30% (Ingersoll & Collins, 2022). However, the quality—not just the existence—of these programs is what makes the difference.

Autonomy Fuels Commitment
Contrary to the idea that structure and compliance keep order, multiple studies have shown that teachers thrive in environments where they have voice and choice. Leithwood et al. (2021) report that schools offering “structured autonomy”—clear goals with teacher-driven strategies—see increased job satisfaction and retention.

School Culture Isn’t a Bonus—It’s a Retention Strategy
Culture isn’t just about pizza parties and dress-down days. It’s about shared ownership, relational trust, and professional respect. Schools with intentionally cultivated cultures—where teachers are seen, heard, and valued—retain teachers at significantly higher rates (Kraft et al., 2024).

 What School Leaders Can Do Now

Let’s get practical. If you’re a school or district leader looking for sustainable strategies to improve teacher retention, start here:

1. Rethink Your Induction Program

A one-day orientation is not induction. Build a yearlong plan that includes:

• Mentorship pairings with protected time to meet
• A scope and sequence of topics (e.g., grading, family communication, classroom management)
• Monthly reflection or coaching sessions
• Opportunities to connect with other new teachers

Ped Pro Tip: Survey your newest teachers about what support they wish they had—and adjust accordingly.

 2. Audit Your Culture with a Retention Lens

Look at everything from staff meetings to bulletin boards. Ask:

• Do teachers feel their ideas and concerns are heard?
• Are there visible pathways for teacher leadership?
• Are celebrations inclusive, authentic, and reflective of staff accomplishments?

Ped Pro Tip: Use a simple exit slip at the end of meetings: “One thing that energizes me at work is…” Track trends and follow up.

 3. Protect Time for Planning and Collaboration

Time is a teacher’s most precious resource. Consider:

• Co-planning blocks built into the master schedule
• PLCs with clear protocols and facilitator training
• Admin coverage that allows teachers to observe peers

Ped Pro Tip: Pilot a “Learning Lab” model where teachers visit each other’s rooms during the day with time to debrief.

 4. Provide Meaningful, Personalized Feedback

Teachers are learners too. Make your observation and feedback system:

• Focused on growth, not compliance
• Built around strengths-based coaching
• Anchored in student evidence (what students are saying, doing, and producing)

Ped Pro Tip: During walkthroughs, script what students are doing—not just what the teacher is doing—and use that to prompt reflection.

 Looking Ahead

Teacher retention isn’t just about plugging holes in a leaky pipeline. It’s about building the kind of school where teachers want to stay—and grow. That takes vision, structure, and relentless attention to culture. The good news? The strategies that help teachers stay also help them thrive—and when teachers thrive, so do students.

Let’s move beyond the exit interview. Let’s build schools worth staying in. To access a practical, ready-to-use starter kit to get you moving towards increasing teacher retention, click here.

Thank you for making a difference EVERY day!

Your partners in teaching and leading,

Tracy Duval and Leslie Frick

The Pedagogy Pros

References

• Ingersoll, R., & Collins, G. (2022). Teacher induction and retention: A review of recent research. University of Pennsylvania.
• Kraft, M. A., Simon, N., & Lyon, M. (2023). Teacher Working Conditions and Retention: A Meta-Analysis. Educational Researcher.
• Leithwood, K., Harris, A., & Hopkins, D. (2021). Seven strong claims about successful school leadership revisited. School Leadership & Management.
• Learning Policy Institute. (2023). Understanding teacher shortages: A state-by-state analysis.
• RAND Corporation. (2022). Teacher well-being and working conditions.