Keep the teachers you worked so hard to hire.
Every resignation starts a search, an onboarding and a year of catching up. Coaching is a lever on whether teachers stay. engage2learn works with teachers on their materials, with the leaders who support them, and with the coaches who keep them growing.
Put your own number on it.
Move the slider to the number of teachers who leave your district in a typical year. The cost uses the Learning Policy Institute’s range per departure.
Per departure: $20,000 to $40,000, Learning Policy Institute.
$500,000to$1,000,000
Your estimate, at the published range. It is what losing teachers costs, not a forecast of savings.
Five rungs down, from resignations to support teachers feel.
Scroll down the ladder: from the outcome you see to the skill behind it, and back up to how you’ll know it moved.
From the outcome to the skill behind it
- The outcome you see
Resignations, and the same hard-to-staff roles every year.
Math, special education and English learner positions open again in spring. Every departure starts a search, an onboarding and a year of catching up.
- What the diagnosis looks at
What teachers experience, school by school.
Where teachers get feedback and support, and where they don’t. The Data Triangle asks staff, students and families the same questions about culture and well-being.
- The plan
Support routines built into every school’s week.
New-teacher check-ins, PLC time and coaching become routines rather than favors, with an owner in each school.
- The coaching
Coaching for teachers, their leaders and their coaches.
HQIM Implementation supports teachers on their materials, Leadership Skill Development coaches the principals who support them, and the Coaches Academy works with the coaches who keep them growing.
- How you’ll know it moved
Retention, read alongside the coaching.
Coaching activity in GroweLab is connected to teacher retention and performance data, so you can see the two together.
engage2learn’s coaching carries ESSA Tier 2 / Tier 3 evidence.
Coached teachers stay.
- 99%
- teacher retention among 1,440+ engage2learn-coached teachers, first-year partner results
- 98–100%
- of coached teachers retained over five years in one district, 10–14% higher than non-coached teachers
Matthew Kraft’s meta-analysis of teacher coaching found large effects on teacher practice (Kraft, Blazar and Hogan, Review of Educational Research, 2018).
Match your question to an offering.
Three coaching offerings work on retention, each from a different side.
- If you’re sayingNew materials are wearing our teachers out. Start withHQIM Implementation
- If you’re sayingOur principals don’t have time to support new teachers. Start withLeadership Skill Development
- If you’re sayingOur coaches need to keep teachers growing. Start withCoaches Academy
- If you’re sayingSomething that isn’t on this list. Start withAsk us. We’ll match the right engagement.
Retention is coaching work.
Teacher retention draws on the coaching step of the cycle, through three offerings that support teachers from different sides.
- 01
Diagnose
The Data Triangle shows where teachers feel supported, school by school.
Assessments & Software - 02
Design
Support routines get an owner in every school’s plan.
Planning & Design - You are here 03
Coach
Teachers, their principals and their coaches coached in their own schools.
Performance Improvement - 04
Connect to community
Leaders share what keeps teachers with peers in the Network.
Network & Events
Questions leaders ask.
How can coaching affect whether teachers stay?
Coaching gives teachers regular feedback, support and growth, which shape whether they stay. In one district, 98 to 100 percent of coached teachers were retained over five years, 10 to 14 percent higher than teachers who were not coached.
What does the research say, and what does it not say?
Matthew Kraft’s meta-analysis of teacher coaching found large effects on teacher practice. It does not show that coaching settles retention by itself: pay, workload and school leadership matter too, which is why the work includes coaching for principals as well as teachers.
Which offering fits our schools?
It depends on where teachers are struggling. New materials point to HQIM Implementation, thin support from school leaders points to Leadership Skill Development, and a coaching team that needs to grow points to the Coaches Academy.
How much do departures cost a district?
The Learning Policy Institute puts the cost of losing a teacher at $20,000 to $40,000 per departure. Multiplying that range by the number of teachers who leave each year gives a district its own estimate.
Keep the teachers you already have.
Tell us where teachers are leaving and why you think they go, and we’ll show you which coaching would reach them first.
