Massachusetts School Leaders: 3 Strategies to Encourage and Empower Your Educators

Massachusetts has more than 915,000 K-12 students and more than 76,000 teachers. It’s a great state for education, with competitive teacher salaries, strong long-term career prospects, and a supportive school community. 

But strong schools rely on strong teachers, and that starts with the right leadership. When teachers feel valued, supported, and trusted, they perform at their best — ultimately improving student outcomes. 

If you’re a school leader in the Bay State, below are 3 strategies you can use to encourage, support, develop, and retain your teaching staff.

1. Invest in Quality Professional Development

Professional development should be purposeful, practical, and directly connected to teacher and classroom needs. 

For example, Massachusetts is projecting 10% growth in teacher jobs by 2032, compared to 2022, with a particular need in special education, STEM, and ESL. Part of your professional development could center around helping teachers deepen their expertise in these critical areas. That could include sending your teachers to conferences on STEM, artificial intelligence, and technology in the classroom. It could include supporting your teachers who want to earn a master’s degree in special education, teaching multilingual learners, or educational technology. 

PD should also tangibly connect to your teachers’ career goals and interests. When teachers are empowered to focus on the areas and subjects most meaningful to them, they’re much more engaged and likely to get a lot more out of the process. 

Consider:

• Offering a stipend to teachers who want to create and run their own PD sessions. This encourages creativity and collaboration and ensures your teachers will be deeply invested in the process.
• Soliciting regular feedback from your teachers on what they like or don’t like about your PD programs. And be sure to put that feedback into action. Education is constantly evolving, and your PD should adapt and change with it.
• Protecting your PD budget as much as possible. Quality PD comes at a financial cost, but the investment more than pays off with a stronger, more committed, more satisfied teaching staff.

2. Support the Path to Full Licensure

More than 4,900 teachers in Massachusetts held provisional licenses during the 2023–24 school year, according to the state department of education. That’s more than 6% of the state’s K–12 teaching force. Without structured support from school leaders, these educators are more likely to feel overwhelmed and/or to exit the profession prematurely. 

Larger districts may benefit from building licensure teams, while smaller districts can designate a single point person. Regardless of structure, the goal is to ensure every teacher knows where to go for help and feels encouraged throughout their licensure journey. 

In addition to guidance, financial support is a key piece of the puzzle. Offering tuition reimbursement or incentives for completing Educator Preparation Programs — particularly when tied to a service-year commitment — can improve retention and morale. You can also use your leverage as a district to secure discounts or other benefits for your teachers. For example, at Moreland University, if more than 30 teachers in your organization need a professional license, Moreland will offer a discounted tuition rate. 

3. Prioritize Teacher Well-Being

A recent survey from the Pew Research Center shows only 33% of U.S. teachers are “extremely satisfied” with their job. Burnout is a serious issue, and school leaders have to take proactive steps to support teacher well-being.  

Make sure your teachers have access to mental health and wellness resources, such as counseling, employee assistance programs, and stress-reduction initiatives. It’s also crucial to focus on building a culture where teachers feel heard, respected, and trusted. Give your teachers greater autonomy in instructional decisions and daily classroom management to help foster a sense of ownership and engagement. 

And remember to say thank you. Sometimes, that comes through formal awards or performance-based bonuses. Other times, it’s as simple as remembering to write a note or email. As a school leader, it’s your job to ensure teachers’ work is seen and celebrated — reinforcing their value to the broader school community. 

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