Tennessee School Leaders: 3 Ways to Support Your Educators
| by Angel Clark
The role of Tennessee teachers has never been more important, or more complex, than it is today. Teachers are being asked to do more with limited time and resources, so it’s no surprise burnout is on the rise, and retaining high-quality educators has become a pressing concern across the state.
But here’s the good news: As a school leader in Tennessee, you have a powerful opportunity to change the narrative. When teachers are offered meaningful professional growth, strong support systems, and recognition for their impact, they’re far more likely to stay — and thrive — not just in your school or district, but in the profession as a whole.
Below are 3 ways Tennessee school leaders can build a culture that puts teachers first and drives student success forward.
1. Provide Specialized Growth Opportunities
Tennessee has more than 900,000 K-12 students from a wide range of cultural, linguistic, and socioeconomic backgrounds, and teachers in the Volunteer State need professional development that reflects this complexity. One-size-fits-all training doesn’t meet today’s needs. Educators need professional learning that speaks to the real, day-to-day challenges they face — while also supporting their individual goals for long-term career growth.
For example, Tennessee has a particular need for special education, middle grades, and English as a Second Language (ESL) teachers. So, part of your professional learning strategy might include helping teachers who want to earn certifications or deepen their skills in these areas. This might include conferences, speakers, online trainings, or other formats that are most beneficial and impactful for your educators.
If you have teachers interested in growing into an administrator role, you might consider a leadership development program with 1:1 or small-group mentoring.
Maybe you have teachers who want to create and run their own professional learning sessions. This is a great way to empower your staff to focus on and grow in the areas and subjects most meaningful to them. Plus, if you’re able to offer a small stipend for their work, it’s a meaningful way to help your teachers grow their salaries as well.
Additionally, supporting teachers who are pursuing advanced degrees is another meaningful way to invest in their continued learning and long-term growth as professionals. In Tennessee, the average top salary for a teacher with a bachelor’s only is $56,087, according to the National Education Association. For a teacher with a master’s degree, though, it’s $61,197, a more than $5,000 a year difference.
2. Strengthen Licensure Pathways
Tennessee’s educator pipeline depends on helping new and provisionally licensed teachers successfully transition into fully licensed roles. In the 2023-24 school year, more than 3,300 educators held emergency or provisional licenses in Tennessee, according to the state department of education, with high-poverty schools experiencing the greatest concentration of under-licensed staff. Without intentional support, these educators are at greater risk of becoming overwhelmed, burnt out, or leaving the profession entirely.
As a school leader, you can prioritize structured licensure support for your teachers. This might mean establishing a formal licensure support department — or simply appointing a dedicated point person. Regardless of the structure, the goal remains the same: to ensure every teacher knows exactly where to turn for answers, guidance, and encouragement.
If your school or district has the budget, consider offering financial support for licensure costs — particularly tuition for Educator Preparation Programs. Even if direct funding isn’t available, you can still leverage your district’s influence to help secure additional benefits or discounts that ease the burden on your teachers. For example, at Moreland University, if more than 30 teachers in your district need a professional license, Moreland will offer a discounted tuition rate.
3. Foster Belonging, Trust, and Collaboration
Finally, one of the best strategies for building a strong teaching workforce in Tennessee is cultivating a school culture where teachers feel supported, respected, and genuinely appreciated. When educators are part of a positive, collaborative environment, they’re more likely to stay engaged, take ownership of their work, and remain committed over the long term.
As a school leader, you can set the tone by prioritizing open communication, teacher input, and shared leadership. Encourage collaboration across teams and grade levels for an engaged, supportive environment. And as much as possible, give your teachers autonomy in how they run their classrooms along with opportunities to innovate and lead.
Never underestimate the power of recognition. Whether it’s a handwritten note, a moment of public appreciation, or a simple thank you, acknowledging teachers’ efforts helps foster a culture where they feel valued and supported. While culture alone can’t solve every challenge, it has the power to keep teachers motivated and connected — making it one of the most meaningful tools for retention and long-term success in Tennessee schools.
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