16% of K–12 teachers plan to leave the profession this year, and your district will spend more to replace than it would have spent trying to keep them.
Not every teacher who leaves submits a resignation letter right away. Many disengage months earlier, still showing up but no longer contributing beyond the minimum. Teacher retention isn’t a culture issue solved with appreciation weeks. It’s a systems problem.
This webinar brings together two critical perspectives:
What You’ll Learn
Who Should Attend
Not every teacher who leaves submits a resignation letter right away. Many disengage months earlier, still showing up but no longer contributing beyond the minimum. Teacher retention isn’t a culture issue solved with appreciation weeks. It’s a systems problem.
This webinar brings together two critical perspectives:
- How to detect the early warning signs of burnout and “hidden resignation”
- How to build a proactive, data-driven retention strategy that prevents those exits in the first place
What You’ll Learn
- The true cost of teacher turnover
Understand the financial and instructional impact and how to build a compelling business case for retention.
- The “hidden resignation” gap
Learn how teachers mentally disengage months before leaving and why that gap is one of the most expensive blind spots in K-12 HR.
- How burnout and attrition vary across your workforce
Understand key demographic patterns (early-career teachers, women, teachers of color) and why segmentation is critical for effective intervention.
- Why stay conversations outperform exit interviews
Replace retrospective insights with real-time diagnostics that actually prevent turnover.
Who Should Attend
- District HR Directors and Talent Retention Leaders
- Superintendents and Assistant Superintendents
- School Principals and Building-Level Administrators
- Directors of Talent, Employee Experience, or Teacher Development
- School Board Members and District CFOs
- Organizational Culture Leaders in K–12
