Unlock the Potential of Gen Z Teachers in Your School

It’s no secret that teaching is a challenging profession. According to a 2024 Pew Research survey, a staggering 77% of K-12 public school teachers say their job is frequently stressful. Even more telling, 68% say it’s overwhelming, 70% say their school is understaffed, and 84% say there’s not enough time to complete all their work.

When a valued teacher leaves, it creates a gap that affects students, staff, and the entire school community. U.S. districts lose $8.5 billion per year on teacher turnover, and each new hire costs an average of $20,000 in urban districts. It’s a daily challenge that impacts everyone involved.

But here’s the good news: Generation Z teachers, the next generation of educators, are stepping up to the plate. Born between 1997 and 2012, these young professionals bring fresh energy, new perspectives, and a deep passion for making a difference. They’re not just tech-savvy—they’re value-driven and eager to contribute.

By embracing and supporting Gen Z teachers, we have a unique opportunity to address the challenges in our schools and build a brighter future for education.

Promoting Mental Well-Being for Teachers

Mental health is a pressing concern, especially among younger generations. Eighty-four percent of Gen Z believe mental health is a crisis in the U.S., and 65% have experienced mental health challenges recently. This reality affects many of the teachers stepping into our classrooms today.

It is essential to create a supportive culture where schools are places where it’s okay not to be okay. When teachers feel supported, they’re more likely to stay, thrive, and positively impact their students. Just like we encourage students to care for their well-being, we can also ensure that our teachers have the support they need.

Providing tools to handle stress and promoting open conversations about mental well-being can make a difference. By prioritizing mental health, we create an environment where teachers feel valued and empowered.

• Offer confidential counseling services, like Employee Assistance Programs (EAPs)
• Train administrators to help them spot signs of mental health struggles
• Create policies allowing mental health days and flexible leave

Fostering Continuous Feedback and Coaching

Remember those surprise pop quizzes in school? Annual teacher evaluations can sometimes feel the same for teachers—stressful and nerve-wracking. Instead of relying solely on once-a-year assessments, fostering ongoing conversations through coaching and mentoring can make a significant difference in professional development. When teachers receive regular feedback and feel heard, they’re more likely to grow and stay engaged.

Consider pairing new teachers with seasoned educators. Mentorships can ease the transition into your school, offering guidance, sharing insights, and providing support when challenges arise. It’s like having a friendly neighbor show you around a new town—you feel more comfortable and connected.

Keeping the lines of communication open encourages a culture where teachers learn from each other. Utilizing tools that allow for real-time feedback can keep everyone connected and informed, making the process more accessible and less daunting.

• Implement mentorship programs where experienced teachers support new or less experienced colleagues
• Schedule regular one-on-one meetings between teachers and administrators to discuss goals and progress

Providing Career Development Opportunities

Remember when you were starting out, eager to make your mark and climb the ladder? Many Gen Z teachers feel the same way. They want clear pathways for development and opportunities for advancement to keep them motivated and invested in their roles.

According to the 2024 Education Focus Report, two of district leaders’ top three talent priorities are evidence-based professional development and flexible professional development via blended learning opportunities. This means there’s a strong alignment between what Gen Z teachers seek and what district leaders recognize as essential.

Whether taking on leadership roles, specializing in certain subjects, or pursuing further education, providing options keeps them engaged. Offering professional development programs, workshops, and training sessions enhances their skills and job satisfaction and improves the overall quality of education in your school.

Supporting teachers in pursuing advanced degrees or certifications can encourage long-term commitment. They will likely stay and grow with you when they see a future within your district.

• Offer transparent career development plans. Show them there’s a future right where they are.
• Map out advancement opportunities within your district as department heads, instruction coaches, curriculum developers, or technology specialists.
• Recognize and celebrate teachers’ achievements and contributions to reinforce their value.

Building a Strong Sense of Community

Open communication is the cornerstone of a thriving school community. Providing avenues for feedback, such as suggestion boxes or regular meetings, ensures teachers feel heard and valued. Involving staff in decision-making processes, when appropriate, empowers them and increases their investment in the school’s success.

In fact, a recent survey of PowerSchool customers—including educators and administrators from various roles—found that a supportive and positive work environment is a major factor in retention. Twenty-four percent ranked it as the top reason they want to stay in their district, 18% highlighted a team environment and collaboration, and another 10% pointed to organizational culture and environment.

When teachers feel connected to their colleagues, they’re more likely to enjoy their work and stick around longer. Organizing team-building activities or social events can strengthen these bonds. Encouraging collaboration on projects or sharing resources promotes a supportive environment where everyone feels like part of a team.

• Create opportunities for teachers to collaborate across departments or grade levels
• Set up a staff recognition program to acknowledge achievements and contributions

Gen Z teachers are digital natives. Integrating technology into the classroom engages students and aligns with these teachers’ strengths. Providing training on new educational technologies ensures they’re confident and effective in using these tools.

Implementing an effective onboarding program powered by data-based technology can support new teachers from day one. Using edtech tools enhances collaboration and communication among staff. By automating routine tasks, technology frees up time for what really matters—teaching students.

User-friendly grading, attendance, and For example, learning management and assessment programs leveraging artificial intelligence (AI) can take on time-consuming tasks, freeing teachers to focus more on working directly with students.

Online forums or virtual meetings offer flexibility and broaden opportunities for professional development. These platforms allow teachers to share ideas, resources, and support regardless of their schedules.

• Provide ongoing training and support for teachers to use edtech effectively
• Utilize data analytics to personalize professional development and identify areas of need

Preventing Teacher Burnout

Teaching can be gratifying but also demanding. Recognizing early signs of burnout can help you intervene before it becomes a bigger issue. Regular check-ins and creating a culture where it’s okay to speak up about challenges enable you to support your teachers effectively.

Ensuring teachers have what they need to do their jobs well reduces frustration and fatigue. This includes adequate supplies, access to support staff, and manageable class sizes when possible. Effective onboarding can also help prevent burnout by helping teachers acclimate socially, culturally, and professionally.

• Provide access to support services, such as counseling or peer support groups
• Implement effective onboarding programs to help new teachers adapt smoothly
• Recognize and address factors contributing to burnout, such as excessive administrative tasks, and find ways to alleviate them

Embracing Diversity, Equity, and Inclusion

Gen Z is the most diverse generation yet. Nearly 48% identify as ethnic or racial minorities. They’re more likely to identify as LGBTQ+ than older age groups, and many are passionate about social justice and equality.

Schools that commit to diversity, equity, and inclusion (DEI) create policies that meaningfully shape their culture. Striving for a staff that mirrors the diversity of your student body enhances connections and understanding. Reviewing recruitment and hiring practices to eliminate barriers fosters a more inclusive workforce. Training on unconscious bias or cultural competency equips teachers to serve every student better.

• Develop and implement a comprehensive DEI policy with input from staff and community members
• Conduct regular DEI training sessions for all staff members
• Assess and adjust hiring practices to reduce bias and increase diversity among staff

The Strategic Advantage of Supporting Gen Z Teachers

By investing in Gen Z educators, we’re not just filling vacancies, but we’re building a stronger future for our schools. Supporting new teachers leads to improved retention rates, reduced costs associated with turnover, and enhanced student outcomes. When teachers feel valued and supported, they bring their best selves to the classroom, inspiring students and shaping the future.