Most schools want great teachers. The challenge is keeping them.
For many leaders, the question becomes how to keep great teachers when expectations are high, workloads are heavy, and better-paying options exist elsewhere. While salary plays a role, it is not the only factor.
In many cases, the way schools approach teacher evaluation and growth is part of the problem.
That is why rethinking teacher growth models is no longer optional. It is a necessary step for schools that want to build strong, stable teams.
The Limits of Traditional Evaluations
Most schools follow a familiar pattern.
An administrator observes a teacher once or twice a year. Notes are taken. A rating is given. A contract decision follows.
On paper, it seems structured.
In practice, it often falls short.
A few short observations cannot fully capture a teacher’s impact. Even more importantly, this model can create pressure instead of progress. Teachers may avoid trying new strategies because they fear being judged in a limited window of time.
As a result, evaluation becomes something to manage rather than something that helps teachers grow.
A Different Approach to Teacher Growth
As Joseph Morecraft, Chief Academic and Innovation Officer at Fellowship Christian School, explained on the School Success Podcast, his team made a deliberate shift. They separated teacher growth from formal evaluation.
Instead of tying development to a few high-stakes observations, they created space for continuous improvement. Growth was no longer something measured in short windows. It became something expected throughout the year.
This shift matters.
When teachers know they are not being judged based on a single moment, they are more willing to take risks. They try new strategies. They reflect more honestly. Over time, that leads to better teaching.
Why This Matters for Retention
Teacher growth is not just about performance. It is directly connected to retention.
If schools want to understand how to keep great teachers, they need to look beyond compensation. Teachers stay where they feel supported, trusted, and challenged in ways that are right for them.
A growth-focused environment sends a clear message. You are valued here. You are expected to improve, and we will help you do it.
Without that, even strong teachers may begin to look elsewhere.
What a Growth-Focused Model Looks Like
So what does this look like in practice?
First, growth should be ongoing. Not limited to a few scheduled observations.
Second, it should be personalized. Each teacher has different strengths and areas for development.
Third, it should be collaborative. Growth happens best when teachers learn from one another.
At Fellowship, this included creating structured opportunities for teachers to set goals, reflect on progress, and share what they were learning with others.
Other schools can begin by:
- Setting individual growth goals instead of relying only on evaluation scores
- Creating coaching systems where teachers receive regular feedback
- Encouraging reflection through peer conversations and shared learning
These shifts take time. However, they create a more meaningful path forward.
Removing Fear From the Process
Another important step is reducing fear.
When evaluation is tied too closely to consequences, teachers may focus on avoiding mistakes instead of improving practice.
By separating growth from evaluation, schools create room for honest development.
Teachers are more likely to:
- Try new approaches
- Ask for feedback
- Reflect on what is not working
Over time, this builds confidence and trust across the staff.
The Long-Term Impact on Students
When teachers grow, students benefit.
Teachers who are engaged in their own development bring more energy into the classroom. They are more willing to adapt, improve lessons, and meet student needs.
As a result, the classroom becomes more dynamic and effective.
This is why rethinking growth is not just a staff issue. It is a student success issue.
A Better Way Forward
Schools do not need to abandon evaluation completely. Accountability still matters.
However, the focus must shift.
Evaluation should ensure standards are met. Growth should ensure teachers continue improving.
When those two are balanced well, schools create an environment where great teachers stay and continue to thrive.
If you want to hear more real-world strategies like this from school leaders like Joseph Morecraft, follow the School Success Podcast on YouTube or Spotify. Each episode shares practical insights you can apply in your own school.
