Talk Data to Me: Why Teacher Retention Should Be a Top Priority for K-12 HR Leaders 

Across the country, school districts are facing a growing issue with teacher turnover. It affects everything from student learning to district budgets. For K-12 HR leaders, focusing on teacher retention is essential to creating stable school communities and supporting student success. 

Teacher Turnover: A Widespread and Costly Issue 

Each year, about 8% of teachers leave the profession, and another 8% transfer to different schools (Carver-Thomas & Darling-Hammond, 2019). Together, that means nearly one in six teachers will not return to the same classroom next year – a level of turnover that disrupts schools and impacts student outcomes. 

What’s even more concerning is that 44% of new teachers leave the profession within their first five years (Ingersoll et al., 2018). This signals real challenges in how we support and develop early-career educators during their most critical growth years. 

What the Data Shows: Retention Rates Vary Widely 

Recent survey data adds more context to the turnover conversation. The K-12 Lens: A Survey Report from Frontline Education, which gathered insights from nearly 800 administrators across 49 states and Washington, D.C., highlights notable differences in average teacher retention rates by district type and size.  

According to respondents: 

• Rural districts report the highest retention rates at 85%, 
• Urban districts report the lowest at 70%, 
• Small districts (80%) tend to retain more teachers than large (78%) or medium (77%) districts. 

This data shows that while some districts are seeing relatively higher retention, many still face significant turnover, especially in urban settings. It reinforces the need for localized retention strategies informed by district context. 

The Financial Impact of Teacher Turnover 

The costs associated with teacher turnover are significant. According to the Learning Policy Institute (2017), districts spend about $20,000 per teacher in recruiting, hiring, and onboarding when replacing staff who leave. 

For larger districts, this can add up to millions of dollars annually – money that could be invested directly into classrooms, student programs, or professional learning opportunities for teachers. And for districts that already face budget constraints, these costs are even harder to absorb. 

How Teacher Turnover Affects School Communities and Students 

The good news is that districts have an opportunity to better understand and address turnover by using retention data strategically. HR teams are in a unique position to lead this work, moving beyond reactive hiring to proactive retention planning. 

By closely analyzing retention data, HR leaders can: 

• Identify trends in turnover by role, school, or teacher tenure. 
• Strengthen mentorship and support for new and early-career teachers. 
• Clarify career pathways to help retain mid-career educators. 
• Gather and act on staff feedback to improve workplace culture and job satisfaction. 
• Use analytics tools to identify teachers in greater need of support with classroom management. 

Taking a data-informed approach allows districts to focus on what’s working and address areas where more support is needed. 

Looking Ahead: Making Teacher Retention a Priority 

As K-12 schools navigate new expectations and ongoing staffing needs, retaining experienced, qualified educators is key to building strong school communities. Districts that prioritize teacher retention are better positioned to maintain effective teams and provide consistent learning experiences for students. 

Final Thought: How Are You Approaching Teacher Retention? 

For HR leaders, the question is how to make teacher retention part of an ongoing strategy, not just a seasonal hiring concern. By focusing on teacher support and using retention data to guide decisions, districts can create environments where educators want to stay and grow, benefiting both students and staff alike.