A year ago, I wrote a blog post on Generation Z teachers and have since then been researching the topic in greater depth. The recruitment and retention of teachers is one of the greatest challenges we face and I believe those districts which focus on Generation Z will be the most competitive as time progresses.
Today, I would like to outline a few facts which I found compelling in my research and offer a couple of ideas (of many) that districts might consider as they think about employing Generation Z teachers.
Fact #1 – The Economic Policy Institute (EPI) suggests that the teacher shortage could reach 200,000 by 2025, close to double the level experienced in 2018. Alternatively, EdWeek reports that between 2008 and 2016 there was a 23% decrease in the number of teachers coming out of college and this decline is projected to continue.
Fact #2 – A study conducted by the Arizona School Personnel Administrators’ Association (ASPAA) in December 2020 revealed that 27% of the state’s teaching vacancies remained unfilled (at the mid-year point) and that 47% of the positions which were filled occurred with individuals who did not meet standard certification requirements.
Clearly the shortage is real, and these facts further confirm that reality, so let’s take a look at a couple of ideas which might be used to attract and retain Generation Z teachers.
Idea #1 – Facebook v. Instagram: It is reported that 71% of school districts nationwide have a Facebook account and use it as their primary social media communication tool. Only 29% use Instagram, but this is backward when considering Generation Z who thrives on pictures and video. Facebook has become “the old folks” social media platform so if you want to communicate your message to Generation Z you had best set up an Instagram account and start using it.
Idea #2 – Next Generation PD: Generation Z gains most of its information via video, which is accessible to them 24 x 7 through the Internet. Additionally, if they have a question they join and participate in online communities. Both preferences should be important for school districts to understand and systems should be developed to address this reality.
As an example, school districts should develop a portal where teachers can gain access to vetted professional learning videos. It could be the videos come from recorded PD sessions held in the district, or curated YouTube videos which address instruction or assessment, but it may be that the videos are obtained from a commercial professional learning site which the district has purchased. The idea here being that the content is always vetted, tied to the district’s PD goals and available 24 x 7.
The portal should also include links to vetted online professional learning communities (of course local online communities can be developed too in addition the district’s traditional PLCs). Generation Z teachers are loath to look as though they do not know a concept but are willing to search for the answer in an online community. Understanding and addressing these needs is something school districts should consider.
I hope this post spurs thought and encourages school districts to begin looking at how they will transition to serving Generation Z. My plan is to write a book on this topic so if you have any thoughts or comments on this subject please share them with me in the comments section.
Thanks for the ideas Howard. My comment is focused on the approach to hire people who lead schools that embrace and encourage risk taking. It’s what we learn from those mistakes that helps us grow. What we have done in our district is embody this approach with beginning and veteran teachers and it has helped bring along a new way of thinking. Our retention and recruiting rate improves every year and the culture has dramatically improved.
Thanks for the comment, Kristi! I like the concept of embracing risk as we know that is how you get to creative thinking and the most effective practice. We all know that if people are comfortable they will stay around and that is what retention is all about!