How schools can create a healing environment for struggling staff  

Teachers, administrators, and support staff all face an endless gauntlet of challenges every day. 

But because everyone’s so busy, those challenges can lead to personal struggles that slip beneath the radar.  

You must find a way to spot that something’s up as soon as possible.  If you don’t, small issues can become big problems for your school and for your staff’s mental health. 

Red flags and a healing environment 

Thankfully, there are some red flags that staff are up against it more than usual. Our dedicated guide provides systematic, in-depth approaches to helping individuals and teams solve their issues. 

But in this blog, we’ll provide some quick tips on creating a better environment. Changes that will help with symptoms while you address any underlying problems. 

Restlessness 

Have you noticed that staff are more on edge, fidgety and having trouble focusing on tasks?  

While occasional restlessness is normal, and some people might be fidgety for reasons such as ADHD, a sudden change to such behaviour can be a red flag; it might be time to check in with them. 

In the meantime, how do you calm those nerves? 

Tip 1: Create a calm space 

Beyond checking in with staff, you could think about creating calm but communal spaces for them. Let’s be honest: many staff rooms – where coffee reigns supreme – are probably not a soothing place if people need to relax. But thankfully, some schools manage to set aside a separate space. Anna Freud suggests that staff donate self-care items or books for this area. 

Tip 2: Mindfulness practices 

Mindfulness practices such as short meditation or breathing exercises can help alleviate restlessness.  

If images of relaxed, meditating teachers and support staff seem farfetched, there are organisations dedicated to mindful practice in schools. This one has 1,000 schools in its network, for example. 

Detachment 

Some staff members are naturally introverted, preferring solitude during breaks. However – similar to what we saw with restlessness – if a usually sociable colleague (or team) suddenly withdraws and becomes less communicative, you must pay attention.  

Tip 1: Foster open communication 

Promote an open-door policy where senior staff can listen to their teams with regard to feelings and concerns. For everybody’s health, this needs to be during school hours. This encourages people to tackle their issues as they arise, and give leaders rest wherever possible. 

Tip 2: Team-building activities 

Organise team-building activities. If you’re stuck for ideas, the internet is your friend. Here are some which have been curated just for school staff. 

Frequent absences 

An increase in absenteeism without an apparent reason is a significant indicator that something might be wrong.  

Like the students they help, staff members might start missing work due to stress or personal issues. If a pattern of unexplained absences emerges, it’s always a good idea to address it promptly – and even better pre-emptively with the tips below. 

Tip 1: Offer flexible solutions 

The reality is that schools need to consider flexible working seriously. Now, staff can ask for it from day one of joining your school or trust.  

Sometimes, flexible working can be offered as a perk, but it can also be used to ensure staff wellbeing; a better work/life balance means happier staff. We have written about ways to embrace flexible working as a method of retaining staff here. 

Tip 2: Wellness programmes 

Whereas there might be individual issues at play, a good wellbeing baseline makes all the difference. With that in mind, it is worth implementing wellness programmes focusing on mental and physical health. That can include offering gym memberships, wellness workshops, or mental health days. 

Slipping results 

If a teacher who used to excel in lesson planning and student engagement starts showing a decline in results, that indicates being overwhelmed – and it’s a worrying issue for all affected. But rather than blame the teacher, perhaps you can help them. 

Tip 1: Provide professional development 

Invest in easy-to-access professional development and training to help staff stay engaged and motivated. If you can track their development on your system, this encourages staff, and it provides a regular sense of achievement. 

Tip 2: Mentorship programmes 

Establish mentorship programmes where experienced staff can support those who are struggling. This peer support can provide guidance, encouragement, and practical advice. Delivered early on, it can have a significant impact on careers. 

Self-doubt 

Are your staff second-guessing themselves? Excessive self-doubt can be a result of burnout or problems that need solving fast.  
 
What might this look like? Confident teachers suddenly struggling to manage their classes and office staff seeking constant reassurance are two examples.  

Rock-bottom confidence can lead to a fear of taking on responsibilities and heightened anxieties around failure. Both will hold your school or trust back. 

Tip 1: Build a support network 

Cultivate a culture of support where colleagues can share their experiences and solutions. The The Chartered Institute of Personnel and Development (CIPD), for example, has a guide on creating such a network, which considers things like purpose, meeting content, leadership buy-in and more. 

Tip 2: Recognition and rewards 

Regularly recognise and reward staff achievements, both big and small. Positive reinforcement can boost self-esteem and reduce feelings of self-doubt. You might want to think about what recognition looks like in your school or trust, but there are resources, including this book, that lists more than 100 ways to highlight staff achievements. 

Pessimism 

When a positive person takes a turn for the worst, it can have a massively negative effect on everyone. 

Negative comments about work, resistance to new initiatives, and closed body language can all be signs of underlying discontent. Worse, such an attitude can spread quicker than sniffles at the start of a new school year. 

Tip 1: Promote positivity 

If there’s no apparent cause for this negativity, it’s time to deploy the ultimate weapon. You fight fire with water, so fight negativity with positivity. In such a situation, words go a long way towards boosting morale and countering negativity. An example includes re-framing problems as challenges. 

But don’t be a total 'Pollyanna' – there is such a thing as toxic workplace positivity. If staff have legitimate concerns, it’s time to listen. 

Tip 2: Address issues proactively 

Negativity is something we might try to ignore until it goes away. This is not the answer. 

Engage with staff to understand the root cause of their pessimism. By addressing their concerns and involving them in problem-solving, you can help shift their outlook. 

Taking staff care to the next level 

Remember, the tips in this blog are not final, long-term fixes. 

So, how do you build a more positive, problem-solving culture in your school environment? 

Find out more - read our FREE guide

Along with the above indicators, it discusses how you can build systems to gather intelligence on burgeoning problems. It also explains how staff can embody good practice, creating a retention-rich environment for staff. 

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