Communicate about wellbeing to improve staff retention
Case study
School details
School name: Bedford Academy
Location: Bedford
Phase: Secondary
Number of pupils: 1300
Contact details: Email the school office at info@heartacademiestrust.co.uk
Impact and outcomes
A focus on positive wellbeing had led to:
- more effective communication among staff
- improved educational outcomes for students
- improved career satisfaction which can support retention
- lower levels of staff absence
- increased staff motivation and productivity
- staff turnover has reduced from 14% to 6% in the last three years
- raised levels of staff morale
- staff more able to manage stress
- stronger working relationships
- a team of loyal and committed staff
Staff have reported that wellbeing and workload has been assessed when leaders introduce new initiatives.
Background from Chris Deller, Headteacher and Laura Fordham, senior leader and Wellbeing Lead
Wellbeing is at the centre of everything we do. Three years ago we had a high staff turnover, a poor school culture of low expectations, low aspirations and a falling roll. Three years on, we have a very low staff turnover, an increased roll in year 7 and waiting lists in every year group.
We have transformed our wider community’s perception of our school. The main platform for this change has been a considerable shift in our focus, ensuring student and staff wellbeing is at our core. This has included open communication with all stakeholders, regular staff consultations and a drive to improve educational standards for students in our school.
The Trust supports individual schools to develop wellbeing strategies that are focused on their own needs, as opposed to a generic approach across the Trust.
Three ways to communicate to improve staff retention
Regular staff consultations
Staff consultations relating to staff wellness happen regularly and all staff are invited to contribute ideas. Staff are involved in whole school decisions and have an opportunity to contribute their opinions via staff voice tools.
Form a wellbeing committee
The wellbeing committee comprises staff members and representatives from all departments that hold a range of positions within the Academy. The central aim of the committee is to promote and ensure the wellbeing of all employees at the Academy. The committee will advise the Leadership Team on all matters relating to wellbeing and report to Governors.
The full committee will meet at least once per half term. A schedule of these meetings and the membership of the committee will be regularly published to all staff.
The wellbeing committee will:
- evaluate the impact of any intervention to resolve wellbeing issues
- coordinate termly wellbeing weeks
- inform staff of wellbeing initiatives via the wellbeing notice board the monthly BA Wellbeing Newsletter and staff meetings (when appropriate)
Set up a working group
The workload group will be formed with a different group of staff each term. They will meet to talk about staff workload and make recommendations for colleagues and senior leadership, to support staff in managing this.
The group will be representative of staff, and include a range of experience, for example:
- Early Career Teachers (ECTs)
- staff who have taught in at least one other school
- middle leaders – both pastoral and academic
- staff who have previously worked outside of teaching
- support staff
The workload group will identify priorities to support staff in managing workload and this will be disseminated to staff.
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