11 Ways school administrators can prevent teacher burnout
Teacher burnout is reaching crisis levels. In one study, 76% of educators reported “moderate” stress, and over 87% called it “significant.” The result? More teachers are leaving the profession, and fewer are stepping in to take their place.
The good news? School leaders can help reverse this trend with teacher burnout prevention. With the right strategies, administrators can create supportive environments where teachers feel valued, energized, and empowered to stay. Here are 11 practical, research-backed ways to prevent teacher burnout and foster a culture where educators—and students—can thrive.
1. Provide uninterrupted planning time
All teachers can relate to spending hours outside the classroom after the school day ends, preparing lessons, grading, emailing parents, and dealing with paperwork. A lack of protected planning time forces educators to sacrifice their personal time just to get the job done, increasing the risk of teacher burnout.
Research shows that teachers need designated, uninterrupted blocks of time for planning and grading. When they have it, lesson quality improves, and their stress decreases.
How administrators can help:
- Build protected planning periods into master schedules
- Limit meetings and non-essential interruptions during these times
- Encourage staff to treat planning blocks as non-negotiable
Giving teachers adequate prep time during the school day minimizes after-hours work and improves student learning outcomes.
2. Streamline administrative tasks to ease burdens
Never-ending paperwork and overwhelming administrative duties are major sources of frustration for teachers. Studies show that of the average 54 hours per week teachers work, only 46% of their time is spent actually teaching. Much of their job is focused on non-instructional tasks, like data entry, compliance paperwork, and meetings. Administrative overload leaves too little time for lesson planning, teaching, and student engagement.
How administrators can help:
- Adopt digital tools that streamline grading, attendance, and reporting processes
- Delegate any non-instructional duties you can to administrative staff
- Audit paperwork requirements and eliminate redundancies
By reducing administrative burdens, teachers can focus on what matters most — teaching and connecting with their students. This also ensures they have time for personal needs.
3. Support teacher autonomy without micromanaging
Teachers thrive when they can make their own instructional decisions. Research consistently links autonomy at work with higher job satisfaction, increased productivity, and lower burnout rates. Conversely, administrators who micromanage their educators stifle creativity and increase their stress levels.
How administrators can help:
- Set clear expectations, but offer flexibility in teaching methods and lesson design
- Encourage your teachers to be innovative and share their successes
- Provide support and guidance, not rigid scripts
Empowering your teachers by allowing them to use their professional judgment encourages engagement, creativity, and a sense of ownership that can ultimately reduce burnout.
4. Address classroom overload and student needs
Overcrowded classrooms and inadequate resources significantly impact teachers’ stress levels. Studies show that larger class sizes contribute to behavioral issues, increase stress levels, and negatively impact student outcomes.
How administrators can help:
- Adjust class sizes where possible
- Prioritize high-need areas
- Hire teaching assistants or paraprofessionals to support large or complex classrooms
- Provide appropriate instructional materials and technology
When teachers have manageable class sizes and access to the essential resources they need, they can support every student individually. This not only improves their own emotional well-being but also helps create a more balanced and responsive learning environment.
5. Offer mental health support and resources
There’s no denying the growing mental health crisis among educators. Some studies show the prevalence of stress is at 100%, anxiety is at 67.5%, and depression is at 23.2%. Preventing teacher burnout requires an investment in mental health support.
Digital platforms like Talkspace, which offers convenient access to therapy via text, audio, and video, are highly effective in helping teachers manage their mental health. Research found that 56% of people using Talkspace reported clinically significant improvements in anxiety and depression after just one month.
How administrators can help:
- Provide access to in-house counseling, stress management programs, or Employee Assistance Programs (EAPs)
- Offer mental health services in schools like Talkspace for flexible, accessible, and confidential care
- Encourage teachers to use mental health days without stigma or fear
By prioritizing teacher mental health, you can create a more positive, resilient school culture and reduce the impact of burnout.
6. Foster a culture of support and recognition
A supportive and collaborative environment can become a buffer against teacher burnout. Implementing regular check-ins, peer collaboration, and public recognition helps educators feel respected and less isolated.
How administrators can provide teacher support in the workplace:
- Schedule regular one-on-one check-ins with your teachers
- Facilitate peer support groups
- Offer professional learning communities
- Publicly recognize teachers’ achievements and milestones
Positive reinforcement and a sense of community can boost morale, giving teachers the support and energy they need to survive challenges together.
7. Encourage healthy work-life boundaries
Teacher burnout prevention starts with helping educators set up boundaries. Today’s teachers feel pressure to be “always on.” They’re expected to respond to emails, texts, and messages from school communication apps well beyond the school day.
Whether it's a late-night message from a parent or a weekend email from a colleague, the expectation to always be available puts a lot of pressure on teachers. On top of that, teachers work through their weekends, attend school events outside regular hours, and offer time before or after school to support students. The profession doesn’t support or encourage boundaries, which is a fast track to burnout.
How administrators can help:
- Establish strict policies — and communicate them with parents and students — limiting after-hours emails
- Offer flexible scheduling options whenever possible
- Model healthy boundaries as school leaders
Supporting work-life balance can lower stress levels and increase job satisfaction among teachers.
8. Involve teachers in decision-making
When educators are involved in decisions that affect their work, they feel more engaged and less likely to experience burnout. Research shows that involvement in the decision-making process increases job satisfaction and creates a sense of commitment. It also promotes trust in administrative leadership and can enhance morale.
How administrators can help:
- Ask for teacher input on curriculum, scheduling, and upcoming policy changes
- Create committees and focus groups to get diverse perspectives
- Show teachers how their feedback informs decisions
If teachers are partners in shaping their work environment, they’re more likely to be invested and resilient. Involving them can also reduce frustration.
9. Provide targeted support for new and early-career teachers
New teachers are particularly vulnerable to burnout. Without adequate support, they’re two and a half times more likely to quit after one year. Inexperience and a lack of support can overwhelm them during their first years in the classroom. To stay engaged and confident in their roles, new educators need strong mentorship and professional development opportunities.
How administrators can help:
- Pair new teachers with experienced mentors who can offer them guidance and support
- Provide ongoing professional development that’s tailored to early-career needs
- Create an induction program with clear milestones and actionable feedback
Investing in new teachers builds confidence and skills, reducing early attrition and burnout.
10. Ensure adequate compensation and benefits
Low pay is a constant reason for teacher dissatisfaction. Today, teachers earn, on average, 26.4% less than professionals in other industries with similar education. Over 90% of teachers spend their own money on classroom supplies. Not being adequately compensated causes stress and drives incredibly talented educators out of the field.
How administrators can help:
- Conduct regular compensation reviews to ensure salaries are competitive
- Offer comprehensive benefits like health, retirement, and wellness programs
- Approve bonus systems or stipends for high-performing teachers or teachers in high-need areas
- Encourage and support the formation of PTOs or other parent-led groups that can raise funds or donate supplies, helping offset out-of-pocket costs for teachers
Fair pay and competitive benefits are critical for teacher well-being and can reduce the desire to leave the profession.
11. Utilize teacher feedback to improve working conditions
To improve conditions and prevent teacher burnout, you need to be willing to listen to your staff. They’re closest to the work and can offer a realistic picture of what they need and how you can help them. Asking for their feedback and acting on their needs shows you respect them. It demonstrates that you’re genuinely committed to improving their working conditions.
How administrators can help:
- Use anonymous surveys, suggestion boxes, or focus groups to garner feedback
- Be transparent with results, and outline the steps you plan to take as a response
- Create channels for teachers to voice concerns and offer suggestions
When teachers realize their feedback can lead to real change, job satisfaction and trust will improve as burnout decreases.
Taking action to support your teachers before burnout happens
Preventing teacher burnout isn’t just a moral imperative — it’s now a strategic investment in your school’s future. When you implement the strategies discussed here, you can create a healthy workplace environment where your teachers know they’re supported so they can do their best work.
Ongoing mental health support is an essential piece of this puzzle. It can help teachers care for their own emotional needs so they have the stamina to give it their all in the classroom. Digital platforms like Talkspace can help. We make it simple for teachers to access high-quality, convenient, affordable, confidential care from anywhere. We’ll help them learn healthy ways to manage stress and build resilience. Talkspace therapy is not only convenient, it’s also highly effective — 70% of users report significant improvements in anxiety and depression symptoms, and 50% no longer meet the criteria for an anxiety or depression diagnosis.
When you prioritize teacher well-being, it leads to better student outcomes, stronger school communities, and an education system that can thrive. Now is the time to take a bold step and make mental health support a pillar of your school’s strategy.
If you’re ready to support your teachers and establish a healthy school environment, reach out today to request a demo of Talkspace.
Sources:
- Agyapong, Belinda, Gloria Obuobi-Donkor, Lisa Burback, and Yifeng Wei. 2022. “Stress, Burnout, Anxiety and Depression Among Teachers: A Scoping Review.” International Journal of Environmental Research and Public Health 19 (17): 10706. https://doi.org/10.3390/ijerph191710706. Accessed May 15, 2025.
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- Ogu, Sokari Jusih. 2024. “Employee Participation in Decision-making and Organizational Commitment: A Study of Modern Organizations.” Journal of Commerce Management and Tourism Studies 3 (1): 55–64. https://doi.org/10.58881/jcmts.v3i1.208. Accessed May 15, 2025.
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- Spiegelman, Maura. 2021. “Public School Teacher Spending on Classroom Supplies.” Report. NCES 2018-097rev. https://nces.ed.gov/pubs2018/2018097rev.pdf. Accessed May 15, 2025.
- Talkspace. 2023. “New Research: Talkspace Releases Early Findings That ‘Text Therapy’ Highly Effective for Frontline Healthcare Workers at Onset of COVID-19 Pandemic.” GlobeNewswire News Room, February 7, 2023. https://www.globenewswire.com/news-release/2023/02/07/2602937/0/en/New-Research-Talkspace-Releases-Early-Findings-that-Text-Therapy-Highly-Effective-for-Frontline-Healthcare-Workers-at-Onset-of-COVID-19-Pandemic.html. Accessed May 15, 2025.
- “Talkspace Research | Clinical Studies in Behavioral Health.” n.d. https://www.talkspace.com/research. Accessed May 15, 2025.
- vorecol.com. n.d. “Autonomy at Work: A Key Factor in Employee Engagement and Satisfaction.” https://vorecol.com/blogs/blog-autonomy-at-work-a-key-factor-in-employee-engagement-and-satisfaction-184832. Accessed May 15, 2025.
- “What’s the Cost of Teacher Turnover?” 2015. Learning Policy Institute. 2015. https://learningpolicyinstitute.org/product/the-cost-of-teacher-turnover. Accessed May 15, 2025.
- Walker, Tim. n.d. “Teacher ‘Pay Penalty’ Reaches Record High | NEA.” https://www.nea.org/nea-today/all-news-articles/teacher-pay-penalty-reaches-record-high. Accessed May 15, 2025.
- Wood, Christina. 2025. “Teacher Shortage Statistics That Should Worry All of Us in 2025.” College Transitions. February 27, 2025. Burnout isn't just a staffing challenge. It directly impacts student learning and the overall health of school communities. When teachers are overwhelmed, everyone feels it. It threatens the quality of education we, as leaders, can offer students and the well-being of entire school communities.. Accessed May 15, 2025.
