A teacher's wellbeing
In the existing educational environment, wherein schools are trying to improve student attainment, often teacher wellbeing is overlooked. However, from an organization's perspective, employee wellbeing is a critical factor concerning quality, performance, and productivity. Wellbeing is connected to work stress, a crucial factor in employee absence. Demotivated staff are disengaged and eventually quit their job. Teachers are vital for student success. They know how rewarding it is to see student learning. Education can be a very stressful, challenging, and under-supported profession. Although everyone comprehends the importance of student wellbeing, there is not much consideration for the welfare of teachers. A holistic approach to teachers' wellbeing is needed to optimize outcomes in schools. Teacher wellbeing is usually denoted by what it is not. Long working hours, piling paperwork, and low pay could take a toll on teachers' health. Teachers who are stressed would not be able to establish effective communication with students, which could negatively impact students' achievement. Wellbeing is much more than the absence of stress/illness. It is about teachers evolving in a holistic environment. It is just not about the welfare of a specific teacher. A broader focus is required when it comes to teacher wellbeing.
Creating broader approaches
The school system must use broader approaches to assess wellbeing. To do that, they must develop and fine-tune measures of teacher wellbeing that effectively highlight the complexity of wellbeing.
The school management must communicate directly with teaches to gather information on factors that impact their wellbeing at work. The data would help to develop holistic approaches to support teacher wellbeing.
When policies are developed/transformed, they must be reviewed to determine their impact on teachers. It would be appropriate to include teachers' perspectives in any policy-making decisions.
A school system must make changes to workload – rescheduling activities, reducing after school-meetings, recruiting additional teachers, and demonstrating a commitment around workload impact.
Often, teachers may not get the support they require and may not even express it. The school management must communicate with them and ask if there is a more effective way to acknowledge good work.
A robust organizational structure
Teachers must be briefed about their role within the organization and what is expected of them. The school must create a handbook that clearly explains the role of all personnel. If the main objective of education is to promote student success, teacher wellbeing must be a vital consideration. Organizations, systems, and policies play a critical role in supporting teacher wellbeing.