Rachel Nozari | July 2024

Effective onboarding isn’t just about paperwork; it’s about making new team members feel like they belong from day one. At EdFuel, we have supported numerous education organizations in transforming their onboarding and retention processes. By partnering with single-site charter schools, multi-state charter networks, traditional districts, and nonprofits, we’ve helped create supportive environments where all team members quickly feel connected and valued. Schools have found success by leveraging technology for flexible onboarding, emphasizing wellness to mitigate burnout, integrating DEI with intentionality, and creating more opportunities for connection and relationship-building.

As summer unfolds, education organizations are in a crucial planning and preparation phase. Retaining current staff and onboarding new team members are critical priorities that significantly impact the success and stability of our schools. In this blog, I’ll share insights and best practices to help education talent leaders navigate these challenges, drawing from our extensive experience at EdFuel.

Challenges in the Landscape

Navigating today’s educational landscape presents numerous challenges that significantly impact retention and onboarding efforts. From our conversations with partners, here are the key trends we’re hearing:

• Burnout and Stress: An evolving landscape and the sustained impact of the pandemic have led to burnout and stress among educators, due to frequent changes and increased workloads.
• Competitive Job Market: More career options (in some regions), contribute to higher turnover rates as they seek better compensation, work-life balance, and development opportunities.
• Inadequate Support Systems: New hires often face challenges due to insufficient onboarding and mentoring programs, leaving them unprepared for the demands of teaching.
• Generational Factors (Gen Z): Gen Z educators prioritize flexibility, meaningful work, and career advancement. They seek environments aligned with inclusivity and sustainability values.
• Equity and Inclusion Gaps: Many districts struggle to create inclusive environments where all staff feel valued and supported, leading to higher turnover rates among marginalized groups.
• Resource Constraints: Budget limitations post-ESSER funding affect class sizes, teaching materials, and support staff availability, impacting education quality and teacher workload.

Do any of these resonate with your experience? 

A Framework for Comprehensive and Inclusive Onboarding

At EdFuel, we champion a multi-phase and comprehensive approach to onboarding because we’ve seen how this hands-on, supportive investment turns new hires into confident, committed members of their school communities from day one¹.

When planning for onboarding and retention, we focus on the 5Cs—Compliance, Clarification, Culture, Connection, and Conviction (adapted from the Society for Human Resource Management’s 4Cs)². These elements form a robust framework for designing inclusive and effective onboarding strategies. Here’s a breakdown of how each contributes to a successful experience:

Framework

Use the matrix below to map out your onboarding phases and summer retention strategies according to the 5Cs. This tool can be adapted for both new hires and current staff, identifying strategies that enhance engagement and efficiency across all levels:

• Downloadable template

• Sample activities bank  

Key Questions for Consideration

To tailor your onboarding and summer retention strategy effectively, consider the following questions:

• How do your organization’s mission, vision, and values come to life in daily interactions and practices?
• Which challenges are most pressing for your organization, and how can your onboarding strategy address them?
• How can you create a supportive and inclusive environment that fosters staff well-being and professional growth, especially in the current educational landscape?

If you already have a plan, consider reviewing it to ensure it aligns with the 5C framework. By leveraging these insights and adopting a thoughtful approach to onboarding and retention, districts can cultivate environments where all staff feel supported, valued, and motivated to contribute to student success.

Looking Ahead

We want to hear from you! How are you planning for retention and onboarding this summer? Share your thoughts and experiences with us on LinkedIn and Instagram. If you’re looking for more resources on onboarding or retention, visit the EdFuel Talent Hub. By focusing on these areas, we can create a stronger foundation for the upcoming school year. Reach out to learn more about how we can support your goals. Let’s continue the conversation and work together to create stronger, more resilient education organizations.

References:

1. New York City Department of Education. (2021). What does onboarding consist of? Retrieved July 15, 2024, from https://nycdoetrq.zendesk.com/hc/en-us/articles/4403987589787-What-does-onboarding-consist-of
2. Bauer, T. (2010). What are the Four C’s of Employee Onboarding Framework? Retrieved July 15, 2024, from https://www.preppio.com/blog/what-is-the-four-cs-of-employee-onboarding-framework