Cortney Graham Ameckson | October 2024
Ever had one of those moments where you’re managing the chaos of morning drop-offs, juggling a last-minute maintenance issue, and still trying to prep for a staff meeting? That’s the life of school operations—unpredictable, fast-paced, and incredibly rewarding when everything runs smoothly. At EdFuel, we understand that the backbone of every thriving school lies in efficient and inclusive operations teams. Through our work in talent management, we see firsthand how building robust, well-supported teams can transform school operations and, ultimately, the student experience.
When leaders encourage authenticity at work, they help create environments where team members feel safe, valued, and seen. Yet, all too often, subtle biases and ingrained expectations force people to adapt or hide parts of who they are to fit in, particularly during the hiring process. This dynamic can undermine not just the individuals who feel compelled to code-switch but also the organization as a whole, leading to missed opportunities for innovation, connection, and growth.
To build truly inclusive schools and workplaces, leaders must actively design talent systems that embrace their team members’ diverse identities and experiences, ensuring everyone can thrive without feeling the need to hide or adjust who they are.
1 . The Role of Talent Management in School Operations
You might be wondering, how talent management connect to school operations. Well, let’s be real—operations teams are the ones making sure everything from supplies to schedules are in place, and that staff and students have what they need to succeed. But who’s taking care of the operations team? That’s where inclusive talent management comes in.
Effective talent management ensures that your operations team is not just surviving but thriving. It’s about providing clear career pathways, training, and ongoing support so that team members feel valued and see growth opportunities. This also includes making sure that job descriptions and evaluations are free from bias and that staff are equipped with the tools they need to succeed. For instance, if you’re constantly losing operations staff because they don’t feel there’s room for advancement, it might be time to rethink how roles and responsibilities are structured. Talent management isn’t just for teachers and administrators; it’s crucial for operations staff too. Schools that invest in their operations teams see higher staff satisfaction, better retention, and smoother daily operations. The EdFuel Talent Playbook has templates and strategies to help you create clear development paths for all team members, ensuring your operations staff feels supported and motivated
2. Build the Right Team: Create Inclusive Hiring Practices
The truth is that traditional hiring processes often unintentionally prioritize “style over substance,” favoring candidates who “talk the talk” but may not have the skills to thrive in the realities of school settings. To counter this, schools should be deliberate about designing equitable and inclusive hiring practices that look beyond polished presentations and focus on core competencies. For example, asking candidates to describe how they would handle a specific operational crisis, rather than just checking for certain keywords, can provide better insight into their problem-solving abilities. Consider what skills and mindsets are genuinely necessary for your operations team. Build your interview process around assessing those traits instead of relying on industry jargon. The EdFuel Talent Playbook offers guidance on how to set up interviews that assess critical competencies, ensuring you find candidates who can excel under pressure and adapt to the needs of your school.
3. Create an Environment Where Staff Can Bring Their Whole Selves to Work
It enriches the school environment when staff can express all facets of their skills, personalities, and backgrounds. Schools should invest in training that helps leaders recognize and address their own biases. If staff feel the need to “code-switch”—altering their behavior or language to fit into the workplace—it’s a sign that the culture might not be as inclusive as it should be. Operations staff are often the unsung heroes, and recognizing their unique contributions can boost morale and retention.
Encouraging staff to bring their whole selves to work means creating a culture of psychological safety where diverse perspectives are valued. This can lead to more innovative solutions in your operations. Our Talent Playbook includes resources on building an inclusive workplace culture so your team members feel empowered to share their ideas and skills openly.
4. Keep Operations Teams Connected and Engaged
Imagine being in charge of logistics for a big school event—everything from set-up to clean-up is on your shoulders, and it’s crunch time. But instead of working in silos, you have a team that’s been cross-trained and empowered to step in wherever help is needed. This is what happens when operations teams are well-connected and engaged.
Operations work can sometimes feel isolating, especially if roles are siloed. Regular team check-ins, professional development, and opportunities for team-building can help staff feel like they’re part of a larger mission, rather than just ticking tasks off a list. When operations staff are engaged, they are more proactive and invested in the school’s success. Engagement isn’t just about morale; it directly impacts productivity. Schools should prioritize keeping operations teams connected, whether through regular training sessions, cross-department collaborations, or team-building activities.
Talent-Driven School Operations Lead to Success
Strengthening school operations starts with investing in the people behind the scenes. By focusing on inclusive talent management practices—such as equitable hiring, fostering a culture of authenticity, and supporting continuous professional growth—schools can build strong, resilient operations teams that are better equipped to handle whatever comes their way.
At EdFuel, we’re dedicated to helping schools build efficient, inclusive, and supportive environments. Our Talent Playbook offers a comprehensive suite of tools to help schools at every step of the talent management journey. Whether you’re revamping your hiring process, creating career pathways, or working on team engagement, our resources are here to guide you.
Want to learn more about building effective school operations through talent management? Explore EdFuel’s new Talent Playbook, or reach out to us for personalized support.