School Staff Wellbeing
School Staff Wellbeing
Student wellbeing has become much more of a staple inclusion into the fabric of schools than I can ever remember from my own school days. It does seem however, that staff wellbeing is just slightly behind that curve and although I see examples everyday on job specs about the wellbeing support in place, I also hear too many stories from candidates saying how the reality feels very different.
A school is only as strong as the people running it. Senior leaders, teachers, support staff carry enormous responsibility and understandably the pressure shows. Yet wellbeing isn't bullet points on a job spec or a website. Creating a culture where people feel supported, valued and able to bring their best selves to work every day is imperative.
A recent Institute of Public Policy Research report, estimated the total cost on the UK economy for sickness was over £100 billion per year, not just taking into account the cost of sick pay, but reduced staff productivity through presentism when unwell. The same report also cites that the average UK employer loses 44 days to staff sickness each year. This is slightly skewed average, given that the average number of days per employer of just under 5 days per year, could heavily increase the overall sickness days lost for the larger employers.
This data underscores a critical reality: the well-being of staff is not merely a 'nice-to-have. Investing in a culture that prioritises health, support and genuine care isn't just ethically right; it's economically sound. Schools and organisations that foster such environments not only enhance individual well-being but also bolster collective performance and resilience.
What does that look like in reality?
- Regular check-ins and open communication. Create structured opportunities for staff to discuss workload, stress, or concerns, both one-to-one and in team meetings.
- Flexible working arrangements. Wherever practically possible, allow reasonable flexibility in timetabling, remote planning days, or adjustments for personal circumstances.
- Mental health support. Provide access to counseling, Employee Assistance Programs or in-house mental health champions.
- Recognition & professional growth: Celebrate achievements, acknowledge effort and offer opportunities for career development or skill-building. A thank you can go a long way.
- Manageable workloads & clear expectations. Look at reducing unnecessary administration and provide clarity around priorities to prevent burnout.
