Wellbeing is the Foundation

We already know that teachers and school staff are the backbone of any successful school. Yet many of our educators today face high levels of stress and burnout.

Roughly half of our teachers feel stressed or exhausted by their work, leading to high turnover and hurting student outcomes. In some surveys, as many as 78% of teachers report feeling stressed, and 50% of school staff say their school’s culture negatively affects their wellbeing. 

This isn’t a side note. It’s the story behind low morale, high turnover, and why even your best teachers start questioning whether they can keep going. So let’s talk about what it looks like when staff wellbeing isn’t an afterthought, but a priority. A real one. The kind that shapes decisions, budgets, schedules, and leadership tone.

We’ve pulled together 7 clear, realistic strategies that actually make a difference. Some are big shifts. Others are small fixes. But all of them? They’re doable. And they might just be the start of a staff room that feels human again.

 

Ways to Support Teacher Wellbeing

1. Cultivate a Positive School Culture

Before we talk yoga mats and mental health toolkits, let’s zoom out. If your school culture is built on constant pressure, top-down decisions, and praise that only shows up on Teacher Appreciation Day… no amount of Friday drinks will fix it.

The truth is, culture sets the tone for everything else. And if that tone feels cold, chaotic, or like you’re constantly playing catch-up, it wears people down. In fact, half of school staff say their workplace culture negatively affects their mental health.

So how do you build a school that people don’t just survive in, but actually feel good working at? It starts here:

Make Wellbeing Part of School Policy

 Staff wellbeing can’t just live in your values statement or show up once a term in a slide deck. It has to show up in the actual way your school runs, from your strategic plan to the way your leadership team operates. Signing an educator wellbeing charter? Great. But what matters more is that people feel it day to day. That your team knows their mental health isn’t a footnote, it’s part of the plan.

Involve staff in decisions

Want people to feel like they matter? Give them a seat at the table. When teachers and support staff are asked for input on things that directly affect them, like workload expectations, discipline policies, scheduling, it’s more than just “engagement.” It’s respect towards them. And the more they feel heard, the more they’ll care about the bigger picture too.

Normalise conversations about mental health

If the only time wellbeing comes up is during a wellbeing week PowerPoint, we’ve got a problem. Mental health needs to be part of the everyday conversations, not a taboo topic or a once-a-year training. That might mean quick check-ins during meetings, anonymous pulse surveys, or just creating space for people to say “I’m not okay” without fear. The more open the environment, the safer people feel. 

Show that you have their backs

Life happens. Tough classes, tricky parents, personal crises, it’s part of the job and part of being human. But when leadership steps in, supports rather than judges, and makes it clear that no one’s alone in facing hard stuff? That changes everything. Whether it’s covering a class, helping with behaviour issues, or simply noticing when someone’s running on fumes, back your people up. It builds loyalty, trust, and a whole lot more staying power.

 

2. Encourage Work-Life Balance and Manage Workload

There’s always more to do in schools. Always. Another lesson to prep, another meeting to squeeze in, another urgent email marked “just one quick thing.” But when the workday never really ends, wellbeing doesn’t stand a chance.

Burnout doesn’t just show up overnight. It creeps in slowly, disguised as “just getting through this week.” And unless someone actively draws the line, the pressure keeps piling up. That’s where your leadership comes in.

Set reasonable expectations

Let’s start here: not everything is essential. Really. Take a hard look at your meetings, admin tasks, and paperwork rituals. If they’re draining hours but offering little return, it’s time to trim that. No one needs to be writing three-page lesson plans when a few bullet points will do. No one benefits from double-entering data that already lives in a spreadsheet. Simplify where you can. Cut the busywork. Give time back. Your staff will notice,  and use that energy where it actually counts.

Protect personal time

If your school culture subtly rewards round-the-clock availability, people will burn out trying to keep up. So be explicit about disconnecting. Set clear expectations: no emails after hours unless it’s truly urgent. Consider implementing a “quiet afternoon” each week where no new tasks are added and people can catch up or leave early.

Recovery time is productive, because tired teachers can’t teach well.

Allow mental health days

Mental health is health. And needing a day off to recharge, reset, or just breathe should be treated with the same respect as needing one for the flu.

Encourage staff to actually use their leave. Better yet, build in a few wellbeing days each year, no justification required. 

Flexibility helps

You might not be able to offer remote work or 10am start times, but even small shifts make a difference. Whenever possible, offer flexible work arrangements. For instance, allow job-sharing, part-time roles, or staggered start times for those who need it. 

Many experienced educators, especially those with families, stay in the profession if they have some flexibility. By trusting teachers with a bit of flexibility, you show respect for their lives outside school, and you often get more loyal, productive employees in return.

 

3. Provide Mental Health Resources and Wellness Programs

Wellbeing isn’t just about removing stress. It’s also about adding support. If we want staff to feel balanced, energised, and cared for, we can’t stop at “less pressure.” We also need to offer something positive in return: actual resources that help people feel better, not just survive the week.

Think of it like this: we expect teachers to show up for their students. But who’s showing up for them? From professional counselling to midweek moments of calm, the more your school actively supports mental health, the more your staff will feel like they belong in a workplace that truly has their back. How you can do that:

Offer counselling or EAP access

This one’s foundational. If your school already offers access to an Employee Assistance Program (EAP) or external counselling, great. But don’t assume everyone in your school knows about it.

Talk about it. Normalise it. When someone’s navigating anxiety, burnout, or personal struggles, knowing there’s a safe, professional outlet (outside the school bubble) can be an actual lifeline. 

Host wellness activities

No one needs forced fun. But small, thoughtful moments that invite people to slow down? Those can work wonders.

Whether it’s a mindfulness session during the day, after-school yoga, or a once-a-month wellbeing workshop, the point isn’t perfection. It’s presence. Some schools run step challenges. Others host staff art nights or breathing exercises in the staff room. Don’t overthink it. Just keep it genuine and optional. 

Create relaxing spaces

Sometimes, wellbeing isn’t a program. It’s a chair. A quiet corner. A staff room that doesn’t feel like a storage closet.

Set aside a space where teachers can truly switch off for a few minutes. Comfy chairs, low lighting, maybe a plant that isn’t dying. Bonus points for soft music, calming scents, or a solid coffee machine.

And if you can’t overhaul a room? Start small. Even adding a “quiet zone” in the staff area sends a message: we care how you feel here.

Bring in experts when needed

Some challenges run deeper. For those, bring in people who know what they’re doing. Mental health professionals can run sessions on topics like trauma-informed teaching, stress management, or spotting signs of burnout.

Even a one-off talk can spark lasting change, especially when it helps staff feel seen and equipped. You’re not expected to have all the answers. But making sure someone in the building does? That’s true leadership.

 

4. Recognise and Appreciate Staff (Boost Morale)

Never underestimate the power of a genuine “thank you.” Teaching is often called a thankless job, but it shouldn’t be. Specific acknowledgement of good work is one of the best ways to boost teacher morale and support their wellbeing. When educators feel seen, their stress levels go down and their sense of purpose goes up. It’s not magic. It’s just good leadership.

So, why not make appreciation part of the rhythm of your school , and not just an annual afterthought with leftover cupcakes?

Celebrate achievements

Did someone try a bold new classroom strategy? Stay late prepping for parent night? Help out when no one asked them to?

Say something. A quick shout-out in the staff newsletter, a handwritten note, or a passing “I saw what you did. and it mattered” can go further than you think. Especially when it’s specific. (Pro tip: those tiny sticky notes of encouragement? They might get saved in someone’s desk forever.)

Formal appreciation programs

Consider instituting regular awards or appreciation events. Some schools have “Teacher of the Month” awards, staff appreciation breakfasts, or an annual “Staff Spirit Award” voted by peers. The key is to make it sincere and inclusive. Highlight effort and progress, not just big wins or test scores.

Peer-to-peer recognition

You’re not the only one who can spot great work. Encourage staff to lift each other up. Set up a kudos board in the staffroom. Pass around a “thank-you notebook.”

Create a WhatsApp thread just for good vibes. (“Shoutout to Alex for covering my bus duty, absolute legend!!!”) These small rituals build a culture where support isn’t top-down. It’s everywhere.

Little perks and surprises

Sometimes, the best way to say “we appreciate you” is… snacks. This might be treating the staff to a casual lunch, bringing in coffee and doughnuts on a tough morning. Maybe some ice cream in the freezer. A casual pizza lunch on report card week. These gestures don’t fix systemic stress, but they do make people feel noticed. Fun matters. So does joy. And yes, both count as wellbeing.

 

5. Support Their Professional Growth and Autonomy

Professional development isn’t just about CPD hours or ticking boxes. It’s about helping teachers feel like they’re still blooming, not just surviving.

When educators get space to learn, evolve, and try new things, something shifts. They light up again. They start seeing possibilities instead of just problems. On the flip side, when someone feels stuck, micromanaged, or like they’re just spinning their wheels… it’s only a matter of time before their spark dims. So how do you keep the fire going without burning them out?

Provide meaningful PD opportunities

Let’s be real: not all “professional development” is actually helpful. (We’ve all sat through that 3-hour slideshow on engagement strategies with no engagement in sight.) The best PD is practical, relevant, and tied to what teachers actually care about.

For example, training on classroom management can reduce stress by giving teachers new tools to handle challenges. Mental health training for staff is also important. Budget for conferences, online courses, or bring in guest speakers on topics teachers request.

Encourage career growth

Help teachers see a future in your school. This could mean creating teacher leadership roles (like mentor teachers or curriculum leads) or offering pathways to promotion. Even something as simple as asking about someone’s goals during their review, and actually listening, can make them feel valued and invested in. Because when people see a future where they are? They’re more likely to stay.

Grant autonomy and trust

Avoid a culture of micromanagement. Give them space to try new methods, shift their routines, or respond to their students’ needs in creative ways. Sure, not every experiment will be a win. But that’s part of learning, too.

Micromanagement breeds anxiety. Autonomy builds pride. And pride is the soil where great teaching grows.

 

6. Foster Community and Peer Support

You know what helps with the hard days? Other people who get it. The colleague who sends a meme after a chaotic lesson. The one who shares their slides, their tissues, or their last decent pen. 

The quiet “same here” after a staffroom vent. That kind of support? You can’t put it in a policy. But it might just be the thing that keeps someone from burning out. And no, it doesn’t happen by accident. It starts with leaders who make space for connection through things like:

Mentoring and collaboration

New teachers don’t just need training. They also need human interaction. Pair them up with experienced staff who can guide, check in, and help them feel less alone in the early chaos. But don’t stop there.

Create structures where everyone shares the load. Grade-level or subject teams can plan together, swap ideas, or troubleshoot tricky lessons. Give them time during the day to do it.

Because reinventing the wheel in 12 different classrooms doesn’t make anyone a hero. It just makes everyone exhausted.

Team-building traditions

We’re not saying you need a karaoke machine in the staffroom. (Although…) But little traditions that spark connection? They add up. It could be a Friday quiz, a once-a-month lunch club, or a book swap that quietly builds rapport.

Some schools have “Sunshine Committees”, staff-led groups that handle birthdays, celebrations, and all the small things that remind people they matter. The activity doesn’t need to be fancy. It just needs to feel like yours.

Encourage peer check-ins

Here’s something powerful: staff looking out for each other without being told to. A quick “You okay?” A gesture of help. Sharing the load when someone’s clearly drowning in it. Those moments build safety… the kind that can’t be bought with a wellness policy.

Leadership can model this too. Stop by a classroom and ask how someone’s really doing. Normalise honesty. Normalise struggle. Remind your team that this job is hard, and that it’s okay to lean on each other. We’re a school. And schools, at their best, are teams.

7. Lead by Example (Remove Stigma Around Self-Care)

Your staff is watching you. Not in a creepy way. But in that “if they’re still replying to emails at midnight, I probably should too” kind of way. School leaders don’t just set policies. They set the emotional temperature. 

And if you never take a break, power through illness, or treat rest like a luxury, your team will take the hint. The good news? That works in the other direction too. When you make self-care visible, and not just something you quietly recommend to others, you give everyone else permission to follow suit.

Practice what you preach

Say you value work-life balance? Prove it. Take your holidays. Step away when you’re sick. And when you’re unplugging for the weekend, say so.

(e.g. “I’ll reply Monday, I’m unplugging this weekend for some family time”).

These tiny signals matter. They model what healthy boundaries actually look like in a school environment.

Share your own strategies

Self-care doesn’t have to mean bubble baths and journaling. It might be running. Reading. Turning off notifications. Walking your dog before school instead of cramming in one more email. When leaders talk openly about how they manage stress, it makes wellbeing feel normal. Not like something only “struggling” people do. It also reminds staff that there are many ways to take care of yourself.

Create a “no guilt” culture

This one’s big: teachers often feel bad for taking care of themselves. They cancel that mental health day. They work through burnout. They think stepping back is a weakness. Or worse, selfish.

Be the one to flip that narrative. Let your staff know that rest is part of the job. That needing a breather doesn’t mean they’re not committed. That saying “no” is sometimes the bravest thing they can do. And when someone sets a boundary? Don’t just accept it. Celebrate it!

 

Conclusion: Happy Teachers, Successful Schools

At the end of the day, even with all seven of these strategies, you might still feel a bit overwhelmed, and that’s okay. Supporting teacher and staff wellbeing is a journey, not a checklist, and no one expects you (or your team) to master everything overnight. 

You might even be thinking, “These tips are great, but have they seen my to-do list?” We hear you… that stack of assignments isn’t grading itself! The good news is you’re not alone in this.

Let us help!

Spark Generation was actually created to help lighten this load. Our mission is to make wellbeing in schools easier, clearer, and more doable, not to hand you more work (we know you’ve got plenty of that). 

Think of Spark Generation as that friend who shows up with a coffee and a pep talk on a tough morning, helping you see a way forward. We’re here to break down big ideas into small, manageable steps so those great strategies feel doable even on the most hectic school day.

So as you move forward, give yourself permission to start small. Maybe pick one or two ideas from the list and see how they go. 

Every little effort counts, and it’s perfectly fine if you’re not an overnight superhero at wellbeing. What’s important is that you care and you’re trying, that’s a win in itself for you and your school community. 

And remember, you’re not in this alone. Spark Generation (and a whole community of fellow educators) is right beside you, cheering you on.

You’ve got this!

 

FAQs 7 Ways to Support Teacher Wellbeing and Prevent Burnout

1. What’s the most effective way to start improving teacher wellbeing at my school?

Start small and listen. You don’t need a full-scale wellbeing program to make a difference. Begin by checking in with your staff, trimming unnecessary workload, or setting clearer boundaries around work hours. Then build from there. Consistency matters more than complexity.

2. Isn’t wellbeing a personal responsibility? Why should school leaders be involved?

Because culture sets the conditions. Yes, individuals play a role in their own wellbeing. But if your school environment encourages overwork, guilt, or silence around mental health, it becomes nearly impossible to stay well. Leaders have the power (and responsibility) to shift that culture.

3. How can I support wellbeing if my school has a tight budget?

Wellbeing doesn’t have to be expensive. Clear policies, open communication, peer support, and flexible planning cost little to nothing, but they go a long way. And if you do want structured support, there are platforms (like Spark Generation 😉) that simplify the process and make it clear to implement.