Creating Value In Schools
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The Teacher Wellbeing Index has again highlighted how many members of the teaching workforce feel stressed, with an overall figure of 76%. Stress is also one of the two most-cited reasons for people wanting to leave the education workforce (the other is workload). So how can we help people to manage, reduce or avoid stress? We share a range of tactics, including resources from Education Support’s Teacher stress toolkit.
The Teacher Wellbeing Index 2025 tells us that 29% of staff have considered leaving their jobs due to pressures on their mental health and wellbeing. It also reveals that:
Insomnia or difficulty sleeping is the most common symptom of poor mental health experienced in the last year, followed by irritability or mood swings, and difficulty concentrating.
Some stressors are outside the control of most people or school leaders. But it is possible to think about how we respond to stress and find ways to tackle or avoid it.
Taking a pause to stop and breathe slowly is a great way to reduce stress levels in the moment. Box breathing is a simple exercise which can be done any time, any place, to help regulate the nervous system and feel calmer.
It doesn’t have to take a lot to reset and refresh. Download how to re-charge in three minutes or less for simple ways to pause, such as:
The PERMA positive psychology model is a great tool for instigating regular discussion about ways to develop resilience and stay healthy.
PERMA stands for:
It’s an evidence-based model which can be used with both children and adults.
Rest is vital for our emotional health and wellbeing. Rest needs to be normalised – not seen as a luxury or for holidays only!
Education and mental health consultant Nicola Harvey shares seven types of rest in this two minute video.
We may not always realise that things are going wrong. Signs of stress and burnout could include:
Find out more about avoiding and addressing staff burnout.
It can be hard to admit to ourselves, let alone anyone else, that we’re struggling. But it is ok not to be ok! Creating an environment where it’s ok to talk about feelings and be honest is really important.
Talking to your manager about stress gives tips around sharing what’s going on for you and seeking support.
Remember that your employer does have a responsibility for your health and wellbeing, and reasonable adjustments can be made to help manage periods of difficulty.
Managers and leaders: do you check in regularly with your teams? Is it normal to talk about how people are feeling, or sharing difficulties? Are you ready to explore if someone’s behaviour has changed, or they’re not doing well? For more ideas, check out the honest conversations blog and checklist.
Be confident in knowing your priorities and saying no when you need to. What really is the most important thing you need to do today, or this week?
Saying no: advice for setting boundaries encourages you to be firm and friendly in the face of impossible requests, and use phrases such as the following when you need to say no:
In The art of balance, headteacher Josephine Smith talks about the importance of knowing your core purpose, values and priorities:
Keep pulling yourself back to those priorities. Otherwise, you’ll be in the ‘Whac-A-Mole’ school of educational leadership, responding to the first person at your door and the person that sent you those emails.
And in You can’t turn off the machine, Caroline Doherty shares a great tip:
For motivation, I tend to have just one, two or three things that I have to get done that day. They might be big, they might be little, but know that when you do find the time, that's the thing you're going to prioritise. So when you sit down at your screen again, you’re not saying, ‘Oh, what was I supposed to be doing?’
For more advice from Josephine, Caroline and other education leaders, listen to this 12 minute podcast.
What would staff say about the culture in your setting? Would they be part of that 49% reported by the Teacher Wellbeing Index who feel that their organisation’s culture negatively affects their mental health? Are you part of that 49%? Are you able to influence the culture in your setting?
Do staff have autonomy and agency? Are they involved in decision-making?
Leadership practices that build trust, support professional growth, and foster a strong school culture could make a meaningful difference to teacher retention. (EEF Recruitment and retention evidence summary, page 4)
| Note: This Need to Know was first published in April 2025 and was updated in December 2025. |
