What initial action by a principal with limited resources can most effectively improve teacher retention?

Expanding induction and mentoring services for new teachers is a highly effective initial action for enhancing teacher retention, particularly in settings with limited resources. Comprehensive induction and mentoring programs provide essential support for novice teachers, helping them acclimate to the school culture, understand expectations, and develop their teaching practices.

These programs often pair inexperienced educators with experienced mentors, who can offer guidance, share best practices, and provide emotional support. By fostering strong relationships and enhancing teaching skills early in a teacher's career, such initiatives contribute significantly to job satisfaction and confidence. When teachers feel supported and competent, they are more likely to remain in their positions, reducing turnover rates.

In contrast, while recognition programs for longevity and "grow-your-own" initiatives may have their merits, they typically yield results over a longer term, making them less immediate in addressing retention issues. Similarly, transferring funds to hire more teachers does not directly support those already in the system and may not significantly impact retention if existing teachers do not have the support structure they need. Therefore, investing in induction and mentoring is a strategic move that can lead to more immediate improvements in teacher retention.