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K–12 teachers and school leaders have similar quit rates, but their reasons to stay in or leave their roles are markedly different.

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Image description:
Two sets of six paired bar graphs show US K–12 teachers’ and school leaders’ reasons for leaving or staying at their jobs. The bar graphs are part of a two-step interactive, the first of which shows both groups’ answers regarding their reasons to stay in their positions, and the second panel is about reasons to leave. For reasons to stay, teachers cite meaningful work, colleagues, and compensation, while leaders cite, well-being, workplace flexibility, and career development. For reasons to leave, teachers cite inadequate compensation, unsustainable work expectations, and uninspiring leadership. Leaders indicate lack of community, meaningless work, and lack of geographical ties as reasons to leave. In all cases, the gap between teachers and leaders is never less than 11 percentage points at best and is as much as 47 percentage points at worst.
Source: Aaron De Smet, Bonnie Dowling, Bryan Hancock, and Bill Schaninger, “The Great Attrition is making hiring harder. Are you searching the right talent pools?,” McKinsey Quarterly, July 13, 2022
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Image description:
Two sets of six paired bar graphs show US K–12 teachers’ and school leaders’ reasons for leaving or staying at their jobs. The bar graphs are part of a two-step interactive, the first of which shows both groups’ answers regarding their reasons to stay in their positions, and the second panel is about reasons to leave. For reasons to stay, teachers cite meaningful work, colleagues, and compensation, while leaders cite, well-being, workplace flexibility, and career development. For reasons to leave, teachers cite inadequate compensation, unsustainable work expectations, and uninspiring leadership. Leaders indicate lack of community, meaningless work, and lack of geographical ties as reasons to leave. In all cases, the gap between teachers and leaders is never less than 11 percentage points at best and is as much as 47 percentage points at worst.
Source: Aaron De Smet, Bonnie Dowling, Bryan Hancock, and Bill Schaninger, “The Great Attrition is making hiring harder. Are you searching the right talent pools?,” McKinsey Quarterly, July 13, 2022
End of image description.