What is the biggest challenge facing language schools or companies in Japan? If you didn’t say employee recruitment, high turnover or demoralized staff, you would be in the minority.
But given the struggles that a lot of employers have now with rising costs and shrinking margins, how is it possible to improve situations for staff? Many do not have the option of raising salaries without the business struggling to turn a profit, yet teachers still need support.
The pressures of managing diverse classrooms, tailoring lessons to individual needs, and maintaining high energy levels can take a toll on teachers’ mental health and overall wellbeing. Investing in the health and wellness of your teaching staff is not just a compassionate choice; it is also a strategic business decision with long-lasting benefits.
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How can teachers get more out of the job?
Teachers who feel mentally supported and valued are more likely to bring enthusiasm and creativity to their lessons. When educators operate in a low-stress environment, they can focus on innovative teaching methods, student engagement, and fostering a positive learning atmosphere. When unnecessary burdens are placed in their way like onerous paperwork, extra long meetings without clear objectives or benefit, and worsening classroom situations without offering more support, teachers will likely feel a loss of control in their work-life, and some may start looking for the exit. Studies have shown that workplaces prioritizing mental wellness experience higher productivity and lower absenteeism, ensuring continuity in teaching and an improved student experience.
One way that employers can do this is to understand cultural differences in how people work. In Japan, it is common for people to feel a sense of collaboration and community at work if they have regular meetings to make sure everyone is aligned and has a regular chance to check in with things they need in a group setting. In Western working environments, though, most workers feel able to raise issues privately and personally with their direct supervisor, removing the need for so many meetings, which can really drain energy from staff who may feel like this is wasting time they could use to prepare lessons instead.
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Another way to support teachers is to help them understand disruptions to their routines. For example, you may put a new student in their class, helping to make enough money to pay their salary, but an obvious disruption to their class. This may require a change in teaching approach, and the teacher may need additional support with students who aren’t used to regular classroom routines like their other students already are. Helping with new students for a short time with support teachers (team teaching) or at least acknowledging that they are making extra efforts to support new students will be appreciated.
Reduced Turnover and Greater Retention
Teachers who struggle with burnout or feel unsupported are more likely to seek opportunities elsewhere. By fostering a culture that values mental health, you can improve job satisfaction, resulting in greater staff loyalty and a more stable learning environment for students.
For example, when teachers who are already stressed out and overworked have parents come into the classroom for observation days, they may not be able to handle the additional pressure of students struggling to maintain attention with so much excitement in the classroom. Making sure it never gets to this stage by addressing issues teachers have in advance can be critical to avoiding blowups at the worst possible times (i.e. in front of parents or prospective parents).
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It can be hard for employers to spot this as many people do not like to complain at work, and will quietly seek other opportunities when they feel they have been let down by their current employer, or that they have simply learned all the job has to teach. Personal growth is a big motivator for teachers, and there is a sense of pride many of us have in the job when we know what we are doing, we understand how to help our students, and we feel supported by our school to get better at what we do. This may involve organising additional teacher training, collaborative events that give teachers new ideas to try in their classes or better resources to deal with difficult students. All of this helps teachers feel more confident in the classroom, reducing feelings of burnout or helplessness.
Improved Student Outcomes
There is a direct correlation between teacher wellbeing and student success. A mentally exhausted teacher may struggle to maintain patience, adaptability, and effective communication, leading to disengaged learners. In contrast, a motivated, well-balanced teacher can create an inspiring and supportive classroom that enhances student confidence and learning outcomes. Happy teachers lead to happy students, and happy students drive enrollment and reputation.
So when teachers aren’t doing a great job, it can be hard to empathise with them. Naturally, they may negatively impact your business if they are tired and stretched to their limit, and become short tempered or jaded when dealing with students. But they might just need some support: feeling like the school is on their side rather than judging them for their lack of skills could change everything. This might mean dedicating time and resources to helping them improve. If you’re willing to put the work in this can lead to teachers who want to stay at a school that really helped them develop, reducing turnover and getting better results for your students.
Don’t be afraid to fire a teacher who shows no interest in improving though. You can do everything right and still have made an unlucky or unfortunate hiring mistake, and sometimes the best thing you can do for your school and your students is to let them go and find someone who is willing to put in the work and care to succeed.
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Strengthening Your School’s Reputation
In an industry where word-of-mouth and student testimonials are invaluable, a school known for caring about its teachers’ wellbeing will stand out from the competition. Parents and students often seek institutions with a positive atmosphere, and ensuring staff satisfaction contributes significantly to this perception. A school that prioritizes mental health not only attracts high-quality educators but also earns the trust and admiration of students and their families.
Don’t be afraid to let teachers speak to parents and prospective parents. Sometimes your best advocates are your teachers and their friendly and approachable vibe could be what helps a parent decide to send their child to your school. It is always wise, though, not to get too attached. Many teachers change jobs or even leave to return to their country of origin, so getting too attached to a superstar teacher can cause problems if and when that teacher leaves. Make sure to incorporate the values that great teachers show into your schools’ ethos so parents know that even when a favourite teacher leaves, the next teacher will be trained to carry the school ethos as well.
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So what are the main things you can do to support teachers and improve outcomes for students?
- Providing Professional Development: Offering training in stress management, classroom dynamics, and work-life balance can empower teachers with tools to manage challenges effectively.
- Encouraging Open Communication: Establishing a safe space for teachers to voice concerns and share feedback can help identify and address issues before they escalate.
- Promoting Work-Life Balance: Ensuring reasonable teaching hours, offering mental health days, and subsidized health & wellness coaching can prevent burnout.
- Creating a Supportive Environment: A culture of recognition and appreciation, including small gestures such as acknowledging achievements and providing opportunities for relaxation, can go a long way in boosting morale.
By prioritizing the mental health of your staff, you’re not just supporting them—you’re strengthening your business. A healthy, motivated teaching team leads to satisfied students, improved retention rates, and a stellar reputation, all of which contribute to long-term success. Investing in workplace wellbeing is not an expense; it is an investment in the future of educators, students and the success of your business.
About the author:
Juanita Nagai is a 20 year resident of Kansai and a National Board Certified Health and Wellness Coach (NBC-HWC). She supports the English-speaking community in Japan to navigate stress, anxiety and mental health using mindfulness, self-compassion and holistic health strategies. She is also available as a workplace wellness consultant and provides workshops, training, and individual coaching to members of staff at schools and businesses throughout Japan.
