In our most recent State of Technology in Education survey, 74% of teachers reported an increase in their workload during 2020 – and 58% of respondents suggested that teachers at their school had been available to speak with students or parents outside of teaching hours. While this is partly to do with the temporary shift to remote learning, it’s clear that teachers’ work is changing.
With educators under pressure to learn new skills, implement digital-first strategies and provide support for students, parents and even colleagues, the ‘always on’ teacher is becoming increasingly common.
As a result, it’s more important than ever for schools to follow an established wellbeing strategy that supports staff and promotes mental and physical health. If you’re looking to refresh your school’s wellbeing strategy, and would like to know how technology can play a part, here are a few questions you can ask …
Questions to ask the School Management Team (SMT)…
- From a wellbeing perspective, what are your main concerns for staff?
- What type of learning environment would you like to see in our school within five years? (eg digital-first, rounded classroom)
- What tools could help us achieve that learning environment while also freeing up teachers’ time and workloads?
- Can you think of any other practices or initiatives which would support staff wellbeing?
Questions to ask your IT managers…
- What classroom solutions would you like to see in our school within five years?
- How will those technologies support staff wellbeing above and beyond teaching and learning functionality?
- At the moment, do you think education technology is generally adding to or reducing staff workloads?
Questions to ask the teachers…
- Which factors are having the biggest impact on your workload and wellbeing?
- Are there any technologies or other solutions you know of that could support staff wellbeing, that we don’t already use in our school?
- Are there any regular activities you think could be made simpler or quicker using technology?
Once you’ve noted down answers to these questions, making sure to have gathered as many perspectives as possible, it’s time to start putting these insights into action. Think about where each group’s priorities overlap, and where they differ. If they differ, can you find a solution that works for both?
When it comes to formulating your wellbeing strategy, assign each goal to an individual or department and consider how you’ll measure progress and eventually completion.
Remember, setting out your new wellbeing strategy is just the start. Make sure to communicate it with your staff to make sure everybody understands the positive steps that are being taken – and always keep an eye out for new opportunities.