Three tips for managing teachers in educational institutions, your campus will be even more unique

Time:2026-01-19

Source:Artstep

Are there always a few teachers who are not very willing to cooperate with their work?

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Is the new teacher growing slowly?

Is it difficult to improve the enthusiasm of teachers?

Are there always a few teachers who are not very willing to cooperate with their work?

In short, the management teacher

hard! hard! hard!

It's even harder to unify people's hearts!

How to solve these problems?

Tip 1: Learn to Authorize

1. Willing to authorize

The principal and managers should let go of psychological barriers, be willing to empower, give employees opportunities for training, and let them learn to grow. Don't do everything yourself, as the principal will only become increasingly tired and lack energy, leading to the above-mentioned problems.

2. Understand what true authorization is

After assigning tasks, regardless of their size, managers should trust the teachers to do them well. Even if the completion is unsatisfactory, it is not too late to make reasonable suggestions afterwards. Don't be unable to resist giving guidance during the teacher's execution process, as it will make the teacher feel sad and unable to do anything well.

3. How to truly authorize?

While handing over opportunities for performance and tasks to teachers, managers should also play a supervisory role throughout the entire process.

When assigning tasks:

Tell the teacher:

(1) The school will fully support you;

(2) Is there any difficulty? If you have any, you can tell me now.

(3) Don't have too much pressure, you are excellent, I believe you can do it.

After completing the task:

Be sure to tell other teachers at the meeting or in front of all teachers:

I have assigned this task to Teacher XX, who is fully responsible for it. Please follow this teacher's arrangements and do not come to me if you have any questions. Please contact her. If she cannot solve the problem, she will naturally come to me. I hope that every teacher can fully cooperate and help Teacher XX together.

What is the purpose of saying these words?

Firstly, authorized teachers are psychologically respected and trusted, and they are more confident and proactive when doing things.

Secondly, other teachers will fully cooperate once they find out.

4. Precautions for Authorization

Firstly, when assigning tasks, it is important to assign responsibility to individuals

By assigning responsibility to individuals, any problems that arise can be quickly addressed by the responsible teacher, avoiding the phenomenon of shirking or evading responsibility.

Secondly, tasks should be quantified and have a deadline

The tasks assigned by managers must have specific requirements. When assigning tasks, it is important to clearly state when (to the exact date and time) and in what form (completion status) they will be submitted to the specific location (specific person).

Tip 2: Learn to recognize

Step 1: Get to know your employees

Help students grow up healthily and promote a happy life for employees. If you don't know your team members at all, how can you help them, guide them, and inspire them.

Step 2: Carefully supervise and be good at discovering employees' strengths

During the process of the teacher's task execution, the manager first observes with their eyes, notes down the problems, and provides reasonable suggestions after the task is completed. Do not blindly participate in the teacher's execution process, which will give the teacher a feeling of distrust, and even feel that none of their efforts are good, thus lacking confidence to do it.

Every teacher has their own strengths, and it is important to discover them with care in daily teaching, meetings, and life.

For example, once I was training our teacher to make bracelets, with the goal of successfully completing a bracelet. During the activity, I discovered several different situations:

The first type of teacher: They make up quickly, learn quickly, and immediately start learning new methods on their own.

The second type of teacher: They make up quickly and learn quickly, but they don't immediately learn new methods on their own. Instead, they work hard to help other teachers who don't know how to make up.

The third type of teacher: slow in editing, old editors make mistakes, but still repeatedly disassemble and re edit until they succeed.

The fourth type of teacher: Unable to come up with the first method, gave up after dismantling it twice and immediately tried other methods.

In the end, each of them successfully completed a bracelet.

Similarly, it is an activity that people may perceive as perceived;

The first type of teacher: They never help others and lack the spirit of being willing to help others;
The second type of teacher: Am I teaching now or are you teaching? Just do what you should do;
The third type of teacher: Why is their hands-on ability so weak;
The fourth type of teacher: does not know how to persist;

And what I see from it is:

The first type of teacher: Strong hands-on ability and excellent learning ability. I will ask for their help when I need to do hands-on homework tasks.
The second type of teacher: very willing to help others. When a teacher is in difficulty and I don't have time to take care of her, you can arrange for her to attend. There's absolutely no problem.
The third teacher: Super determined and persistent. If there is an ordinary task that requires long-term persistence, it is more suitable to arrange it for her.
The fourth type of teacher: daring to change, very courageous. She is not afraid of difficult things entrusted to her, because she has the courage to take a different path when this road is blocked.

So discovering and recognizing our teachers in this way, and integrating their personality traits and strengths into our work, will be of great help to our management. Just like in Journey to the West, the three disciples each have their own strengths and weaknesses, complementing each other, and ultimately achieving the team's ultimate goal.

Step 3: Be able to praise

In the book 'The Weakness of Human Nature', it is mentioned that the most profound driving force in human nature is' the importance of hope ', and praise and commendation are the best ways to encourage people to develop their abilities to the limit. The power of praise is suitable for both students and teachers.

What are the forms of praise for teachers?

1. Face to face praise

When you find that a teacher has done well, just say it directly, just like we praise our own students.

Example:

1. Thank you for your hard work!

2. Your idea is good and creative.

3. You have been very efficient in doing things recently, and you have been very meticulous in completing them.

4. Ah, that's a great idea. You've thought it through very carefully.

5. Thank you very much for your cooperation in the work.

6. Wow, you have such high execution ability, you completed it so quickly.

7. Your method is very good, I have to learn from you.

8. I think you handled this matter too well, I overlooked many details.

9. You have recently improved your ideological awareness, and your approach to things is different.

10. Today I heard parents praising their students for liking you at the front desk. It seems that your charm is quite impressive!

11. Today, passing through the hallway, I heard you in class, full of passion, and the students were very cooperative. That's great!

12. Your class extension is so high and impressive!

In addition to direct praise, there are also SMS and WeChat commendations.

Sometimes, when I suddenly see a teacher and say a word of praise to them, it may make people feel that it is not so sincere. At this time, a short message or WeChat, this kind of textual expression, will be appropriate and can make the other person feel that I am very satisfied and care about her in my heart.

2. Public praise

The occasions for public praise can be at meetings, when many teachers gather together, or in WeChat groups.

3. Praise from behindStep 3: Be able to praise

Identify which teacher did a good job and praise them when providing feedback to superiors or during regular conversations with others. Then the person who hears it will give words of praise to this teacher at the appropriate time, which will bring us teachers considerable encouragement.

Tip 3: Learn to give advice

1. Private advice

It's not a fundamental mistake. Generally speaking, we don't blame the teacher. At most, I would like to remind them. If it's the second time, I will privately communicate with the teacher to pay attention. Because no one likes to be criticized in public.

Also, don't say to the teacher: I think you can make changes like this here, I think you can make changes like this there. But rather, when I listened to Teacher X's class, what was her classroom like? I suggest you learn from her how to improve. In this way, teachers are more likely to accept my suggestions and make improvements.

2. Clever Suggestions

When we praise students, we often start with their strengths and then move on to their weaknesses. If we do the same to our teachers, it can backfire. For teachers, when we encounter problems, it is more appropriate to say: You have done all of these things well before, and they have brought me some new inspiration. Do you know if it is feasible or not? At this point, the teacher will surely follow up with great concern: What inspiration? At this point, you can smoothly put forward your suggestions, and the teacher will gladly accept them.

3. Timely Suggestions

If we discover serious problems during the teacher's task execution, we must provide timely suggestions to avoid affecting the reputation of the teacher and the school.

When parents are dissatisfied with their teachers for various reasons, it is important to provide timely advice and handle the situation promptly. If the issue is not resolved, the teacher's mood will also be extremely bad, and parents will continue to believe that the school's teachers have not done enough, leading to dissatisfaction with the school. While providing reasonable advice in private, timeliness is also quite important.