By Principal Joshua L. Yeager
Once a year, we deck the breakroom with balloons, pass out donuts, print certificates, and flood social media with posts that read, “We love our teachers!” And don’t get me wrong—Teacher Appreciation Week is a good thing.
But let’s be real: one week of themed snacks and gift cards can’t make up for an entire year of sacrifice.
If we’re honest with ourselves as school leaders, we know the truth—teachers don’t need another tumbler or T-shirt.
They need to feel seen, supported, and valued all year long.
So if you’re a leader reading this, it’s time we stop making teacher appreciation an event and start making it a culture.
Why One Week Isn’t Enough
Here’s what teachers endure that no “Nacho Bar Tuesday” will fix:
- Grading papers at midnight while raising their own children.
- Absorbing student trauma and still delivering instruction.
- Meeting impossible expectations with shrinking resources.
- Giving far more than they receive—financially, emotionally, and mentally.
Appreciation needs to be embedded in how we lead, how we communicate, and how we protect our staff from burnout—not just how we decorate a bulletin board in May.
5 Tangible Ways to Build a Culture of Appreciation
1. Create Consistent Feedback Loops
Appreciation isn’t always grand—it’s consistent.
Make it a habit to write 1-2 specific notes of affirmation a week. Walk into a classroom just to say, “I saw how you handled that transition. That’s expert-level classroom management.”
🔹 Tool: Keep blank notecards or an email draft titled “Affirmations” and schedule reminders to send two a week.
2. Protect Their Time Like It’s Gold (Because It Is)
One of the best ways to show appreciation?
Don’t waste teachers’ time.
Limit unnecessary meetings. Provide planning time. Give permission to unplug. If you can guard one Friday a month from PD or duties—do it.
🔹 Tool: Try a “Golden Friday” once a month—no duties, early release planning time, or a “no email” zone after 3 p.m.
3. Involve Them in Decisions
If you want teachers to feel valued, ask them what they think.
Before launching a new policy, curriculum, or schedule change, invite input. Even if the final decision isn’t unanimous, teachers will appreciate the seat at the table.
🔹 Tool: Use quarterly “Teacher Voice Forums” or digital surveys where their insights lead to real decisions.
4. Celebrate Their Whole Identity—Not Just Their Job
Teachers are more than employees. They’re parents, pastors, musicians, caretakers, and creators. Get to know them. Recognize life milestones. Let them lead with their strengths outside the classroom.
🔹 Tool: Try “Staff Spotlights” or “Hidden Talents Showcases” throughout the year to celebrate the whole person, not just the role.
5. Build a Culture Where It’s Safe to Say ‘I’m Not Okay’
The best gift you can give a teacher is emotional safety.
A place where they can be honest without fear of judgment. Where “I need help” isn’t a liability—it’s leadership.
🔹 Tool: Normalize mental health days. Offer a rotating “Wellness Room” on campus. Provide access to mentoring or pastoral care.
What Teachers Really Want
They don’t expect perfection.
They don’t expect endless praise.
But they do want to feel like their work matters.
They want leadership that backs them up, not just brags on them.
They want trust, respect, and real support.
Teacher Appreciation Week may end, but our appreciation for teachers never should.
Make it your mission to lead in such a way that teachers feel noticed in November, affirmed in February, and valued in June.
Because when you appreciate your teachers all year long—
They don’t just stay.
They thrive.
School Leaders' Think Tank 
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