How To Welcome New Staff: The Key to International School Retention

International schools are unique environments that unite educators and students from diverse cultural backgrounds. While this diversity fosters a global outlook, it can also present unique staff retention challenges. The transition for new teachers can be simultaneously exhilarating and overwhelming, and has been proven to directly impact workforce stability.

Adjusting to a new workplace is one thing. Navigating cultural differences and settling into a foreign country presents additional challenges. As a result international schools must take deliberate steps to create a nurturing environment that helps new staff thrive.

A strong onboarding culture isn’t just about first impressions — it’s a key driver of retention. For this reason poor teacher retention is often linked to the school environment and administrative practices. The good news? Building a supportive ecosystem doesn’t have to be complicated or costly.

Here are eight strategies international schools can use to create a warm, welcoming, and empowering experience for new staff.

1. Start Strong: Pre-Arrival Support

Clear communication matters Therefore, begin engagement well before arrival. Share details about the school’s ethos, curriculum, and policies. Include helpful information about the local culture and day-to-day living tips. A comprehensive welcome pack, combined with a ‘buddy’ system pairing new staff with experienced team members, can ease early anxieties.

Support the logistics Help teachers navigate visa processes, housing options, and transport arrangements. Assigning a staff liaison or working with a relocation service shows new hires they’re supported from the start.

2. Structure Onboarding for Impact

Make orientation count A well-planned induction week sets the tone. Include campus tours, introductions to key staff, and sessions on school policies and teaching practices. Another key point is to incorporate cultural orientation to help staff adjust to the local environment.

Build in mentorship Pairing new teachers with experienced mentors is one of the most impactful ways to ease the transition. Mentors provide guidance, emotional support, and a reliable point of contact during those critical first months.

3. Foster a Sense of Belonging

Create connection opportunities Organise social events like welcome dinners, team-building days, or cultural outings. As a result, new staff will be able to build relationships and integrate into the school and wider community.

Promote inclusivity An inclusive school culture ensures every voice is heard. Consequently regular team meetings, open-door leadership, and platforms for staff input help create an environment where diversity is celebrated and respected.

4. Prioritise Professional Growth

Invest in development Demonstrate your commitment by offering CPD opportunities. Workshops, training sessions, and access to resources empower staff and help them align with your school’s pedagogy.

Tailor training support Recognise that new hires may be transitioning from different educational systems. Therefore, training that addresses local curriculum expectations, technology integration, and multilingual classrooms are extremely beneficial.

5. Support Mental Health and Wellbeing

Provide access to counselling Relocating and adapting to a new role can be stressful. With this intention offer or signpost access to counselling services or mental health professionals who understand the expatriate experience.

Encourage work-life balance Prevent burnout by setting realistic expectations and maintaining a healthy workload culture. Consider offering wellness initiatives such as gym memberships or recreational outings.

6. Support Staff Families Too

Help families settle in For staff relocating with families, provide resources to help spouses and children adjust. In particular, assistance with school placements, job support for spouses, and local activity guides will make a big difference.

Foster family networks Encourage a family-friendly culture with events, networks, or online communities that help families connect and build support systems. Subsequently, these networks can offer practical advice, friendship, and a sense of belonging, making life outside of school feel less isolating.

7. Collect Feedback and Keep Improving

Check in regularly Don’t wait until issues arise. Schedule check-ins throughout the first year to gather feedback, answer questions, and ensure new teachers feel supported. Risks can escalate quickly, often quitely and unnoticed. Teachers who feel unheard or unsupported are far more likely to leave. Regular check-ins aren’t just about solving problems. In fact, they’re about preventing them. Building connection, and showing your staff they matter is how retention starts.

Refine your process Avoid complacency – onboarding isn’t a one-off checklist, it’s about culture. Ask for input on the onboarding experience and use it to strengthen your approach. In addition, it’s an opportunity to build connection and set your staff up for long-term success. Continuous improvement shows that staff voices are valued.

8. Celebrate Diversity and Culture

Highlight cultural exchange Celebrate your school’s international spirit with events like cultural weeks, food festivals, and language exchanges. Firstly, these promote inclusion. Secondly, it can help staff feel proud of their backgrounds.

Offer language support If applicable, provide language classes or support for those new to the host country’s language. Helping staff navigate daily life builds confidence and promotes smoother integration.

Final Thoughts On Staff Retention

Creating a supportive, inclusive, and well-structured onboarding experience is one of the most powerful ways international schools can attract and retain high-quality teachers. When teachers feel valued, equipped, and connected — they stay.

At chk Education, we actively build relationships to ensure retention success. Our team personally meets with every candidate face-to-face, completely avoiding AI screening methods.

We can refine your recruitment and onboarding processes to ensure only ideal candidates join your school community. Additionally, our people-first approach enables us to develop genuine relationships with each candidate. Consequently, we provide comprehensive support before placement begins, throughout the transition period, and well beyond their start date.

Above all, we passionately believe in cultivating thriving, collaborative school cultures—ultimately benefiting staff, students, and families alike.

Connect with us today to discover how our relationship-focused approach can transform your school’s recruitment strategy. Our team is ready to discuss your specific needs and develop a customised solution for your institution.