It is not uncommon for teachers to take away students in training institutions, especially cultural institutions. Generally, one teacher teaches a group of students from enrollment to graduation. Over time, the teacher becomes familiar with the teaching rhythm, and the students After getting familiar with the teacher's teaching methods, he "gangbang" broke away from the original institution and established a new school.

Not long ago, I heard about such a case. A teacher, a training institution that had just opened, was a partner. Two teachers were responsible for admissions and teaching. As a result, the partner took away nearly 200 students and opened a business nearby. This incident gave him a big blow.

Is there a contract or agreement that can restrict this behavior?

Actually there is no such thing! Because it’s too difficult to define

1. You can’t define whether the teacher took the initiative to take the students away or whether the students “voluntarily transferred to another school.”

2. Even if the teacher admits "I took away your student", you cannot implement effective punishment measures against him.

The departure of good teachers has a devastating blow to the institution. How to solve the problem?

The turnover of personnel in the education and training industry seems to have long been commonplace.

In 2014, Gao Siquan Chinese Language & Literature suffered a large-scale resignation incident.

In early 2014, Wuhan New Oriental experienced development pains. Several top managers, represented by Li Zhe and Zhou Liangqi, resigned collectively to establish Zhengxue Meitu, an overseas examination training institution.

At the beginning of 2016, Lekeli recruited nearly a hundred teachers from Xueersi on the condition of high salary, and subsequently hired thousands of students.

……

The high turnover rate in the teaching and training industry often makes principals miserable. Once a teacher leaves, in addition to the corresponding superposition of recruitment costs and training costs, there are also There may be problems such as the reputation accumulated by teachers taking away students, the cost of training previous teachers being wasted, and new teachers being unable to adapt quickly.

Therefore, in order to avoid this kind of situation from happening, we will share with you today how principals can prevent teachers from leaving their jobs and taking away students!

You must know that there is no way to completely prohibit the resignation of teachers.

How the principal prevents problems before they happen is more important than fixing the problem before it happens!

▌Establish a scientific performance system

Teachers will always be the core resource of the school. Instead of avoiding risks, it is better to take the initiative to establish a scientific performance appraisal system.

Quantitative teacher performance appraisal. Whether it is the admissions conversion data of admissions teachers or the academic service data of teaching teachers, it must be based on evidence, quantitative assessment, and fair and just.

▌Establish a good talent echelon of teachers and improve the training system

We can value key teachers, but we cannot rely on them.

It is unwise to put all your eggs in one basket, and it is also dangerous for a school to rely on only a skeleton teacher.

Establishing a good teacher talent echelon requires a well-formed training system as a prerequisite.

It can quickly copy talents in a short period of time, so that newly recruited teachers can grow in a short time, and can also reduce losses and prevent the school from being "kidnapped" by a certain famous teacher; at the same time, this will also damage Key teachers have the mentality of "supporting the troops and respecting themselves", thereby reducing management risks.

▌ Establish a standardized teaching service system

The so-called standardized teaching service system means that different teachers are responsible for different work aspects.

For example, teaching, enrollment, operations, after-sales and other aspects cannot be taken over by a single teacher, thereby reducing the irreplaceability of teachers.

Teachers will only consider leaving their jobs when their teaching ability can lead them to stand alone. Parents of students are more concerned about the continuity and development of teaching content, not entirely because of the teacher himself.

Therefore, it is very necessary for training institutions to establish a standardized teaching service system. Cultivating teaching specialists instead of all-rounders can not only ensure the quality of teaching, but also reduce the attrition rate.

▌ Use teacher-student letters instead of WeChat QQ for home-school communication

Many schools where resigned teachers take away students are mostly because they do not have standardized communication tools.

When a teacher leaves, fails to make a good handover or for other reasons, the teacher is able to contact students in large numbers and take them away.

Using teacher-student letters for home-school communication can completely avoid this problem. When a teacher resigns, the school will immediately recycle the account to avoid various problems caused by the teacher leaving without handover.

When a new teacher takes over the account of a resigning teacher, he can check the records of previous communications and communicate seamlessly with parents to avoid the turbulent feelings caused by the teacher's resignation.

For a well-run education and training institution, an excellent team of teachers plays an indispensable role. However, in recent years, more and more outstanding teachers in the education and training industry have chosen to leave.

Some of them have been working in the education and training industry for many years, and some choose to leave after working for a few months. Some leave resolutely, while others are entangled in their hearts.

About leaving, this is what they said...

In 100 days, the same content was repeated sixty or seventy times, and I felt that my body was hollowed out;

< p> As a teacher, I don’t get the respect that teachers deserve;

There is almost no room for promotion. Maybe I will still be like this in three years;

My child is a bit naughty Problem, parents put all the responsibilities on us...

*The names of the following interviewees are pseudonyms

Liu Lingling | Former one-to-one English teacher

p>

◆?◆?◆

Working as a one-to-one English teacher in a primary and secondary education institution in Beijing was Liu Lingling’s first job after graduating from university. At that time, her income was 2 to 3 times that of most of her classmates, so in the eyes of her classmates, she could be said to have "found a good job." She had only been doing this seemingly good job for half a year.

"Teachers don't have normal weekends, and their working hours are not regular. Because of this job, I almost don't have time to get together with friends." Liu Lingling recalled that students have to be at school during the day from Monday to Friday. In class, her classes are almost always scheduled in the evenings from Monday to Friday and on Saturdays and Sundays, while her friends’ working hours are exactly the opposite of hers.

For a long time, she and her friends didn’t even have a chance to have a meal together.

In addition to work and rest time, Liu Lingling said that there were two other reasons why she chose to leave the position of teacher. One was that teachers in training institutions were not highly respected, and the other was that the personal nature of the teacher profession was Development is limited.

"For example, salary, a teacher's salary is determined by the number of classes. Although the income was very high for me as a fresh graduate at that time, in 3 to 5 years, my income will not be much. Big changes."

Chen Zexi丨former one-on-one high school chemistry teacher

◆?◆?◆

"In the five years I have been a teacher, I I have never thought about what I want to do in the future. Even when I left in 2015, I definitely didn’t want to do the job of being a teacher again.”

Talking about the past, Chen Ze said. Xi's tone was very firm. When his working condition reached his physical limit, and even if his future after leaving was uncertain, he did not hesitate.

"Tired" is Chen Zexi's biggest feeling during the five years he has been a one-to-one teacher. The institution where he works has no shortage of students. During busy times, classes are held from 8 a.m. to 12 midnight, and students even request classes during the one-hour lunch break.

"When I first started, I was very energetic, and I felt that the high salary could hide many problems. The first three years were actually quite enjoyable, but then I became more and more tired, and my body couldn't stand it anymore," he said. .

Due to long-term fatigue, Chen Zexi found that his body gradually developed problems in the next two years. Sometimes during class, he would suddenly experience symptoms such as nausea and stomach discomfort. "At that time, the nervous system was very tired, and I would think that if I continued like this, I would die directly one day." For the sake of his health, he chose to leave.

Wang Yang丨Former Chinese teacher

Talking about his experience as a teacher, Wang Yang on the other end of the phone talked endlessly. She was once a gold medal lecturer at a training institution in Nanning, but eventually left the industry. There were many reasons why she chose to leave, but most of them were related to the parents of the students.

"The polarization of parents in our school district is very serious. Some parents are very cooperative with teachers, but some parents are very extreme." Wang Yang still clearly remembers that two years ago, there were two parents in her class. The two children fought with each other, but reconciled after a while, so she didn't pay too much attention to it.

What I didn’t expect was that when this incident reached one of the children’s father, it suddenly became out of control.

"His father kept complaining about our team, and even called me when he was drunk for three days in a row, saying that he would throw acid on me." Wang Yang said that she had received similar threats more than once. once.

"Some extreme parents don't take care of their children very much. If their children have some minor problems, they will put all the responsibility on us." Because parents are worried about their personal safety, and the future of the teaching profession With limited development, Wang Yang decided to give up the gold medal lecturer title he had earned through hard work and chose to change careers.

Many reasons come together to prompt teachers to resign. The resignation of outstanding teachers is almost a devastating blow to educational institutions, but in Xue Bangjun’s view, all this is not a problem!

Therefore, only by reducing the importance of teachers, solving the dependence on teachers, and establishing a teaching and research system can we fundamentally alleviate the problem of teacher loss causing heavy losses to training institutions.

Practical methods for building a salary system

Misunderstanding: The more indicators in performance appraisal, the better

Every school will have a teacher KPI assessment system, which is good for teachers. Evaluation and scoring are conducted on multiple indicators such as values, class duration ranking, class continuation rate, number of students who dropped out of class, length of service, etc. This is a design that "looks beautiful", but the fact is that everything is tested, but nothing is tested.

Because in the short term, teachers are confused by you. They don’t know what the focus of their efforts is? Therefore, we have summarized a method for selecting assessment indicators:

Assessment should be based on results, and assessment on process will cause repeated incentives.

For example, the two process-oriented assessment items of recommendation (the teacher recommends students to learn other subjects) and admiration (old students lead new students) and the result assessment item of the teacher's class size are repeated incentives. So if the process assessment items of repeated incentives are cut off, what results should class teachers assess?

That is: class renewal rate, class full rate, class withdrawal rate, and length of service.

How to design performance in educational institution management positions?

Almost all management positions such as teacher training positions, teaching and research positions, principal positions, publicity positions, and parent community operation positions in educational institutions are selected from teachers.

1. Management and teacher salary must be separated, and the two lines should clearly define their respective performance systems.

Do not increase the teacher's class fee just because the teacher has done a good job in management. Otherwise, the teacher's focus will be obscured by your incentive policy again. Of course, don't raise teachers' management salaries just because they teach well. This is not conducive to the establishment of a management salary system when there are more people in management positions.

2. For the salary system of management positions, you can refer to BAT

The design of management salary should not be complicated. Nowadays, BAT (Baidu, Tencent, Alibaba) popular salary + year-end bonus + stock system Can be used as a reference.

Salary: Reflects working hours + work ability

Year-end bonus: Reflects contribution last year

Stocks: Reflects expectations for the future

< p> 3. First quantify a department's KPI, and then quantify individual KPIs

First, formulate the department's KPI, such as the quantity, market share, ranking, etc. of a certain product. Then after the larger BOSS feels that the department KPI is OK, the project manager will break down the entire group's KPI into everyone's KPI. Both the superiors and subordinates of the project manager can see it. After the breakdown, the project manager will also communicate with everyone. Are personal KPIs reasonable?

Personal KPI indicators can be the accuracy rate of a certain project and the search relevance improvement rate. For example, the most important monthly personal KPI of the Baidu anti-fraud project team is the cheating ratio of each search engine. This ratio cannot be greater than 5%.

4. Ordinary salary increases are based on performance, promotion salary increases are based on ability

In addition to year-end bonuses, salary increases are divided into two types: promotion salary increases (Baidu divides employees into T1 to T9 level), salary increase without promotion (ordinary salary increase).

The general salary increase standard will mainly refer to the KPI completion status in the first half of the year, but leaders will also consider comprehensively, such as who works the hardest this year, who has the best results, and whether a salary increase is needed to stabilize the team or individual and other factors.

If you are promoted for salary increase, you need to answer the question. During the answer, you need to make a PPT and list your work since the last promotion (or joining) to see if you meet the promotion requirements. The defense judges are the leaders of other teams. There are 5 judges each time. They give evaluations and scores of "strong support, support, weak support, and no support". Finally, a certain number of employees are selected for promotion. The salary increase after promotion is relatively large. .