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The dreaded “career plateau.” Most of us have heard the term or have even experienced it firsthand. This feeling of stagnation can erode morale, productivity, and, in some cases, push workers to find new, more fulfilling opportunities. In fact, the Pew Research Center found that a lack of advancement opportunities remains one of the top reasons Americans say they have or will quit their jobs.
The positive news? Upskilling — expanding or learning new capabilities — can help reignite employee engagement and effectiveness, leading to greater retention. And we’re seeing promising examples of this in Arkansas’ pre-K-12 classrooms.
The Office for Education Policy (OEP) recently reported that Arkansas’ teacher retention rate “held steady” in the 2024-2025 academic year. However, the OEP also noted that work remains to address our educator shortage, particularly in high-need geographic shortage areas. According to the OEP, one of the leading factors teachers cite for leaving the profession is a lack of influence over school policies and practices, as well as a scarcity of promotion and advancement opportunities. Without explicit room for growth, the OEP discovered, educators may experience low levels of well-being and job satisfaction, both of which lead to increased turnover.
Nearly every sector invests in employee development to drive innovation and retention, and K-12 education should be no different. According to a Gallup study, a growing number of employees believe they need additional skills to be “exceptional” at their jobs. Yet research by McKinsey & Co. found that nearly half of workers who want to participate in professional development to acquire new capabilities are unable to do so due to cost or time constraints.
At Forward Arkansas, we have seen how offering meaningful, job-embedded pathways for career growth can help pre-K-12 educators stay and thrive in the classroom. A clear proof point is the LeARner Collective. This first-of-its-kind initiative provides participating teachers and school leaders with responsive expert coaching, ongoing support and professional learning experiences to collaborate, grow and sharpen their skills. Through this unique opportunity, educators gain dedicated time to design and implement innovative strategies that improve student learning.
Another promising example of upskilling is the Arkansas Department of Education’s Lead Professional Educator Designation, which “allows teachers to divide their instructional time between responsibilities to students and responsibilities for adult leadership.” As a Lead Professional Educator, individuals can continue doing what they love — teaching — while stepping into more advanced roles at their schools by mentoring other teachers. In short, this pathway gives exceptional teachers the chance to further their careers without leaving the classroom.
Today, perhaps more than ever, the demand and need for upskilling are undeniable. By continuing to promote transformational development initiatives, such as the LeARner Collective and the Lead Professional Educator Designation, we can enhance teachers’ job satisfaction. We can also stabilize and strengthen Arkansas’ teacher pipeline — ensuring educators feel equipped and empowered to lead classrooms and improve student learning across the state.
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