My staff are stressed

[HedgeHogGroup]

Help! I'm a HT and my staff are stressed. I genuinely don't feel that I'm asking TOO much of them but the old HT didn't ask anything of them - no monitoring etc. I'm implementing changes to things that were picked up in the last OFSTED and am careful before asking them to do anything extra and know that we're doing the bare minimum to get 'good' because the consequences of 'requires improvement' will be more stressful.
I don't know if its end of half term blues or if there's something extra I can do for them... any advice????

Take them out for a piss up, no just kidding, but do you manage to praise them much? I know nothing about this but I did have a great boss once who always managed to sound pleased with what you did, found something positive to say about you to your face, she was great.

My management philosophy is 'ask for a horse, get a dog'. So you needed to start with the requirements for outstanding so that you could lower your sights.

Come back after half term and call a staff meeting, giving them the job of deciding what needs to be done to become an outstanding school, and a fortnight to come up with their own action and implementation plan.

I use lots of praise and regularly provide sausage & bacon butties to keep morale up. We do socialise together but I don't want to intrude.
They know that I desire for us to be 'consistently good' but not 'outstanding' as I think its setting us up for a fall in the future when the goalposts shift again.

Don't do widespread meaningless praise. I think a quiet 'Thank you for your hard work...it really is having a positive impact on the outcomes for the children in your class. I recognise what you do....etc' helps a lot.
The atmosphere is not great in my school either- assessment week, strike dividing the team etc. I have sent an all staff email telling them I'll be propping up the bar in our local from 5pm on Friday and would value company! Lets see what happens....hope I'm not alone......bit scared now..

A quiet drink sounds nice to me!!

Hedgehog and spud, can I come and work for you?

Bacon butties and sincere praise, plus I'd be glad to work for so someone who has realistic ideas.
Sadly, I have had quite different experiences.

You sound really thoughtful, OP, it must be difficult to take over a staff who have had no support or monitoring previously.

I agree that individual, specific praise is far better than blanket praise.

Is it possible that your outlook of "We're not going for Outstanding" and "They'll only change the goalposts again" might be rubbing off in a negative way? It might me me feel as if my HT didn't feel I was very capable. I've always achieved most when led by someone saying "Of course you can do it, why on Earth not?"

I'm really not being critical, just wondering.

Sorry to hear that MrsCinnamon.
HedgeHogGroup- it's a lonely job, so a quiet drink it may well be!

However, I can't see how, in this climate, you can do anything but aim for outstanding.
I think for me the key is to be included, to feel part of the team heading for the top, working together and not just being told what to do.
Value your best asset, your staff and use their knowledge and expertise.

Get staff to evaluate as a TEAM where the school is at and agree simple practical things that you can all do, in order to tick the good and outstanding boxes.

Not at all a lack of ability - I am blessed with a staff who are all good or outstanding and each on their day can be outstanding. We are not, however, blessed with a community which fits with Mr Wilshaw & Mr Gove's image of a school.
I praise both publicly & privately & the staff know that my lack of enthusiasm for outstanding is more a judgement of OFSTED than of them.

Make sure all your internal school systems and processes work smoothly eg results analysis, setting meeting agendas and providing minutes, report writing, communicating with staff and parents, trips processes etc. Poor admin systems, poor communication and tight deadlines make things really hard in a school!

And I agree that aiming for outstanding would be more motivating for staff.

You sound like a lovely head!

"I'm implementing changes to things that were picked up in the last OFSTED and am careful before asking them to do anything extra"

Just a thought but this is a very 'directing' statement (and I know that's sorta your job!) but maybe you could think about including them in the decision making about what was identified at the last Ofsted and getting them to work out what they need to do. Not my natural style of management, but in a team you need them to accept the changes are their responsibility (and their ideas) and come up with the solutions (that you probably already knew but now they are engaged with).

Funky its probably my inner barrack room lawyer coming out here, but I'd really resent that:

"Come back after half term and call a staff meeting, giving them the job of deciding what needs to be done to become an outstanding school, and a fortnight to come up with their own action and implementation plan."
If they're already feeling over stretched they won't want to spend time drafting something the ht is paid to design and deliver.
Meaningful praise and listening is supportive though.

Thank you, I knew you lot could help

Help yourself why would you resent being part of the solution to the problem? Surely it's a school issue, and the whole school needs to resolve it?

It's chippy of me I know, and in my current job I'm happy to propose changes and implement and manage projects. However when I was a teacher, admittedly not SMT we just didn't have the time to do what we were timetabled to deliver. Anything else was too much.
I'm not saying its good- but it is typical for a teacher.

Of course I'd never resent being part of the solution, but there's often a culture where you're asked to come up with suggestions that can't or won't be implemented.

Inject a bit of fun somewhere, anywhere. A happy staff is a productive staff. Secret Santa at the end of term is a winner, birthday cards are nice (make sure they're handwritten!), cake day Friday?

We get Krispy Kreme donuts after every inspection (we're in special measures - we eat a lot of donuts!)

I agree with Waferthinmint. I would add that it is demoralising when what you do isn't seen. I am not talking about monitoring people to death (that's what happens at my school - providing evidence for people monitoring me takes up more of my time than marking at the moment - it's ridiculous), but if you ask for planning folders or assessment data to be done - look at it and acknowledge the work that went in. It's not all that difficult.

I have a Head who will never say anything nice without following it up with a 'but' in case anyone gets too big for their boots. Morale is crushingly low at the moment. Staff are paranoid about whether they are 'in favour' at the moment. Don't do that - be transparent.

Also, morale is being sapped by members of staff who get away with doing very little and despite lots of complaints from colleagues, suffer no consequences when other staff members would have been dragged over the coals by now. Don't do that either. Be fair.

I'm sure all of that is true. Just giving a perspective.

I had a letter in my pigeon hole from my head after a walk round to say thanks for creating an irresistible climate for learning - it made me cry. In my previous school all I ever had was criticism and nit picking.

As teachers we seek approval. Just like children we will work our socks off for the person who believes in us.

Thanks Miaow- I feel I do cover a lot of that- photocopier always works and I am more sceptical than is healthy for a 34 year old woman

I'm an NQT - our SLT (including my mentor) are lovely, and you sound lovely too.

We were all given copies of the sheets SLT assess us against (displays, files, books, presentation, resources etc). It makes it relatively easy to keep on top of things. I know, for example, that my desk needs a sort out, but my books are up to date, my files are fine and my displays are on track. I would know that anyway, iyswim, but it is nice knowing that I am doing what they want done.

I agree to making time to comment on things. I get plans back with a little note written on them, and then verbal feedback at handover (often in front of the class, so a bit vague/cryptic, but a smile and "really good, thank you Miss" goes a long way).