Navigating Teacher-Manager Dynamics: Key Insights and Advice for Educators

Navigating teacher-manager dynamics is essential for educators to create a harmonious and productive work environment. Based on my interaction with several management styles over the years, I have compiled below the key insights and advice for educators:

1. Understand that students take priority over teachers since "The customer is always right." In the context of an educational institution, students are the primary focus. As an educator, it is crucial to recognise that the well-being and educational needs of students are generally prioritised over yours. Hence, line managers are quick to believe their words over yours. It is important that you are always professional when interacting with students. Always document your interactions and leave communication trails. Understanding this perspective will help you maintain a student-centred approach, save you from future problems or allegations, and help you align yourself with the objectives of your institution.

2. Learn to say NO to some tasks. Do not be easily agreeable. Teachers often face various responsibilities beyond their core teaching duties. While being proactive and collaborative is essential, it is equally important to recognise one's limitations and prioritise tasks effectively. Learning to say NO when appropriate, especially if a task lies outside of their expertise or training, allows teachers to focus on their primary responsibilities and avoid burnout. For example, I taught quantity surveying subjects despite lacking expertise in the field. I negotiated remission with the line manager to research and enrol in relevant CPD courses that would prepare me to teach the units.

3. Always seek clarification and approval in writing before embarking on any task. To avoid misunderstandings and miscommunication, it is crucial for educators to seek clarity and approval from their line managers before taking on any new task or responsibility. Having written documentation ensures that both parties are on the same page regarding expectations, deliverables, and timelines.

4. Use the annual review process as an opportunity to record your grievances or concerns. The annual review process is an ideal time for teachers to discuss their concerns, grievances, and aspirations with their line managers. It provides a structured platform for open and honest communication about professional growth, challenges faced, and any support required. Keeping track of achievements and challenges throughout the year can help teachers present a comprehensive review during this process.

5. Leave room for minor errors on the part of your manager. Not everyone is perfect. Recognising that managers, like everyone else, are not immune to making minor errors or mistakes, fosters a more understanding and empathetic relationship between teachers and managers. Avoid jumping to conclusions or taking minor mistakes personally, and instead, focus on constructive dialogue and finding solutions to issues that may arise. However, you may only allow this for managers who have a track record of being reasonable and understanding.

6. Be wary of indirectly snitching on your colleagues. While it is essential to maintain open communication with line managers, educators should be cautious about inadvertently providing information that could be used against their colleagues. Your line manager may want to use your opinion or judgment as evidence against your colleague. If you are asked any hypothetical or direct question, always be slow to answer and ask, Why? Sharing personal opinions or judgments without full context can lead to misunderstandings and negatively impact relationships among colleagues.

7. Never backbite your manager. This reflects who you are and whether you can be trusted. Maintaining professionalism and integrity is paramount in any workplace. Engaging in backbiting or speaking negatively about a manager undermines trust and can lead to a toxic work environment. Instead, focus on addressing concerns through appropriate channels and maintaining a positive and respectful attitude towards colleagues and superiors.

In conclusion, navigating teacher-manager dynamics requires effective communication, professional boundaries, and a focus on the best interests of students and the institution. By understanding these key insights and following the advice provided, educators can build constructive relationships with their line managers and contribute positively to the educational community.

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