By Brandy Keller
November figures from the U.S. Bureau of Labor Statistics show a dramatic shift in the education workforce: between September 2020 and September 2021, the education sector saw roughly 3.3 million employee resignations. These departures mark an unprecedented level of turnover and have fundamentally changed the hiring and retention landscape for schools.
The so-called Great Resignation has pushed many educators out of long-standing roles as they look for positions that offer greater flexibility, more efficient workflows, and stronger investments in technology. At the same time, school leaders are responding by focusing on employee well-being, streamlining time-consuming administrative work, and investing in systems that make daily operations easier.
Research and reporting have identified several drivers behind the exodus: the COVID-19 pandemic, compensation concerns, and disagreements between staff and administrators over policies and priorities. Those factors signal both a need for improved pay and, importantly, a need to reduce burdensome non-teaching tasks so educators can concentrate on instruction.
Why Modernize Your Technology Now?
When school leaders equip staff with modern tools that support safety, health, and productivity, job satisfaction improves. Studies indicate a meaningful share of administrators and teachers would remain in the field longer if they had better technology systems. Practical classroom and back-office tools—such as virtual whiteboards, student information systems, and integrated accounting and billing platforms—cut the administrative workload that so often pulls teachers away from instruction.
Moving administrative and accounting systems to cloud-based platforms allows staff to access essential programs from anywhere, not just inside school walls. That accessibility increases operational efficiency, reduces cybersecurity exposure relative to poorly maintained legacy systems, and boosts employee satisfaction by enabling flexible workflows. Though the initial investment in technology can be front-loaded, the time savings and improved staff retention yield strong long-term value.
The Benefits of the Cloud
Cloud-based solutions typically offer stronger security and easier maintenance than traditional on-premises systems. Reputable SaaS providers are audited against advanced security, availability, and privacy standards, and they apply encryption to files and metadata to protect data in transit and at rest. These protections make it far less likely that sensitive information will be compromised and allow staff safe, reliable access to data 24/7.
Beyond security, cloud platforms reduce the administrative overhead that comes with maintaining legacy infrastructure. They simplify onboarding, centralize updates, and provide scalable features that support growing or changing school needs. In short, the cloud enables administrators to spend less time wrestling with technology and more time supporting teachers and students.
Happiness 101: Administrative Relief as a Retention Tool
Reducing administrative workload is essential to maintaining long-term staff happiness and retention. Practical examples show how targeted technology can transform operations. For instance, Le Jardin Academy in Kailua, Hawaii, faced an admissions and financial aid process that demanded extensive manual work and limited outreach to prospective families. The school implemented a comprehensive student management solution focused on financial aid and moved most of the process online. The result: dramatically fewer manual hours and a faster, more accurate workflow.
Before the new system, the financial aid office at Le Jardin Academy spent the better part of each day on manual processing. After implementation, the process was reduced to a couple of hours a week for the team responsible for awards, according to the school’s Director of Admissions, Jennifer Souza. That kind of reduction in daily administrative strain frees time for higher-impact work and improves the overall workplace experience.
As schools navigate the aftermath of large-scale resignations, the opportunity to invest in people and systems has never been clearer. With organizations expected to do more with fewer resources, streamlining operations and adopting cloud technologies are among the most effective strategies to protect enrollment, retain talent, and sustain mission-focused work.
Hybrid learning models and increased investment in ed-tech are also helping retain educators. In one study of school leaders, 40 percent indicated they would continue operating in a hybrid model if required to return to the classroom, and an additional 18 percent said they would maintain hybrid approaches if they had more resources to do so. Meanwhile, roughly one quarter of respondents reported they would remain in the field longer if given better technology—highlighting the direct connection between modern tools and workforce stability.
In short: upgrading technology is not just an efficiency play. It is a strategic, mission-driven investment that supports staff well-being, strengthens data security, and gives educators more time to teach. As schools plan for the future, cloud-based systems and streamlined administrative processes will be central to rebuilding a robust talent pipeline and ensuring students receive consistent, high-quality instruction.
About the author
Brandy Keller is Vice President of Product for MIP Fund Accounting at Community Brands. She leads product strategy for software used by schools and nonprofit organizations, partnering closely with customers in the education and nonprofit sectors to understand their challenges and opportunities. Through user research, market analysis, and technical diligence, she has launched next-generation solutions, modernized legacy platforms, and built strategic partnerships across the industry.
This article was originally published by The Learning Counsel, a research institute and news media hub focused on the transition to digital curriculum in education.