It’s been a hot minute since I’ve written a blog on this site but, as we approach the end of a busy Autumn term, I feel like I have some semi coherent* thoughts on wellbeing and workload. This is something I’ve spent a lot of time thinking about and (not very modestly) I consider my management of the workload of my team as one of my** strengths as a HoD.
Firstly, I think it’s really important to note that staff wellbeing is strongly linked to workload. I’ve always strongly suspected this, but Teacher Tapp recently did some research that suggested that “we can clearly see that teachers working the longest hours are reporting the lowest wellbeing in our survey.”

It makes sense. More work means less time to do what we enjoy in life. Less time spending time with family. Less time doing hobbies. Less time unwinding. Less time doing whatever we want.
If a school is serious about improving staff wellbeing then it needs to be serious about reducing staff workload. There’s nothing intrinsically wrong with a school offering yoga & mindfulness classes to teachers to improve wellbeing (as long as you don’t make it compulsory) but this is trying to treat the symptom instead of the cause. Policies that actively reduce workload are needed***.
Now I’m not going to concentrate too much on how to reduce workload here as I’ve spoken (at ResearchEd) and written about it before (https://sciencedoctor.school.blog/2022/02/05/managing-teacher-workload/). But a summary of ideas is:
- Feedback policy instead of extensive comment based marking of books.
- Shared resources. No point everybody planning the same stuff over and over again.
- Booklets. No standing by the printer every day.
- Flagging deadlines far in advance and giving sufficient time to meet deadlines.
I’m mostly going to talk about the concept of “workload creep” and build on Peps Mccrea’s excellent blog on “de-implementation” (https://snacks.pepsmccrea.com/p/de-implementation). And, by the way, if you haven’t subscribed to evidence snacks then do!
Workload creep is the gradual increase in workload over time. Schools naturally have the temptation to introduce new initiatives each year. New initiatives to try and make this academic year more successful than the last. New initiatives as perhaps there’s a new member of staff in a role (who has new ideas). New initiatives after some new research. New initiatives as a reaction to some new problem within the school.
Now trying new stuff is great. Part of being a successful teacher is reflecting on your practice and trying to improve it. The trouble comes when you’re constantly adding new initiatives and things to do but not actually removing another task in the process. If you never remove older tasks then gradually workload will “creep” up over time. If that happens too much then staff wellbeing might suffer. If staff wellbeing suffers too much then they might apply for jobs elsewhere. If they’re not replaced (as might happen in the current recruitment crisis) then there’s now fewer staff to do the same work. Workload gets even worse. Even more staff leave. Crisis. A crisis that has started with good intentions.
I’m clearly being dramatic, but this is a cycle that many schools are seeing (especially in a subject like physics). So what can we do? Well broadly, we need to de-implement old things if we’re implementing new things. One thing in, one thing out? Probably too blunt but that’s the gist of it.
So how do we choose what to de-implement? Well we need to be in the habit of regularly reviewing what tasks we complete. In particular, we should think about the “ratio” of a task (the ratio of time spent on a task to its impact). Oh look, a fancy graphic to show this:

If a task has a high impact but doesn’t take much time then it should be prioritised. I put “live marking” during circulation in a lesson in this category. I strongly believe that feedback is most powerful in the moment.
If another task is high impact but will take a while then it should be given space to be completed. For me my booklet creation would be in this category. Or perhaps incremental improvements to a scheme of work.
Conversely, tasks that are lower impact but don’t take long to do are probably okay to do but too many of them will add up. Could some of these be cut? I’d put teachers running own detentions in this category. Could they be centralised?
Finally, education room 101. If something takes ages but has limited impact then it should certainly be de-implemented. I put extensive comment based marking of books in this category. That takes ages and, students might not even look at the comments much.
Hopefully that’s useful, we need to tackle “workload creep” and de-implement things. If you’ve read this far, let me know what *you* think teachers should de-implement.
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*I have a newborn baby at home and I’m very very tired. More tired than I knew was possible. It’s 11pm. My thoughts are almost certainly not coherent.
**perhaps few
***It is entirely possible to have other policies that improve wellbeing without reducing workload. My school is excellent at this. Examples include:
- Letting staff go home after last commitment of the day.
- Providing staff with food. Mine even gets us a flu jab on site in the Winter.
- Gym access.
- Being reasonable about allowing staff leave.


















