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Edu-Blog

Toxic Schools and How to Survive Them

6/7/2025

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Teacher burnout is at unprecedented levels these days with teachers running to find jobs outside of education. We are near crisis levels of teacher shortages in some states with little to no movement towards finding real solutions. So what gives?

I have in the last twenty years worked in two states, three districts and five schools. I have worked for the absolute best principals, in some of the absolute best schools but have not been completely sheltered from truly toxic work places. I have only ever once left a school on purpose and it was the best decision I’ve ever made. While I’ve been lucky to have worked in great schools with supportive principals for the majority of my career, here are some common themes I have found talking with teacher friends across the country over the last couple of years.

"Is It Me?" A Teacher’s Guide to Recognizing—and Surviving—a Toxic School Environment
I’ll never forget my third year of teaching, sitting in my car before school one morning, gripping the steering wheel so hard my hands hurt. My stomach was in knots, and the idea of walking through the doors felt like dragging myself into battle. I loved my students—but I was starting to hate my job. There were 40 kids in my class that year and some behaviors so extreme, the stories to this day sound unreal. I had very little support and a principal that would respond to my concerns with a classic  "Remember your why!!! And... are you sure there isn't just something happening in your personal life?" 

This year ended with a kid attempting to poison my entire class- he put silica beads in a candy container and passed it out like candy- thinking it was poison and eating some himself. I had spent a year sounding the alarms about this kid potentially trying to harm kids in an irreversible way and, while my voice was not heard, I was not wrong. Luckily while silica beads come with a "do not eat" warning, they didn't even make anyone sick.

This was the first, but not last, time I felt something was off, and in my gut I knew I either needed to change schools or leave the profession completely.

While that situation is a bit more extreme, if you have had that gut feeling, the feeling that something needs to change, you’re not alone.

Toxic school environments are real. They can chip away at your confidence, steal your joy, and completely drain you. They give you the Sunday Scaries, impact your physical/mental well being, and have you questioning why you became a teacher in the first place. Sometimes, they’re not as obvious as we think.


What Does Toxicity Look Like in a School?
Not all toxic workplaces are loud or dramatic. In fact, some are masked by “positivity,” charismatic leaders, or “it’s just the job” expectations.

"My principal was always smiling and complimenting people in public—but in private, she'd send demeaning emails at 11 p.m., copy district leadership, and question your professionalism if you didn’t respond immediately."
— Middle school English teacher

A toxic environment doesn't always mean screaming matches or overt hostility. Sometimes, it's subtle:
  • Guilt trips for not attending unpaid after-hours events
  • Being micromanaged and publicly critiqued
  • Admin “checking in” daily but only to catch mistakes
  • No space to express concern without being labeled “negative”
  • Gaslighting and ignoring concerns when they are brought up
  • Shifting blame and pointing fingers


How Toxicity Shows Up in Your Body and Mind
Toxic stress builds slowly, and it’s cumulative. Here’s what many teachers experience:

What Are the Symptoms of a Toxic Work Environment?
Emotional Symptoms:
  • Chronic anxiety before the workday
  • Dreading Sundays (The Sunday Scaries) or breaks ending
  • Feeling invisible, undermined or exhausted
  • Brain fog, inability to concentrate
  • Excessive scrolling on social media (especially during prep time)
  • Hypervigilance—constant fear of retaliation
  • Crying before or after work
  • Guilt for taking sick days or using your contractually guaranteed prep time
  • Losing the spark you used to feel around students

"By October, I was crying after school at least three days a week. I stopped lesson planning creatively and just started surviving day by day."
— High school science teacher

Physically:
  • Headaches and migraines
  • Heart palpitations, racing heart or chest tightness
  • Stomach issues
  • Insomnia or waking up in a panic at 3 a.m.
  • Frequent illness
  • Fatigue you can’t shake even after rest ​
​"I ended up in urgent care because I thought I was having a heart attack. It was anxiety from work."
— Elementary teacher, 12 years experience

A recent trend seems to point to these symptoms being just part of the job. This is what you signed up for right?

Wrong. Nothing about any of the above is normal. These symptoms are your body’s warning signals that something is not right. Over time, they can lead to serious burnout, depression, or chronic health conditions.

Toxic Can Still Be “Nice”
This is the hardest part: many toxic schools have leaders who are well-liked by parents, charismatic with staff, or praised by the district. That doesn’t mean their leadership is healthy. Know that your experience is valid.

Signs of covert toxicity: Here's how that might show up:
  • Passive leadership: A principal who avoids conflict and allows dysfunction to fester. This might show up as Toxic positivity: "We're a family!" used to mask burnout
  • Favoritism disguised as support: Some staff receive all the praise, while others are overlooked.
  • Inconsistency: Policies applied to some, not others. Promises made, but not followed through.
  • Avoidance of real issues: Challenges like student behavior, staff morale, or unfair workloads are swept under the rug. Teacher input is ignored or punished
  • Staff Turnover is High: especially among talented teachers


What If You’re Not Ready to Leave?
Leaving isn’t always financially or emotionally possible—at least not yet. If you stay, it’s crucial to protect yourself.
If You Choose to Stay: Steps to Protect Your Peace
  1. Set firm boundaries. Leave work on time. Stop checking email after hours. Your evenings and weekends are yours.
  2. Limit emotional investment. This doesn’t mean stop caring about students—it means detaching your worth from workplace validation.
  3. Find or build your support circle. Identify at least one colleague you trust—or find solidarity online. You’re not the only one feeling this way.
  4. Document everything. Keep records of interactions, changes in expectations, or unreasonable requests.
  5. ​Take Care of You—Radically. Prioritize your mental health. This isn’t the time for just bubble baths. Book therapy. Move your body. Rest unapologetically. Reclaim your peace.
  6. Use your contract. Know your rights. Don’t let anyone guilt you out of your planning time or personal days.​

What If It’s Time to Go?
There’s no shame in walking away. In fact, it’s often the bravest thing you can do.


Leaving a toxic environment is not quitting—it's reclaiming your peace. Here’s how to exit wisely and ensure your next school is a healthier one:Before You Leave:
  • Reflect deeply. What specifically made this job toxic for you? What will you not tolerate again?
  • Start Quietly Looking
    Update your resume. Talk to former colleagues. Explore non-classroom roles if needed. I’ll pause here- sometimes leaving the profession is the right choice, but I do urge every teacher feeling the need to quit…. Find a new school too. Find a place where teachers are happy (yes! These places exist) Teaching has and will never be easy, but it shouldn’t be the type of hard that impacts your physical and mental health.
  • Secure references. If possible, find allies who can vouch for your professionalism—even from previous schools.
  • Don’t wait for the breaking point. Start searching when you feel the signs—not when you’ve burned out completely.
Choosing a Healthier School: What to Look For
  • Low teacher turnover
  • Clear and fair behavior policies for students
  • Strong support systems for new teachers and veterans alike
  • Visible appreciation and respect for staff
  • Honest and consistent communication
  • Evidence of shared leadership or teacher voice
Questions to Ask in Interviews:
  1. How does leadership support teacher well-being?
  2. What systems are in place to support students with behavioral or emotional needs?
  3. Can you describe the school’s staff culture?
  4. How is teacher feedback collected and used?
  5. What professional development is prioritized—and how is teacher time respected?
  6. What’s the typical turnover rate here, and why do teachers stay?
  7. How are prep times protected and structured?
Watch their body language and listen carefully to how they answer. If they avoid the question or give vague, overly rosy responses, that’s a red flag.



You Are Not the Problem
You didn’t suddenly become lazy, dramatic, or disorganized. You are not "too sensitive." You’re likely responding normally to an unhealthy system.
"I started believing I was bad at my job. Now I know I was in a system that was gaslighting me. I’m thriving again."
— Elementary SPED teacher



Final Words
If you’re in the middle of a toxic situation, I hope you know this:
You are still a good teacher. You are still worthy of joy, balance, and respect. Whether you stay or go, choose yourself.
Because no school, no admin, no test score is worth your health, your peace, or your identity.
​
"Leaving didn’t mean I failed. Staying would’ve meant I lost myself."
— Former teacher, now curriculum coach


Recognizing Toxic Traits in School Leadership
Strong school leadership fosters trust, growth, and well-being. But when leadership turns toxic—either overtly or subtly—it can poison the entire school culture. Toxic leaders often look competent on the surface, but their actions (or inaction) lead to staff burnout, student safety issues, and low morale.
Here are the most common toxic leadership behaviors to watch for:


1. Micromanagement Disguised as Support
Toxic leaders often interfere excessively in the day-to-day work of teachers. While they may claim it’s about maintaining consistency or offering help, this behavior reflects a deep lack of trust. Teachers feel scrutinized instead of supported, and innovation is replaced by compliance.


2. Performative Positivity
Rather than addressing hard truths—like burnout, staffing shortages, or systemic inequities—these leaders push empty slogans like “Kids first” or “We’re a family.” This performative cheerfulness is used to silence honest feedback and discourage staff from expressing legitimate concerns.


3. Lack of Transparency
Toxic leaders withhold information, make decisions behind closed doors, and roll out changes with no explanation. Teachers often learn about major shifts last minute, creating chaos, confusion, and an atmosphere of distrust.


4. Retaliation and Fear-Based Management
When a teacher speaks up or questions policy, they may suddenly find themselves under increased scrutiny. Retaliation can be subtle—being removed from leadership roles, receiving sudden poor evaluations—or more direct. This creates a culture of fear where silence feels safer than advocacy.


5. Toxic Comparison and Competition
Some leaders divide staff by using data, praise, or privileges to pit teachers against each other. Recognition is rarely tied to effort or impact, and collaboration takes a backseat to status-chasing. This behavior discourages team unity and fosters resentment among colleagues.


6. Dismissal of Emotional and Mental Well-Being
Leaders in toxic schools often see emotional needs as personal weaknesses. Teacher exhaustion is brushed off with platitudes, and staff are expected to operate at full capacity regardless of their workload or mental health. This invalidation makes teachers feel unseen and unsupported.


7. Inconsistency and Unpredictability
When policies change frequently—or seem to apply differently depending on the person—teachers operate in a state of constant uncertainty. Inconsistent discipline, fluctuating expectations, and unclear communication create an unsafe environment where trust quickly erodes.


8. Favoritism and Unequal Treatment
When certain staff receive special treatment, more grace, or disproportionate praise, morale plummets. Uneven enforcement of rules or selective inclusion in decisions signals to the rest of the staff that fairness and professionalism aren’t valued.


9. Avoidance and Nonconfrontation
Toxic leaders often avoid hard conversations altogether. Rather than addressing dysfunction or conflict directly, they minimize, delay, or “wait it out,” hoping issues resolve themselves. This creates a workplace where problems fester and resentment builds—especially for staff who value accountability and clarity.


10. Minimizing or Ignoring Student Behavior Issues
One of the most harmful traits is when leadership consistently downplays student misconduct. Whether it’s physical aggression, verbal aggression, or repeated defiance, failure to respond seriously puts both teachers and students at risk. When teachers are told to “just build relationships” or blamed for classroom disruptions without support, it sends a clear message: your safety and authority don’t matter.

Teacher Checklist: Signs of Toxic Work Environment
Use this checklist to evaluate your school work environment. While no work place is perfect, consistent patterns across these areas may signal a toxic environment that impacts your well-being and effectiveness.


🔲 Micromanagement
  • I am frequently required to justify small decisions or resubmit work that is within my expertise.
  • I feel I’m being watched or evaluated more than supported.
  • I have little room for creativity or professional judgment in my teaching.


🔲 Performative Positivity
  • Leadership often uses empty slogans ("We’re a family!") instead of addressing real problems.
  • Concerns about workload or inequity are dismissed as being “negative.”
  • There’s pressure to maintain a cheerful façade, even when things are clearly not okay.


🔲 Lack of Transparency
  • Major decisions are made without teacher input or warning.
  • Communication from leadership is inconsistent or vague.
  • Policies seem to be created without logic or shared rationale.


🔲 Retaliation or Fear-Based Culture
  • Teachers who speak up are often punished or excluded.
  • I fear that voicing concerns could result in poor evaluations or undesirable assignments.
  • Leadership uses observations, duties, or opportunities as a form of control.


🔲 Toxic Comparison & Favoritism
  • A small group of staff seem to receive consistent praise, flexibility, or special treatment.
  • Recognition is based on loyalty or compliance—not effectiveness or innovation.
  • Teacher competition is encouraged, making collaboration difficult.


🔲 Dismissal of Teacher Well-Being
  • Leadership does not acknowledge the emotional toll of teaching.
  • I’m expected to perform at full capacity, regardless of burnout or personal challenges.
  • There is little to no discussion of mental health, trauma, or boundaries.


🔲 Inconsistency & Unpredictability
  • Rules, expectations, or consequences change frequently without explanation.
  • What is “acceptable” varies depending on who is asking or being asked.
  • I feel constantly unsure of how leadership will respond to any situation.


🔲 Avoidance of Conflict
  • Leadership avoids addressing interpersonal or systemic issues directly.
  • When problems arise, they are swept under the rug or delayed indefinitely.
  • I’ve seen harmful behaviors go unaddressed to “keep the peace.”


🔲 Dismissal of Student Behavior Concerns
  • Serious student behavior (including threats or violence) is minimized.
  • I feel unsupported when managing student misconduct.
  • I’m expected to “build relationships” as a substitute for appropriate discipline.


🔲 Unequal Enforcement of Policies
  • Rules and expectations are not applied fairly across staff.
  • I’ve witnessed or experienced different consequences for the same actions.
  • Leadership “lets things slide” for some staff while holding others to higher standards.


💡 If you’ve checked off several of these boxes...
You may be working under toxic leadership. This does not mean you are the problem. Trust your gut, document interactions, and consider whether staying aligns with your professional and personal well-being.





Rising Above a Toxic Work Environment as a Teacher
Assuming Best Intent, Building Leadership, and Knowing When to Move On


1. Assume Best Intent — Seek to Understand Before Reacting
  • Recognize that administrators might be unaware of how their decisions or communication impact staff morale.
  • Approach conversations with curiosity, asking open-ended questions like, “Can you help me understand the rationale behind this?” or “I want to support the team better — what challenges are you facing?”
  • Document specific examples of challenges or toxic behaviors without judgment — focus on facts and impact.


2. Focus on Your Circle of Control
  • Identify what you can control: your attitude, your classroom environment, your interactions with students and colleagues.
  • Model professionalism, kindness, and resilience even when the culture is challenging.
  • Establish clear boundaries to protect your emotional and physical well-being (e.g., don’t check work emails late at night).


3. Build Teacher Leadership from Within
  • Volunteer for committees or initiatives that focus on positive change, such as curriculum development, wellness programs, or peer mentoring.
  • Collaborate with like-minded colleagues to create small wins that build trust and demonstrate the value of teacher input.
  • Share constructive feedback respectfully in staff meetings, offering solutions rather than just problems.
  • Celebrate successes, even small ones, publicly — this can shift the tone and encourage a culture of appreciation.


4. Communicate Effectively and Advocate Diplomatically
  • Use “I” statements to express concerns without sounding accusatory, e.g., “I’ve noticed morale is low, and I’m concerned about burnout.”
  • Suggest professional development or team-building opportunities that promote well-being and collaboration.
  • Offer to pilot or help implement new ideas that promote a healthier school culture.


5. Support Yourself and Your Colleagues
  • Develop a support network of trusted colleagues to share experiences and coping strategies.
  • Practice self-care rituals regularly — mindfulness, exercise, hobbies outside school.
  • Seek mentorship or coaching, either within or outside your school, to maintain perspective and growth.


6. Know When It’s Time to Consider Leaving
  • Persistent emotional or physical exhaustion that doesn’t improve despite your efforts.
  • A lack of meaningful change despite repeated, respectful attempts to advocate for better conditions.
  • When the environment negatively affects your health, your family, or your passion for teaching.
  • If administration dismisses or punishes attempts to raise concerns or improve culture.


7. Planning a Graceful Exit
  • Prepare your resume and gather references quietly while continuing to perform your duties professionally.
  • Network within and outside the education field to explore new opportunities.
  • If possible, give appropriate notice (typically two weeks or more depending on contract) and offer to help with transition plans.
  • Leave on good terms: avoid burning bridges by maintaining professionalism and gratitude for what you learned.
  • Consider sharing constructive feedback during exit interviews or in writing to help future improvement.


Final Thoughts
Rising above a toxic work environment requires courage, empathy, and strategic leadership. By assuming best intent, you give space for collaboration and change. Building teacher leadership from within can create momentum toward a healthier, more supportive culture — but it’s equally important to know your limits and prioritize your well-being when it’s time to move on.
You’re not alone in this.

🗣️ Sample Language for Conversations with Administration
1. Bringing Up Concerns Constructively
“I wanted to check in about something that’s been on my mind. I’ve noticed that several staff members, including myself, are feeling a bit overwhelmed lately, and I wonder if it’s something we can talk through. I believe in the mission of this school and want to contribute to a positive environment. Is there a time we can meet to brainstorm solutions together?”


2. Requesting Support or a Change
“I wanted to share some observations I’ve made about staff morale. I think there’s an opportunity here to improve communication and build a stronger team culture. Would you be open to considering something like a staff listening session or a wellness check-in? I’d be happy to help plan or support something like that.”


3. Giving Feedback with Respect
“I know how much you’re balancing, and I appreciate the effort you put in. I also wanted to gently share that some recent changes have been a challenge for staff, and I think it might help to open a dialogue around how we implement new initiatives. I think we all want to do our best work, and communication really helps make that possible.”


📝 Sample Exit Letter / Resignation Email
Simple, Professional Resignation
Subject: Notice of Resignation
Dear [Administrator’s Name],
I am writing to formally resign from my position as [Your Role] at [School Name], effective [Last Day, typically two weeks from the date of email unless otherwise stated in contract].
This decision did not come easily, as I care deeply about the students, staff, and mission of our school. However, after much reflection, I believe this is the right time for me to pursue new professional growth opportunities.
I am committed to making this transition as smooth as possible. Please let me know how I can help during this time. I’m grateful for the experiences I’ve had here and wish the school continued success.
Sincerely,
[Your Full Name]
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