Following my inaugural year as Director of Human Resources for the Marshalltown Community School District (MCSD), I deepened my commitment to the field by joining the Society for Human Resource Management (SHRM). This began an intensive period of professional development that culminated in earning my SHRM-CP (Certified Professional) credential at the start of my second year. Beyond the certification, this journey sparked a specific interest in proactive retention strategies–leading me to pioneer “Stay Interviews” as a tool for fostering employee longevity and engagement.

We are all familiar with the “exit interview”– the post-mortem of why talent leaves. But while our team has worked tirelessly to fill vacancies across the district, my focus shifted toward a more vital question: How do we inspire our staff to stay? Enter the Stay Interview. These are not performance reviews; they are 30-minute listening sessions held right in a staff member’s workspace. Designed to be candid and completely anonymous, these conversations help us understand what our team loves about their roles and how the district can elevate their daily experience.

Great teaching doesn’t happen in a vacuum. During our fall “Stay Sessions” with new hires, I went on a hunt for the tools and resources our staff needs to thrive. The feedback was clear: our Safety Net of Leaders is the heartbeat of teacher success. By leveraging the expertise of our mentors, principals, and instructional coaches, we are doing more than just answering logistical questions–we are accelerating curriculum implementation and building the professional relationships that turn a “new job” into a long-term career.

In the world of Iowa public education, the “Rule of 88” is the magic number–the moment age and service align to unlock retirement. Yet, when MCSD offered an early retirement incentive, something remarkable happened: out of 49 eligible staff, only 10 chose to leave. I had to know the “why” behind that level of dedication. I embarked on a series of Stay Sessions with our veteran staff to uncover the core of that commitment and learn what keeps our most experienced educators in the classroom long after they’ve earned the right to rest.

I went looking for retention data, but I found a vocation. Our veteran staff aren’t just “staying”–they are invested in a mission. They come for the students; they stay for their “work family.” They live for those lightbulb moments where a child finally opens up and takes flight. When I pushed to find out what might make them consider leaving, the answer was a resounding “nothing.” It is the ultimate testament to Marshalltown: we are not just a school district; we are a community where our best people feel they are exactly where they are meant to be.

Human Resources is more than just policies and paperwork; it is about the human at the center of the resource. We are moving past the old image of the “discipline office” to become a hub of support and recognition. My team’s goal is to ensure every educator feels valued, heard, and supported in their own work-life harmony. When our staff is cared for, our students thrive. Together, we are moving beyond the status quo to create an environment where every member of our team can truly Embrace the Lead.

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Jacque Wyant is the Director of Human Resources for the Marshalltown Community School District.

She can be reached at jwyant@marshalltown.k12.ia.us.

The district educates over 5,000 students to have the skills for a rapidly changing world. Learn more by visiting

www.marshalltown.k12.ia.us.