Solutions for Faculty Retention
Creating a culture of faculty success that drives retention and institutional growth.
How to Retain Top Faculty
Retaining top faculty goes beyond competitive salaries. A supportive, well-resourced environment is essential for long-term engagement and institutional loyalty. Yet many faculty struggle with overwhelming workloads, limited mentoring, and unclear career pathways, leading to dissatisfaction, disengagement, and attrition.
Institutions that invest in faculty success see higher retention, increased research productivity, and a stronger academic community. By providing targeted professional development, mentoring structures, and productivity support, universities can create the conditions faculty need to thrive.
NCFDD partners with institutions to implement scalable, research-based programs that foster faculty success and retention.
NCFDD Services to Improve Faculty Retention
Programs to support, engage, and retain faculty long-term
Related Solutions
Administrators
Faculty Development
Professional growth is essential for faculty success. NCFDD offers structured development programs that enhance teaching, research, and leadership skills, helping faculty navigate the evolving demands of academia while advancing their careers.
Administrators
Institutional Success
Faculty success is institutional success. By investing in faculty development and retention, institutions strengthen research impact, improve student outcomes, and build a more engaged, productive academic community.
Faculty
Explosive Productivity
From balancing research and teaching to meeting publication goals, faculty need proven strategies to maximize productivity. NCFDD’s tools and frameworks help faculty stay focused, meet deadlines, and achieve their professional goals—without sacrificing work-life balance.
“The NCFDD site is a treasure trove that I so wish I’d had when I was an Assistant Professor at a small liberal arts college. If I had, I might be a tenured prof now. As a young woman of color, I made basically every mistake: was asked to do and accepted too much service; didn’t allocate daily or regular time for my own research and writing; was asked to do and took on “housekeeping” tasks that didn’t serve my professional goals; was disconnected from a supportive community and didn’t get any advice to help set me back on track. As a result, I became burned out, discouraged, and left the tenure track. Now as an administrator working to support instructors including early career faculty, I read all of NCFDD’s wisdom and practical tips and pass it on as much as I can as well as encouraging faculty to create their own account and learn from all of the webinars and online resources. I can’t thank the creators enough for this gold and wish all universities and colleges had an institutional membership and could better support their incoming faculty (as well as learning what to do, and not to do, themselves).”
Kritika Yegnashankaran, PhD
Senior Associate Director, Faculty and Lecturer Programs
Stanford University
The 2026 State of Faculty Development Report
What does faculty development look like in 2026? Our State of Faculty Development Report explores the priorities, challenges, and emerging trends shaping faculty support across higher education.
Discover key findings and actionable insights to help your institution make more informed decisions about how you invest in, engage, and support faculty.
