This document discusses investing in teacher agency to improve teacher retention and recruitment. It notes that sources of teacher dissatisfaction include working conditions, workload, work-life balance, leadership issues, autonomy, respect, and appreciation. The document cites research finding that a 10% increase in trust has the same effect on life satisfaction as a 30% increase in pay. It argues that investing in trust makes financial sense for school districts and can increase teacher retention rates and recruitment advantages. Small interventions that increase teacher agency and autonomy can significantly impact teacher job satisfaction.