The basic strategy of "how to use people without replacing them"-creating a rich educational atmosphere and making teachers the masters of their posts. With the balanced integration of urban and rural education, the dilemma and outlet of the connotative development of rural education have attracted much attention. Fundamentally speaking, the development of a school lies in the development of people and the professional growth of teachers. From this aspect alone, I think the main problems in the development of rural teachers are: 1, few well-known backbone teachers and insufficient professional guidance. Competent teachers have been transferred, and the "hematopoietic function" of the school has not been effectively brought into play. 2. Teachers' sense of value and achievement is low. Due to the limitation of rural education conditions, teachers' positioning and requirements for themselves are still at a low level. 3. great pressure. There are few indicators to evaluate promotion; Parents and society have higher and higher expectations for education; The gradual redundancy and rigidity of various evaluations has undoubtedly become a heavy burden for teachers to rely solely on individuals. 4. The teaching atmosphere is not strong and the scientific research ability is not strong. Many people regard work as a means to make a living, but few people study education as knowledge. In addition, there are widespread phenomena of "two shortages" and "three noes" in rural schools: "two shortages"-principals lack human rights and financial rights; "Three noes"-"Teachers in need can't come, cadres in need can't come, and incumbents can't use them". Compared with urban schools, rural teachers' professional ability and overall level of running schools are not high, and the development of rural education is obviously lagging behind. Under realistic conditions, it is impossible to supplement or update a large number of personnel and change the overall pattern. In this case, I have made some effective explorations on how to employ people and lead teachers to develop well, and adopted many measures that teachers can easily accept. The basic strategy is to "create a rich educational atmosphere and make teachers become post experts", and strive to mobilize teachers' active participation, enhance teachers' stamina and promote the connotative development of the school. 1, create a humanized management atmosphere with emotion+system. Emotional management is not emotional, it is based on system management and is the corresponding improvement of system management. On the basis of benign communication and feedback, we should always adjust teachers' mentality from the perspective of their own development. Adhere to the headmaster's consistent conversation system, pay attention to the time, place and way of conversation, accept opinions with an open mind, adopt good suggestions, and let teachers feel accepted and respected from the heart; Find the teacher's bright spot and give him praise in time to make the teacher more motivated; Strengthen teachers' sense of ownership by means of teachers' congress and employees taking turns to attend administrative meetings. Relying on the rules and regulations of human kindness, we can unite people's hearts. The regulations of the system are mostly guided from the positive, but less restricted from the negative, which not only embodies the teaching requirements, cultural spirit and values of the school, but also conforms to the special spiritual needs of teachers and their labor characteristics, thus improving the rationality of the system and the consciousness of teachers to implement it. 2. Create a pragmatic working atmosphere with incentive mechanism. Teachers' incentive mechanism is based on meeting teachers' development needs, stimulating teachers' self-motivation, forming a pragmatic style and enhancing teachers' sense of self-efficacy. Build a platform to show success. Teachers can show themselves, increase their self-confidence and gain successful experience by using teachers' forums, regular meetings of class teachers, competitions and final experience exchange meetings. Introduce teachers and strive for more understanding, coordination and cooperation. First, through the unified parent-teacher conference of the school, the outstanding works published and awarded by teachers and their achievements in education and teaching are vividly publicized through multimedia; The second is to publish articles that are readable by teachers and students through regular school newspapers and distribute them to every student's family; The third is to carry out joint construction activities and off-campus practice activities with communities and other industries on a regular basis. Appoint teachers correctly, give full play to their talents and form a sense of belonging. In the arrangement and use of graduating class, logistics support, public subjects and other personnel, we should not only pay full attention to the achievement motivation of some teachers, but also give full consideration to the age reasons of some teachers and give full play to their potential. Especially in the research of scientific research projects in our school, we break away from convention and use grassroots teachers who have been engaged in scientific research projects for a long time as team leaders. In less than a year, the school's project activities have undergone qualitative changes and achieved a series of results. Reflect the value of diligence and form a good atmosphere of wanting to be an officer, being able to be an officer and being a real officer. Combining the "three views"-"classroom teaching depends on students' real-time development", "students' usual level of knowledge mastery" and "activities and competitions depend on students' comprehensive quality and ability", each teacher's performance is evaluated, and the score is inclined to the hardest, most tiring or most creative work, as is the promotion before evaluation. 3. Combining learning with research to create a professional development atmosphere. Teachers' study and research can not only make teachers gain new meaning of life, but also make school work gain internal and fundamental motivation because it is integrated with the research of teachers' groups and individuals. In the cooperative exchange middle school. Every time, the teaching and research group put their own lesson preparation books, correction records, counseling records and homework correction books on the display table of the group, and the members marked what they thought was excellent, added concise comments, exchanged opinions and cooperated in exploration. This way of learning, there is no lack of teachers' thinking sparks, and it has also become a competition for teachers' teaching effects. Middle school in free lectures. Whoever listens to more classes for free is the best class, which is an important basis for evaluating the teaching effect of teachers. In this case, looking forward to class, especially for leaders, has become the biggest psychological appeal of teachers, reversing the anxiety that class is the focus of inspection and avoiding class. Leading school-based research with scientific research as the main line. At the regular meeting once a month, according to the list drawn up by the research group, four main researchers report their research progress or experience every time, and the rest of the teachers discuss, debate and even argue together. Every graduate teacher has the opportunity to participate in the report every semester. This "discovery-oriented" management mode of educational scientific research organically combines the school's functional orientation, teachers' role transformation and students' performance, and combines individual research with cooperative research, avoiding formalism and enhancing effectiveness. Through these methods, teachers' problems in subject teaching are effectively solved, and teachers' interest in scientific research is greatly stimulated. Now almost every teacher (or several people cooperate) in the school has his own subtitle. 4. Goal-oriented, creating a healthy competitive atmosphere: it is an important condition for teachers to do a good job by guiding people that teachers don't want to go to teaching research and class management. As long as it is for students and schools, it is easy to straighten out the psychology. Implement competition for posts. According to the grade characteristics and class size, the school first hires a class teacher, and then the class teacher hires a class teacher according to the understanding. Because there are differences in the treatment of class teachers, subject teachers and public teachers, teachers' work has become much more active through competition for posts. Building a campus blog community. The opening of campus remote network enables our school to make full use of modern educational technology and build a campus blog community. We have specially prepared 7 computers for teachers in an office, with unlimited Internet access and a printer. At the same time, the computer room is also open to all teachers when there is no class. Its purpose is to promote healthy competition among teachers with campus blog as the carrier. Blog's involvement in the teaching process is a symbol of the deepening of teachers' teaching research, and an important means to promote educational and teaching exchanges and trigger mutual transcendence among teachers. Establish a leading, research-oriented, well-worked and energetic echelon of teachers. Excellent teachers and backbone teachers in the school should have the personal requirements of "giving ideas, giving results and giving talents"; For young teachers with certain teaching experience, there should be group requirements for educating the backbone with achievements and seeking improvement with complementarity; Actively recommend higher-level professional training for new teachers who are good at teaching and successful in research. There is a phenomenon in the school that an individual drives the development of a discipline group, and the development of a discipline group makes the individual's specialty reach a new height. To truly reshape the image of rural schools, it is by no means possible to rely on changes in the external environment and external investment. We must practice our internal strength and take the road of connotative development. We use the basic strategy of "we can't change people, but how to choose people" to create a humanized management atmosphere and gain teachers' high recognition and active cooperation in school work; Create a pragmatic working atmosphere, meet the needs of teachers' self-realization, and realize the fun and value brought by the profession; Create a professional development atmosphere, improve teachers' teaching ability and scientific research ability, and improve teachers' professional level; Create a benign competitive atmosphere, guide teachers' mind and energy to do their jobs carefully, and further enhance the motivation of independent development. In the rich educational atmosphere, on the way to becoming a post expert, teachers' footsteps are touching the sureness and comfort all the way!