Once you find the right domestic staff for your home, it’s important to establish and then communicate clear and concise goals and objectives with them.
Your home is unique and even though your employees bring a wide range of experience to the position, their expertise may be related to what their former employer wanted – not necessarily what you require or expect them to do.
Communication Strategies
Respect and good communication are the two keys to successful employer-employee relationship.
It is best to clearly outline your expectations, including job responsibilities, hours, wages, and benefits, in a written employment contract. If there are any special needs or specific situations that they need to be aware of, talk about those in detail upfront.
Consider establishing a routine for regular ‘check-ins’ or meetings with your staff. This might be monthly, every three months, or a couple of times a year. During these meetings, you can discuss any concerns you have, changes to the work agreement, or any positives you can share that will encourage them on a job well done.
Regular, open communication is the best way to build a positive working environment for your domestic help.
Conflict Resolution
Creating an environment that minimizes conflict through respect, active listening, and clear communication is possible. But sometimes, conflicts can arise with your household employees.
If this happens, it’s important to keep respect at the forefront of all communications – even amid disagreements. Address concerns as they arise or during your regularly scheduled check-ins or meetings, giving the employee the opportunity to share in a space that is private or away from other staff.
Allowing your staff to feel heard is a key component to establishing greater trust and loyalty. If there is a conflict due to something that your employee does that violates policy, it’s important to have a discussion immediately about it, so it doesn’t happen again.
In the unfortunate event that you and your employee cannot find common ground, consider hiring a mediator to help resolve the situation.
Performance Reviews and Feedback
Just like any professional workplace, you should conduct an annual or semi-annual performance review.
Formal reviews like this create structure and accountability with your employees, and also allow you to provide constructive feedback and give praise. It also creates space for staff to share their thoughts or suggestions on their role.
Additionally, regular reviews open up conversations that offer your staff a voice on what they think could be improved or what they think has been going well.
This is also a good time to discuss raises or bonuses or changes to benefits.
Prepare Ahead of Time
Review any material or data that you have collected throughout the year or months regarding your employee’s performance. This is the time to talk about progress or accomplishments they’ve made, or other areas that they have gone above and beyond.
If you have concerns or suggestions for improvement, write things out clearly. If you are prepared well in advance, the conversation will flow more naturally, and you won’t worry about leaving anything out.
Schedule in Person
Today’s world is focused on phone calls and Zoom meetings. But when it comes to performance reviews, it’s always good to make an effort to have it face-to-face.
This is a more personal way to connect with your employees and allows you to give and receive feedback in a more meaningful way. Determine how much time you’ll need and schedule the meeting in advance.
Don’t surprise your staff with this type of meeting – give them the courtesy to prepare and reflect on their role, just as you plan to do as well.
