Adventure Nannies Blog

How To Successfully Onboard + Support New Household Staff: 8 Essential Tips For Long-Term Success

The new year is on the horizon, and as we head into this transitional period, many people will be stepping into new jobs. Starting a new job is always nerve-wracking, but as an employer, you can make the transition and training period empowering + welcoming for your staff. In addition to introducing a new hire to the other household members and setting up training conversations, activities on the first day should include knocking out some basic responsibilities. For most folks on their first day at a new job, immediately getting into the daily routine provides a reassuring feeling of contribution from the start. Find a few easy projects they can work on immediately, then begin the formal training!

Day One With Your New Staff Member

  • Identify your communication style preferences to confirm the most effective way to offer/receive information with household members.
  • If possible, try to begin and end each day with a face-to-face meeting with each staff member.
  • Have the new hire sign and date all of the necessary new hire documents (household manual, W2, I-9, employment contract, etc.), and confirm that they have read and understood everything. Make copies of all documents, give copies to the new hire, and file the originals.
  • Answer any questions the new hire may have, and work to make them comfortable so they are upfront about any confusion they may have moving forward.
  • Arrange introductions with all of the other members of the household. Introductions should include everyone the new hire will need to work with to succeed, like family members, other staff members, and vendors/contractors.
  • Send an email to your staff and regular vendors announcing the new hire’s arrival, and copy the new hire on the email.
  • Review technology, apps, tools, supplies, and equipment the employee will use to carry out their responsibilities successfully. Conduct a walkthrough of the entire property, explaining key aspects of the household manual in context.
  • Communicate basic information about the home and surrounding area, relationships with neighbors, community guidelines, local laws, etc.
  • Review the routine tasks and small projects planned for the first week. Support these tasks with focused training to ensure success.

 

 

 

Plan For Success

  • Touching base with your staff daily is a great way to provide support, help identify and resolve any issues/challenges, and increase the potential for excellent long-term performance.
  • Organize time for every aspect of training to ensure that the employee adopts the necessary techniques for certain tasks (e.g., expense reporting, serving, ironing, cooking, cleaning, bottle feeding, and naptime) that are consistent with the household standards.
  • Check in with the new hires as they complete training projects to ensure they feel confident and can accomplish the tasks without support.
  • If you plan to be out of the home and predominantly unavailable, set the new hire up with a mentor or key person in the household that they can contact regularly with any questions as they acclimate to the home.
  • Explore additional professional development and skill-building opportunities that are specific to the position to lay out a plan for future growth.
  • Establish specific and measurable goals for the employee, then set a date for a formal review. Let your staff know that you’ll have them review their performance as well so that their development is collaborative.
  • It’s important to give new staff members a combination of less intensive projects to start and gradually integrate larger projects as they progress through their training.
  • Continue to check in with them directly or with their appointed mentor to track their progress and ensure they have the tools and resources necessary to do a great job.

 

 

 

Set A Plan For Future Growth

  • Organize a sit-down meeting after the initial tasks and training have been completed (4-8 weeks after their first day) to go over their confidence level and gauge their fit with the household. If challenges emerge, work quickly to address them promptly and openly.
  • It is vital that both parties have a clear understanding of how the performance will be formally evaluated. Be sure to set a date for the one-year review and prepare the employee for what that review will look like. What goals and the outcome of meeting or exceeding those goals will be measured? Is there a bonus structure? Will there be consequences for missed opportunities?

 

 

Review Training Program

  • Discuss continued training opportunities with the new hire. What training has been helpful? Is additional training needed, or are they confident and supported in their role?
  • Assess if the new hire is getting the right level of support from colleagues.
  • How can you support the new hires throughout their training going forward?

 

 

Offer Continued Resources

  • Does the new hire need additional cross-training with other staff?
  • Ensure the new hire has the time to read the household manual.
  • Ensure the new hire has access and time to read all user manuals for products and tools relevant to their new role.
  • Offer suggestions for books, blogs, websites, and professional training programs that may aid their success.
  • Identify workshops and retreats that could provide professional community, growth, and mentorship opportunities for your new staff member.

 

 

 

One Year Check-In

  • Celebrate the year of success by recognizing the employee’s growth and contributions. Offering a congratulatory note from you and a small gift is a lovely way to thank them for their dedication and hard work.
  • After thanking them, begin the formal review process by presenting your perspective on their successes and areas for growth. Be sure to allow time for the employee to share their perspective on their performance.
  • Carefully review, clarify, and document future goals, and review all the job expectations.

 

 

 

Conducting A Review

  • Schedule a formal feedback discussion to include the staff member’s own review of their performance.
  • Arrive prepared with a written description of your thoughts and the specific goals laid out upon hiring.
  • Review the goals agreed upon at hiring and communicate successes and areas of opportunity for growth.
  • Work collaboratively to develop clear, measurable goals for the next review period and set a date for the next review.
  • Assess if the new hire is getting the right level of support from colleagues.
  • How can you support the staff member going forward?

 

 

 

Clarify The Role + How You Can Help

  • Is the job what was expected?
  • Are they running into any hindrances in their productivity?
  • How can you better support their ongoing development?
  • Could additional training be helpful?
  • Consider asking questions related to their training process.
  • Do they have any suggestions for improving the training?
  • How can you better support the training process for new hires?

 

 

 

 

After the first year of employment, you and your staff member should feel confident and satisfied with the status quo while excited about the potential for future growth. Make yourself available to your staff in whatever way works best for you (email, apps, calendar notes, etc.) so they can approach you with their ideas concerns, and even offer feedback. A well-run household is often the collaborative effort of multiple personalities, so communicating clearly, remaining open to new ideas, and setting clear expectations and goals will ensure that each individual feels valued and supported. When your home is managed, and your staff can do their best job, your life runs smoothly, and you can enjoy the priceless moments that make it all worthwhile.

 

 


Have any questions for us? We’d love to hear from you! Reach out to us on Facebook, Instagram, and check out the other posts on the blog!

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