How to Hire a Nanny

Managing Your Employee

A nanny (more so than other employees) is motivated by frequent and consistent feedback. A regularly scheduled meeting is the best vehicle to manage your employee. If you have provided an adequate job description, and you have spent a few days orienting her to your children and your requirements, you should not have to micromanage your nanny. But remember, a caregiver needs to hear a frequent “thank you” to keep motivated and happy in her position.

All caregivers should be given (and carry with them at all times) emergency phone numbers, a parental permission form in case of an emergency and written authorization if she is allowed to transport your children. A daily log of activities will keep you informed of your children’s day-to-day activities.

Scheduling a more formal evaluation every six months will ensure that your nanny is focused on the constantly changing issues and priorities that you have for your children and will enable both you and the caregiver to maximize your children’s experience.

RESOURCES

International Nanny Association -- www.nanny.org -- Established in 1985, the INA is a non-profit, educational association for nannies and those who educate, place, employ and support professional in-home childcare providers. Membership is open to those who are directly involved with the in-home childcare profession including nannies and nanny employers. The organization's Web site features information and resources for families.

Betty Davis is president of In Search of Nanny Inc., a nanny referral agency. She is the mother of two teenage daughters and was a nanny employer herself for 13 years. A version of this article originally appeared in the February 2003 issue of the Family Network News.

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