It depends upon the family. Clients will often come to us for help with communicating with their new employee, especially during the transition process while the employee settles in. We always encourage regular, open and honest communication between both parties. On occasion, we will go into the home as a “manager” and help iron out any small issues that may exist. A relationship between a family and their household employees needs to be nurtured and carefully built, as this is a private home, where discretion is of utmost importance. We encourage clear communication and a weekly sit-down between a family and staff.
If a match doesn’t work out, what is your advice for handling a potential change (or parting ways)?
We suggest that each party be gentle but honest about their feelings. The parting should be done with kindness and care so that everyone involved understands that it isn’t a personal attack, just a relationship that has outlived its potential. When hiring staff, you are creating a business in your home. I have seen people distraught if something isn’t working out because they don’t want to offend someone, they don’t want to hurt their feelings.
In certain situations, we’ll go into the residence and let the candidate go so that we can assure it’s done with delicacy. Every situation is very different. We’ve learned it’s best to never point fingers and to make everyone feel good. We directly address and try to resolve any problems, serious or minor, that are brought to our attention, and to support the client or candidate. The ending of a professional relationship can be emotional, particularly if it involves an intimate household setting, so we work to minimize any potential animosity a much as possible.
Is there a difference between a nanny and a career nanny?
Most definitely. A typical nanny is different from a career nanny in that they often have a lot of experience with families, but no background or education in child development. Other nanny candidates are great with children and may have teaching degrees or other formal education, but limited in-home experience (typically part-time babysitting work).
A career nanny is someone who has chosen childcare as his or her profession. Most often, these candidates have formal education in child development and/or psychology. This can include a college degree in education or or training from previous jobs. Career nannies also have an employment history of long-term placements in private homes, understand the dynmics of working in a home environment and are great with children. A career nanny knows how to anticipate needs, respect a family’s privacy and space, and handle the logistics of high-end homes. Being in a home is very different than working in a school or daycare; there is no way to prepare or train someone for it, it’s something you learn and understand only after having experienced it.
How have staffing agencies changed over the years?
Historically, many agencies have been run by only one or two people. Today, the amount of work it takes to verify backgrounds, interview candidates, and create and nurture relationships is impossible with such a small team. This is a time-intensive business, which is why a larger team with modernized and strict processes is essential.
Anita Rogers is the founder of British American Household Staffing (BAHS), the nation’s leading domestic staffing and childcare agency with branches in New York, Los Angeles, Palm Beach, and London. BAHS provides childcare and estate staff available in the USA and U.K. She is also the founder of Anita Rogers Gallery in SoHo, New York, and of British American Talent, based in Los Angeles, London and New York.