Thanks! This is really helfpul. My second question was posed to the people who said that the nanny would also have the opportunity to address any challenges. I was wondering, to what extent do folks address those expectations? For example, if the nanny wanted to do something that I don't find in the best interest of my child or wanted a raise or more vacation or health insurance when we pay a stipend toward health rather than in full?

Anonymous wrote:How do you address performance issues with regard to improvement? If your nanny is proving in feedback to you as an employer, what is reasonable as far as managing expectations?

I dont understand your second question. In refpgards to the first, I just go down the list of things important to us. Punctuality, professionalism, keeping the kids clothed, fed, clean, happy, stimulated, well-rested, etc. following the house rules, cleaning up kid-related messes, communicating directly with us, etc.

We usually give a weeks notice for when the review will be, and ask that any issues the nanny has with us be brought up then. Any issues or agreements made during the review - vacations coming up, raises, new benefits, issues we want the nanny to work on - we put in the email sent to the nanny as written confirmation of what was discussed.

How do you address performance issues with regard to improvement? If your nanny is proving in feedback to you as an employer, what is reasonable as far as managing expectations?

I gave a review at one week, one month, and at three months, which was when we gave benefits. From there we give reviews every six months, and raises are once a year (assuming they're deserved). If a raise were not deserved though, we'd think strongly about whether we should keep employing that person.

common*

PP here and I will say as a nanny I loved having a review even if they only had good things to say because it just made me feel good about my work. It helped me from becoming burnt out which is coming in full-time nannies.

In past jobs I have requested a review after the first month and then quarterly during the first year. After the first year every 6 months. Remember to let the nanny know when they are coming up so she can also bring any issues to the table. For a job to be successful communication is key.

If you are an employer or a nanny, how often do you have a performance review? My husband thinks that only poor behavior or performance should be addressed, whereas I think that we should give quarterly or bi-yearly feedback. I planned on having a face-to-face meeting with Nanny and providing her with a written review, pointing out her strengths and areas for improvement. With our current situation, there are some things Nanny is doing amazingly well and other things that she could improve upon. At the same time, I want to make sure that Nanny has enough time to get acclimated to our family. She has been with our family (one infant) for two months. I was thinking of having a review at the three month mark and also provide her with a bi-monthly meeting to check in and talk about how the job is going. I'd love some advice from other employers on how often they provide feedback, in what forms, how performance reviews have benefitted or impacted their working relationship.