Inspirational and Empowering Child Care Business Owners To Build Successful Child Care Businesses

Posts tagged ‘dealing with difficult employees’

How to Get Your Parents and Staff to Buy Into your Vision

One of the toughest task of a leader is to get the people who follows him or her to catch their vision. Have you ever tried to implement changes in your childcare business and they were rejected by parents or staff?

Those changes could have included: tuition increase, new curriculum, your goals for the year, fundraiser changes, classroom changes,etc.

Whatever your vision or plans may be, I know how disheartening it is to have your vision rejected. If your vision has been rejected, I must let you in on a little secret; people must buy-in to the Leader before they buy into the vision.

If your Vision is often rejected by parents or staff, it’s simply because they have not bought into you. I remember when I decided to move my home daycare to a center. Out of 7 children only one child came with me. I asked the families that decided not to come with me, what inspired them not to come with me and their answer was; because we wanted our children in a home daycare not a center.

In other words, the parents wanted me to care for their children, not someone else. In fact, the one parent that came with me, she really trusted me with her son and I was her son’s first caregiver. Eventually, another one of my long time families, decided to come along, after visiting the center. The family realized that I was still a big part of their child’s care and they were compelled to enroll their child into the center.

Have you ever had an employee to reject your vision or plans? I have and the secret to winning that staff member’s vote is by finding out why he or she rejects the vision. Also, work on creating a win-win relationship or making a decision on if the employee is right for your team.

Like the good book (The Bible) tells us; How can two walk together unless they agree. Today I am going to share with you six ways to get parents and staff members to buy into your vision:

1. Work on building relationships. With parents, start discussions at pick-up or drop-off time to show them that you care. Make an effort to talk with staff members daily to see how they are doing and strive to learn something about them.

2. Be honest and authentic and develop the trust of parents and staff members. People tend to have more respect for someone who is open and honest with them at all times.

3. Hold yourself to high standards. If you believe in being professional at all time, be professional. Also, if your goal is to offer the highest quality of care, demand that those practices be honored at all times.

4. Give parents tools to be better parents. Equip your staff members to do a better job.

5. Help them to achieve their goals. For example, my assistant director is a girl scout leader. Every year I support her girl scouts by allowing her to set-up a cookies booth at the center. I also get free cookies every year! For my staff, I find out about their personal goals and strive to assist as much as I can.

6. Everyone is a leader. In fact, parents are leading their children and teachers are leading kids or other teachers. Moreover, this is why it is vital that you also promote leadership development or simply helping them to grow as leaders as you grow.

In summary, if you want others to buy into your vision, follow the 6 -steps above and they will buy into you!

Shiketa Morgan

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Source: 21 Laws of Leadership

Category:

Administration, Child Care Center, Family Child Care, Leadership, parent communication, Program Planning, Quality Care

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How to Deal with Difficult Employees

 

I’ve  had my share of dealing with difficult employees and I honestly believe that I went through those situations to share this blog post with you today.

Dealing with Difficult employees is very common in the work place. In fact, when I network with other childcare business owners, most of the complaints are about staff issues. The top complaints that I hear from employers include:

  • Tardiness
  • Gossiping
  • absenteeism
  • Bad Attitudes

If you are dealing with any of the above situations with an employee, just know that there is a solution.  Again, I have experienced all of the above and I want to share my story with you.

In 2005, I was dealing with an employees with a very bad attitude. In fact, her attitude was so bad that the other employees were complaining about her to me. The employee would even complain to parents about the center and was gossiping with other staff members.

That one employee was  destroying the moral in my center. Because of my lack of experience in that area, I did not confront her right away and this caused the problem to get out of control.

I took a one week vacation that year and I bought a book, written by John Maxwell titled: “Winning with People.” That book gave me so much understanding on why this employee was behaving in that manner. The employee was hurting within and in most cases when someone is hurting, they tend to hurt others around them.

I decided to get to know this employee including; getting to know about what was going on at home. Once she discovered that I cared, she opened up to me and she became one of my best employees. In fact, in my absence she made a great team leader and a role model for the other staff members. Moreover, when I would hire new employees…I would pair them up with her for 2-days for training.

In summary, my night mare with that employee turned into a positive situation when I decided to seek understanding, get to know the employee and let her know that I cared.

If you find yourself dealing with a difficult employee, here are some steps that you can take to help you to deal with the situation:

  • Document the behavior
  • Hold a meeting with the employee
  • Ask questions to get understanding
  • Let the employee know that your goal is to help them as much as you can
  • Express your expectations and make them clear
  • Review your policy on the issue at hand (if applicable)
  • Review what you have discussed in the meeting
  • Create a corrective action plan, hold the employee accountable and set a follow-up meeting date

To Your Success,

Shiketa Morgan

For more employee management tips, join my Center Owner eclub.

 

Category:

Administration, Employee Management, Leadership

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