A few advices for nannies

A few advices for choosing the right person for your family

Tricks for a long lasting relationship between the employee-employer

  How do we deal with conflicts ?

The best way to solve a conflict is to prevent it, but this thing is not possible in each of the complex situation of life. So when we face this kind of problem, what can we do?
STEPS :

STEP 1 - The first stept is to establish if there is a real conflict, meaning if there are two sides that have different interests, and neither of the them willing to make a compromise.

- Many of the daily arguments are not real conflicts, just misunderstandings, that can be solved with good will from both sides and the desire to explain their positon.
- Of course, the relationship employee-employer is a special one, the sides are not equal, and there is a tendency of social desirability, maintained by both sides. This makes it a delicate relationship, and when there are dissatisfactions, these are stored and may accumulate over time.
- Sincerity is an essential factor and it's desired within every relationship: speak open about what you dislike about the behaviour of the person you have hired. Avoid offences or insults, and mention the things that you want as desires for the employee herself! Do this in a friendly way not as punishments!
- From our experience we recommend you the tactic of direct confrontation and non-violent, because the things are unsaid remain in your subconscience and they tend to accumulate and appear in a more explosive way.

STEP 2 - The next step, if there is a real conflict, is search the causes. The conflict is just the top of the iceberg, there are causes and a combination of circumstances to lead to it.

- It's desired that both sides to consider the others inocent till proven guilty, so that they can reach the level when they can negociate. The suspicion, especially coming from the employer towards the employee, amplifies the real dimension of the conflict.
- Avoid the misinterpretation of facts; maybe you came tired from the office and you overevaluated a fact, which in another circumstance, would seam notworthy; or maybe you misinterpreted a certain gesture and you didn't give it time to clear up the situation!

STEP 3 - If after analizing the causes of the conflict, you couldn't reach a common point, then negotiate the state of facts! What can be saved? How would things look if there were no conflicts? What are the expectations from both sides, in the end?

STEP 4 - Learn from previous mistakes and don't heasitate to apologise! Trully forgive not just formally! Forgiveness means that you give the other person a bigger responsability, not to fail again!