What is “Job Creep,” and How Does It Affect Nanny Turnover Rates?
Finding and hiring the perfect nanny can be a stressful experience, which is why most parents actively look for ways to reduce turnover rates whenever possible.
Unfortunately, a very common contributing factor to nanny turnover is one to which many parents are largely oblivious: job creep.
What is Job Creep?
For those who aren’t familiar with the nanny industry, the term “job creep” may not be an immediately recognizable one. The phrase is commonly used to describe the gradual addition of responsibilities and duties, which eventually becomes unrealistic and overwhelming for a nanny.
Unless nannies and their employers have a detailed work agreement which explicitly states otherwise, industry standards dictate that a nanny is only responsible for tasks directly related to the care of children. Nannies should not, as a general rule, be expected to assume household management tasks unrelated to childcare. Most employers understand this, and the vast majority never intend to move beyond the accepted scope of nanny duties. Job creep starts to become a factor as the working relationship matures, and employers begin to add more responsibilities to a nanny’s daily task list. Because the addition of duties is gradual, employers may not realize just how much they’re asking of a nanny on a daily basis. Struggling to meet these added duties while also working to maintain the appropriate level of interaction with children can become a significant source of stress for nannies. As time goes by and list of duties continues to grow, it’s not uncommon for nannies to become burned out. Burned out nannies’ work performance is likely to suffer, and this is also the time when many will choose to quit their jobs.
How to Avoid Job Creep and Reduce Nanny Turnover
The last thing most nanny employers want is to lose a great nanny. A gap in childcare coverage can affect their own professional performance, and frequent changes in childcare providers can make it difficult for children to settle into a stable routine. Awareness of how job creep affects nannies, and actively working to limit its influence, is one of the most reliable ways to reduce nanny turnover.
Written work agreements and nanny contracts can be one of the most valuable resources parents have at their disposal when it comes to limiting turnover. These contracts clearly outline not only a nanny’s responsibilities and job requirements, but also their rights and expectations. Opting for a verbal agreement over a nanny contract can be tempting for parents who are exhausted from the hiring process, but a written contract serves as an important line of defense against job creep. Adding responsibilities to a written contract creates the necessity for contract revisions, which can make employers more conscious of a nanny’s workload.
Maintaining Reasonable Expectations
Private, in-home childcare can be expensive, and it’s natural for employers to look for ways of getting the best value for their money. Still, it’s important for parents to maintain reasonable expectations when it comes to nanny responsibilities. Increasing duties to the point of burnout not only makes a nanny more likely to quit, but also affects the quality of care she’s able to provide. Engaging with children, interacting and directly supervising them should always be a nanny’s first priority, not a household to-do list.
Simply being aware of job creep and conscious of the risks it may pose can help to reduce employers’ likelihood of overworking their nannies. Boosting job satisfaction by keeping expectations reasonable is the best line of defense against high nanny turnover rates, especially when the terms of a nanny contract are respected appropriately.
