Last month we published “10 Amazing Ways To Motivate Your Team.” The idea that received the most feedback was “Eye Spy Quality Interactions.” If you missed it, here is it again.
Eye Spy Quality Interactions
Grab a GoPro or digital camera and set it to take images of the outdoor area every 30 seconds. Print the images or bring them up on a screen and get educators to review the images and discuss where they see quality interactions or missed opportunities. Create an amazing discussion about how you can create quality interactions in the outdoor area.
We received hundreds of emails letting us know how excited everyone was with the new tools to motivate their team.
However, there was one problem. Many services couldn’t afford a GoPro. So this month we’re making things right!
We have 2 GoPro’s to give away! (Valued at over $400 each) You can win one for your service.
All you have to do is complete your details to win. Winners announced on 1st July.
Each year appraisals are dreaded by Educators and Managers alike. But they don’t have to be! Appraisals should be a culmination of feedback given throughout the year and an opportunity to re-set expectations. If you want to receive an outstanding appraisal here are 5 statements to keep you at the top of the pile.
- “This year I’ve spent time helping other Educators”
Informal coaching and mentoring of Educators in your team is going to almost guarantee you an amazing appraisal. If you’ve taken time during the year to help other Educators who may have been struggling or if you implemented change and inspired the team on the journey, then it will show your manager you’re a team player.
- “This year I’ve learnt new skills”
Educators who focus on personal growth and development tend to be in the top 10% of high performers. Stating that you’ve learnt new skills in your role shows you’re adopting a “willing to learn” attitude rather an “I know it all” attitude.
- “I’ve achieved my goals we set last year”
Each year many of us set goals for the following year. High performing Educators make sure that they’ve achieved these goals. They make sure that the personal goals they set link to their room goals and their services’ goals.
- “This year I’d like to grow in my role”
Taking control of your professional development and career progression is key to receiving a great appraisal. Perhaps you’d like to specialise in technology or sustainability. Perhaps you’d like to develop your advocacy skills or take time to establish your professional identity.
- “What can I do to exceed your expectations for next year?”
Asking this question shows that you’re driven to be great at your role. It also reminds your manager that in order for you to demonstrate high performance they need to clearly articulate their expectations.
Are you managing appraisals this year? Check out our new webinar Educator Performance Reviews & Appraisals. They’re Not About Feedback
Finding amazing staff to hire seems like a never-ending task. Do you give a job to the applicant who is “ok” or do you wait for the candidate who is “amazing?” With labour shortages at an all-time high, we need to get creative about where we can find the best candidates. Check out my top 5 tips for finding the best Educators to hire.
- The best Educators will come from your personal network, not job sites
Building your personal network is the best way to find amazing Educators to hire. Personal networks can be developed through attending conferences, training and networking opportunities.
- The best people to hire are working for you already
Succession planning is key to reducing the number of Educators you have to hire. Everyone should be performing in their role and learning another role at all times. Educators should always be on a progression path, therefore when someone resigns you have options to promote people into the role.
- Create an EVP
An Employee Value Proposition (EVP) is a collection of offerings provided by a service in return for the skills, capabilities and experiences an employee brings to the organization. Think; personal interest budget, gym membership, performance-based pay, opportunities for professional development.
- Hire on attitude and train the skills
An applicant that has the right attitude toward parents, children, and teamwork is more important hiring someone who has the qualifications but has the wrong attitude. Sure, this is hard given the qualifications requirements in the regulations; however, the principle still runs true.
- Create a networking meeting in your local area
If your service is well known and respected in the local area, you’ll find it easier to attract high performing staff. Try holding shared professional development sessions or networking meetings and invite the local services.
To find out more about check-out our management workshops Hiring, Firing and Everything In Between.
Is children escaping the service reason enough to terminate the staff member who was in charge of supervising?
The answer may surprise you.
Last year, a teacher was dismissed after children escaped from a kindergarten near Geelong.
The incident which prompted the dismissal occurred three days prior when two young children escaped from the kindergarten without detection and walked down the street to a nearby primary school. The 4-year olds managed to escape by opening two doors with the aid of chairs and then by climbing a fence to unlock a “child-proof” gate.
The teacher in question was a nominated supervisor at the time and was dismissed from her employment for:
- demonstrating a lack of adequate supervision;
- breaching the duty of care and responsibilities of an early childhood educator and nominated supervisor;
- failing to show remorse and accept responsibility.
The teacher made an unfair dismissal application.
The Fair Work Commission found that the failure of the teacher to properly supervise the children and allow them to not only escape the kindergarten, but to also allow the disappearance to go unnoticed, was a valid reason for dismissal.
However, the Fair Work Commission also found that the dismissal was harsh, as the company had failed to consider the teacher’s 39-year employment in the role in which time her record was unblemished. The Fair Work Commission stated that the financial consequences to the teacher far outweighed the valid reason for the breach and that the kindergarten had shown some clear deficiencies in their investigation process with regard to the issue.
Together, these two conclusions resulted in the Fair Work Commission finding in favour of the teacher and stressed the importance of employers taking into account their employees career history and also the need for a careful investigation process.
To find out more about managing poor performance and termination check out our Hiring, Firing and Everything in Between workshops.