How to communicate with the nanny

Hangzhou nanny arson case is bound to be talked about for a long time. The employer is very kind to the nanny, offering a high salary and treating her as a family member in exchange for stealing and killing. However, if we only understand this case as a modern version of the story of Mr. Dong Guo and the wolf, and if we are only satisfied with cursing the nanny and cursing the poor, it will not only help, but it is very likely that this emotionalization is the cause of many tragedies.

There is not only an insurmountable gap between the elites in big cities and the nannies working in rural areas, but also a difficult problem for most people to get along with.

Prior to this, there had been cases in which nannies killed ten elderly people in succession in Guangdong. The horror of this incident is that employers can't monitor the nannies specially invited to take care of the elderly. The process of "caring" is full of pitfalls. People began to discuss whether cameras should be installed to monitor the nanny's every move.

This kind of problem will not only hurt employers, but also hurt nannies sometimes. A few years ago, there was a completely opposite case in Chengdu. A family lost a necklace, and it was suspected that the nanny had stolen it. In order to prove her innocence, the nanny chose to commit suicide.

Nannies have a deep experience of city life. They have mastered the skills of living in the city, but they cannot really integrate into the city. This is the root of all problems.

At present, the more popular employment mode is that the employer finds a nanny from an intermediary company and pays an intermediary fee. When the nanny comes to the door, the employer and the nanny become an employment relationship, which has nothing to do with the intermediary at this time. If we understand the relationship between employer and nanny as a contract or contractual relationship, we will find the problem.

The ideal scheme is that the labor service company recruits and manages the nanny in a unified way, the company pays the nanny's salary and provides labor security, and the employer only needs to sign a contract with the labor service company. This seems troublesome, but it can give the nanny a clear identity: in the city, she has also become an "office worker." She has social security and even housing provident fund. Although it may be useless, it can give her a sense of identity and comfort.

In this way, the nanny faced by the employer is a person who provides services at home. Employers can be more critical and strict about the nanny's work, and it has become a proper meaning not to let the nanny eat at the same table. Installing a camera at home is no longer offensive. The responsibility of nanny management, training and even psychological construction is borne by the company.

Of course, the consequence of this is that the cost will increase, and employers may have to spend more money to hire nannies. At present, the income of nannies has generally increased, and the income of better nannies has already exceeded that of small white-collar workers who have just graduated from college. However, since there is demand in the market and the value provided by nannies is very scarce, the salary of nannies can be higher, and the labor service companies that provide standardized services have reason to earn more.

At present, a peculiar feature of the relationship between employers and nannies lies in paying a certain emotional cost (like treating family members) instead of a part of the money that should be spent. Employers not only care too much about the feelings of nannies, but also should not. Employers and nannies should talk more about money, more about contracts and less about feelings. Unfortunately, in reality, it is often the opposite.