Do you want to encourage them to stick around awhile or would you be okay to see them go?.Do they have a good attitude and add to a positive team culture?.Are they simply doing their job or performing above and beyond?.When considering raises consider the following: When parents asked about the tuition increase I explained that it was for staff raises and they always understood. Normally I would model the staff raises around the tuition increase. At my center, we raised tuition by about 5% each year. I believe that giving an annual raise makes sense in most situations. As I mentioned before, leaving room for raises is KEY to maintaining satisfied employees. Let’s be honest, everyone loves getting a raise. Better to start lower and reward great work with a raise instead. Don’t make the mistake of giving in because you are desperate to hire, I promise you the employee won’t be happy long anyways. Sometimes a potential employee isn’t the right fit for your center simply because their expectations for pay are too high.
Leaving room for raises along their journey at your center is so important. In my personal opinion, one of the biggest mistakes when adding a new team member is to pay them too much. Starting out with the right base pay is the best way for you to set up your employee for success. We did have times we went above $20 for a starting wage, but we tried to keep within this range as much as possible. Making sure that you have a consistent range of pay for each role is very important, and can prevent headaches and division down the road.įor example we paid our lead teachers anywhere from $16-$20 per hour, although this rate will vary depending on where you are located. When we consider all 4 of these aspects it allows us to find a number that is not only fair for your new employee, but also consistent with the rest of your staff.
So how do these differing sides come together? While it might seem as if only one party can ‘win’, a good system can keep staff motivated while ensuring that your healthy business can keep them gainfully employed for the long term. Both sides have their own priorities, and both are looking for good value and fair treatment. Labour laws, compassionate employment, and practical considerations (ie cost) all play a part in the equation.
One of the most common causes of friction between employers and employees is wages and benefits.