Legal Disclaimer: This article provides general information about nanny employment topics and is not legal, tax, or financial advice. Laws vary by state and locality. Consult a qualified attorney, CPA, or tax professional for advice specific to your situation.
Most families hire a nanny but never give them a formal performance review. The daily intimacy of working in someone's home creates an illusion that feedback is happening organically. In reality, passing comments about the kids' day are not a substitute for a structured conversation about job performance, professional growth, and mutual expectations.
A thoughtful annual review strengthens your working relationship, surfaces issues before they become problems, and gives your nanny the professional respect they deserve. It is also the natural time to discuss raises and benefits adjustments.
Conduct formal performance reviews at 90 days and annually. Evaluate seven core areas: child safety, engagement, reliability, communication, household compliance, flexibility, and initiative. Use specific examples, listen as much as you talk, and pair positive reviews with a compensation discussion.
Performance Review Template
Rate each area on a scale of 1-5 (1 = needs significant improvement, 5 = exceptional) and provide specific examples:
| Category | What to Evaluate | Rating (1-5) |
|---|---|---|
| Child safety & supervision | Attentiveness, adherence to safety protocols, emergency preparedness | |
| Engagement & activities | Age-appropriate activities, creative play, educational engagement, outdoor time | |
| Reliability & punctuality | On-time arrival, dependability, advance notice for absences | |
| Communication | Daily updates, responsiveness, openness about concerns, professional tone | |
| Household compliance | Following house rules, dietary guidelines, screen time limits, discipline approach | |
| Flexibility & problem-solving | Handling schedule changes, managing multiple children, adapting to new situations | |
| Initiative | Proactive behavior, suggesting improvements, taking ownership of responsibilities |
How to Conduct the Review
- Schedule it in advance. Give your nanny at least one week's notice so they can prepare their own thoughts. Choose a time when neither party is rushed and the children are not present.
- Start with strengths. Open with specific examples of what your nanny does well. Be genuine — vague praise undermines the entire conversation.
- Address areas for growth. Use specific observations rather than generalizations. Instead of saying your nanny needs to communicate better, say you would like a daily text update by 4 PM summarizing activities and any issues.
- Listen. Ask your nanny what is working for them and what could be improved on your end. Nannies often have practical suggestions that make the job easier for everyone.
- Set goals together. Agree on 2-3 specific goals for the next review period. These might include completing a CPR recertification, introducing new educational activities, or improving a specific area of communication.
- Discuss compensation. If the review is positive, this is the natural time to discuss a raise. Come prepared with market data and a specific number or range.
- Document everything. After the conversation, write a brief summary of what was discussed, agreed-upon goals, and any compensation changes. Both parties should sign and keep a copy.
Addressing Performance Issues
If your review reveals significant performance concerns, address them directly but constructively:
- Focus on specific behaviors, not personality traits
- Explain the impact of the behavior on the children or household
- Ask for the nanny's perspective — there may be factors you are not aware of
- Create a clear improvement plan with specific milestones and a timeline
- Schedule a follow-up check-in within 30 to 60 days
If issues persist after a documented improvement plan, you may need to consider termination. Having a written record of performance reviews, improvement plans, and follow-up conversations protects you legally and demonstrates that you gave the nanny a fair opportunity to improve.
The best nanny-family relationships feel personal, but the employment dimension requires professional management. Regular performance reviews keep the professional foundation strong so the personal connection can thrive.
Legal Disclaimer: This article provides general information about nanny employment topics and is not legal, tax, or financial advice. Laws vary by state and locality. Consult a qualified attorney, CPA, or tax professional for advice specific to your situation.
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