CONTENTS EFFICIENCY IN CHILDCARE

2 THE ART OF CONVERSATION WITH STAFF & FAMILIES

3 DIPLOMACY IS THE KAY WHEN RESOLVING CONFLICTS

4 THE CULTURAL INTERPRETATION AND ITS IMPORTANCE

5 VALUE OF FEEDBACK THROUGH THE RIGHT MEANS

6 MAKE IT FUN AND PRODUCTIVE

1 TIPS TO EFFECTIVE COMMUNICATION AT WORKPLACE

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EFFICIENCY IN CHILDCARE | JUNE 2016 EFFICIENCY IN CHILDCARE | JUNE 2016

TIPS TO EFFECTIVE

COMMUNICATIONThroughout our day at work, we communicate with several stakeholders of the business and

communication is something we do instinctively like breathing and other involuntary tasks. We

talk to our spouses, kids and friends without giving much thought to how we’re doing it because it

becomes a routine and something we have been doing for several years.

It might seem easy and something we do without an effort, but communicating effectively actually

takes quite a bit of refinement. Selecting the correct vocabulary, listening with our minds instead of

just our ears, and conveying our ‘key message’ across are skills that we all require some on.

When we are at home and in social situations, un measured communication can lead to disagreements

and sometimes may get flared up into arguments. While at work, the consequences can be far more

intense. Productivity mitigation, lack in employee motivation are some of the common results that

develop due to communication breakdowns.

However, implementing few simple steps can help you improve communication within your centre

and with the clients.

In this edition of ‘Efficiency In Childcare’ you’ll learn some of the tips several management professionals

use to perk up their communication. You will also learn how changing or simply enhancing your

communication strategy can drive measurable improvements in employee motivation, productivity

and profitability at your childcare centre.

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Nowadays companies along with a lot of childcare centres have become reliant on e-mail and other

electronic means of communication as their primary source of conversation with the families and

also the staff. Some even prefer emails for all internal communications.

Technology is wonderful for improving speed and

efficiency, but it can have a negative effect on

relationships when done in excess. Sometimes an

e-mail sent with the best intentions, can have its

message misconstrued. A short response sent in

a hurry can easily be misunderstood as a lack of

care or maybe even, as a sign that you’re angry.

The majority of meaning construed in conversation

comes not from the words themselves, in contrast

to the speakers’ facial expressions and body

language, according to research conducted by

UCLA psychology professor Albert Mehrabian

[source: Inc.]. Once you take gestures and smiles

out of the equation, and receiver can easily get

the wrong idea, especially when the sender isn’t

the most articulate writer or statement written

in a rush.

The cure to avoid technology overload is

to conduct regular staff meetings and hold

conversations with the staff that are away from

delegation and tasks you assign to them.

THE ART OF CONVERSATION

Conflicts generally develop when there are different individuals with different personalities work

together on multiple deadlines. These conflicts hold no direct relevance to the intentions or the level

of intellect the individuals have. However, it mostly depends on the situational issues.

The majority of minor issues will blow over

themselves, but a few can turn into major

disagreements.

To avoid minor conflicts from exploding into

major crises, resolve them right away. Let your

employees know from the start that you open for

discussions and ready to work with anything they

are concerned about. Encourage them to come to

you by creating a safe environment in which they

feel comfortable and feel the freedom of dishing

out their issues. All issues that are happening

between you and your employees should be kept

confidential.

When you respond to disagreements, do it with

an open mind and a accommodating approach.

This means addressing the situations and the

team or in some cases the ‘position’ and not the

individuals. By asking questions that lead you to

understand how each individual really feels about

the situation, you can help the involved reach a

solution that’s acceptable to everyone involved

and majorly, your business goals.

DIPLOMACY IS THE KEY WHEN RESOLVING CONFLICTS

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Ever heard the story where President of U.S.A tried to give ‘the forks’ to the farmers when visiting

Australia in 1992? He wasn’t definitely trying that. In many cultures around the word, this sign

symbolises ‘Peace’.

THE CULTURAL INTERPRETATION

President Bush’s oversight makes for a funny tale, but in the workplace, a similar kind of cultural

blunder could lead to far more serious insinuation.

The world is shrinking with globalisation. Childcare centres not only hire foreign employees, but they

also deal with several families that are not born and brought up in Australia.

As a result, staff and management needs to be culturally sensitive and aware of the subtle differences

in the way people of diverse nationalities interpret words and gestures.

At your centre, you need to create environments that are welcoming and sensitive to needs of all

the employees no matter what their nationality or background is. This also goes for all the families

and children attending your centre.

EFFICIENCY IN CHILDCARE | JUNE 2016

Employees do not prosper in a bubble. An employee could be working tirelessly to meet the needs

of the families or children or they could be slacking off. The staff at your centre need to know how

much you appreciate and recognise what they are doing for the business.

Regular formal meeting are not required to give

feedback to your staff, although if your situation

allows for it can be a way of doing it. There are

many other ways to let your employees know

what you’re thinking. You can do this via emails,

phone calls, or a brief status update once or twice

a week.

When giving feedback, it is very important to be

precise and clear with your words and translate

exactly what you mean. While giving feedback it

is also important to be constructive. For example,

instead of saying, “You are not putting in enough

effort.” say, “When you are late 3 weeks in a row

filing your program plan, it gives me the sense

that you don’t have enough time invested in your

planning procedures. Can you let me know why

you have been late and how we might help you

get back on track with these plans?”

VALUE OF FEEDBACK

EFFICIENCY IN CHILDCARE | JUNE 2016

Just because your role remains the same, it does not mean that it should be monotonous. It doesn’t

matter whether you’re a receptionist, an educator or an accounts executive. Your day can be as

exciting as you and your staff wants to make it.

Activities like staff lunches and weekly coffee

sessions can make it bit more exciting than the

usual shift work and the limited work related

interaction they get with the colleagues and the

families. Some companies have set aside a break

area for their employees to “hang out,” or bring in an

ice cream truck once a month for staff and children.

Sometimes the staff may get carried away with

what they have on hand and miss their breaks.

Ensuring the staffs take regular breaks ensures

increased productivity and appreciation for the job.

FUNMAKE IT

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