Just as corporate executives get pirated by competitors, so do yayas get wooed by other potential employers. The issue is real, as Cristina Mendoza-Joson, R.N., speaker and founder of Super Yaya Seminars, will have you know. “No matter how careful you are, the need for that ‘good nanny’ will prevail, and [some will do anything] just to get the best yaya for their children.”
The issue of yaya poaching is something you can’t completely avoid, emphasizes Ginger Arboleda, general manager of Manila Workshops, which offers yaya training sessions. However, you can minimize the chances of it catching you off-guard.
Start by valuing your yaya as you would someone under your supervision at work. A clear discussion of the compensation package is first on the agenda. Mendoza-Joson suggests “Let the nanny know from the start that for every year she works [for you], her salary will increase depending on her performance. This way, she will be encouraged to do well.”
Helping her open a savings account, paying for her SSS, Pag-IBIG, and PhilHealth contributions as mandated by law, and offering her healthcare benefits are other ways to show you concern for yaya and to make her feel valued.
As with most issues involving yaya, keeping communication lines open at all times is also key, says Mendoza-Joson. Both of you should be comfortable talking about how she feels about working for you.
Assume that the measures above are not enough, and you find yourself facing a real yaya-poaching situation. How do you handle it properly?
Our experts share these DOs and DON’Ts on yaya poaching
Do discuss it with yaya.
Is she seriously considering the offer, and why? Approach her directly to find out. If the reason is not related to her current salary, then she has other issues. “Talk about these and reach a compromise if you really want her to stay,” says Arboleda.
Do ask yourself: Is yaya worth it?
“Personally, if the nanny is new on the job and I have an impression of her being interested in someone’s offer, then I would let her go,” says Mendoza-Joson. Your yaya’s inability to honor her commitment at such an early stage simply shows she is dispensable, so “there is no need to invest time and money in her,” Mendoza-Joson adds.
Arboleda says that if your budget permits and she’s worth it, you can make a slightly better offer, although this shouldn’t be your first option. Arboleda suggests, “Instead of making a counter-offer, make her realize the non-monetary benefits of staying to work for you.”
Don’t force her to stay.
Remember that yaya is entitled to make her own choice. Arboleda says, “You can’t totally control her life and block her from the poacher. My stand has always been to make her feel part of the family, and this will make her unwilling to entertain the thought of leaving your family.”In the end, how you encourage loyalty will be the deciding factor to help yaya decide whether to stay or leave.
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Arboleda ends, “The best way is to treat her as family, and always make sure that the policies that you have in place translate to a win-win situation for both of you.”