Use the first week to introduce the home, explain priorities, demonstrate unfamiliar equipment and agree how feedback will be shared. Start with the written job brief, choose one household contact and review the actual workload after a few days. Good onboarding helps both the household and the staff member understand what success looks like.
Prepare before the joining day
A new staff member cannot know the household’s unwritten rules. Prepare a short version of the agreed duties, hours, salary arrangements and key contacts. Make sure the work supplies and any promised accommodation are ready. If the property has access requirements, settle the relevant steps before the person arrives to start work.
Choose one household adult to coordinate instructions. Family members can still make requests, but the staff member should know who decides priorities when requests conflict. This is particularly important when a cook, driver and helper share parts of the routine. A clear contact prevents someone from being criticised for following one family member’s instructions instead of another’s.
An illustrative first-week plan
| Stage | Focus | Useful outcome |
|---|---|---|
| Before arrival | Confirm joining time, access and work arrangements | Both sides know what to expect |
| Day one | Introduce people, spaces and the basic routine | The staff member knows where to begin |
| Days two and three | Demonstrate preferences and adjust task order | Essential duties fit the daily schedule |
| Midweek | Discuss anything unclear or difficult | Small issues are raised early |
| End of week | Review duties, timing and communication | A clearer routine for the following week |
Make day one an introduction, not a test of mind-reading
Show the spaces used for work, where supplies are kept and which areas are private. Explain how to ask a question and what to do if an item is missing or equipment is unfamiliar. A short demonstration is often more effective than a long verbal list. If the household has a preferred laundry or kitchen routine, show it rather than assuming it is universal.
For a live-in placement, include personal space, meals and access to agreed facilities. Make it clear when work ends and when the person has time off. Practical introductions should be respectful and proportionate. They should not involve retaining identity documents, unnecessary monitoring or sharing private information beyond what the role requires.
Teach preferences that cannot be guessed
A home cook needs to learn portion sizes, spice levels and serving times. A helper needs to know where household items belong and which rooms have priority. A driver needs the agreed pickup points, contacts and vehicle routines. A personal attendant needs boundaries around wardrobe care, errands and private belongings.
Use examples instead of general praise or criticism. “Please prepare less rice tomorrow” is more useful than “the food is wrong.” “Fold these items and hang those” is clearer than “organise properly.” Allow for reasonable learning time. If a preference is important enough to judge the placement by, it should be explained early and consistently.
Review the timetable once real work begins
A written brief is a starting point, but the first few days reveal how long tasks actually take. Ask whether meal preparation clashes with serving or whether laundry volume is larger than expected. Look for ways to change task order before assuming the person is unwilling or incapable.
Do not use onboarding to add substantial new duties without discussion. A helper hired for cleaning and laundry should not suddenly become the family driver. If you discover that the original role was too small for the household’s needs, speak with the staff member and placement team about revising the arrangement. A realistic workload is more sustainable than continually increasing expectations.
Agree how to handle ordinary problems
Discuss delays, absence, damaged items, missing supplies and requests for leave in calm, practical terms. Give the correct contact number and explain when the household needs to be told about a problem. A simple method for grocery approvals and receipts can prevent confusion before any money changes hands.
Feedback should describe what happened, what is expected and what support is needed. Invite the worker to explain difficulties, especially with equipment, travel or conflicting instructions. Keep conversations private and respectful. If a problem suggests the placement is not a suitable match, contact the agency promptly with a factual description rather than waiting for the situation to become more difficult.
Know when to ask for placement support
At the end of the week, compare the actual work with the original brief. Some issues are normal settling-in adjustments; others reveal a mismatch in skill, hours or duties. The useful question is whether a clear, reasonable change can address the problem. Avoid treating a single preference mistake as proof that the whole placement has failed.
Domestic Staff Provider includes six-month replacement support under the written terms and can be contacted on 0334 1041114. Keep the original placement details and explain any concern specifically. Ask about the next steps, conditions and current candidate availability. Replacement support should be part of a transparent process, not a reason to skip clear onboarding or a fair discussion.
Questions about this guide
How soon should I give feedback?
Explain essential preferences from the first day and discuss small issues as they arise. Use a planned end-of-week conversation to review the overall routine.
Should all family members give instructions?
Choose one person to coordinate priorities. This helps the staff member resolve conflicting requests and understand the household’s expectations.