If you’ve visited a family-focused enterprise, akin to a theme park or leisure heart, they’re usually stocked with younger staff who’ve little-to-no expertise working with kids. Oftentimes, visiting these companies might be irritating. Of course, we will’t blame an adolescent working at their first job. However, we will acknowledge that companies have to do a greater job in coaching their staff in working with kids. After all, working with kids is just not for everybody. 

I don’t blame staff who’re pissed off working in one in all these household leisure venues. As a mom, I’m usually pissed off! However, I’m usually searching for methods to successfully talk with my kids. I consider family-focused companies ought to do the identical when coaching their staff. It would make the job and the shopper expertise infinitely higher.

I spoke to a number of individuals well-versed in working with kids from all backgrounds on how companies can higher prepare their staff. Here’s what they stated. 

Meredith Tekin — who’s the president of International Board of Credentialing and Continuing Education Standards, a corporation that trains and certifies people to work with kids with autism, psychological well being and cognitive problems —stated there are a selection of things companies can add to their guidelines with coaching staff. First, enterprise leaders ought to take into account working with a “credible partner or supplier, such as a certifying body that has been providing programs for a long time.”

“Ensure the content is from multiple clinical and expert perspectives, including the perspectives of individuals who have lived experience (are autistic themselves or have disabilities, etc),” Tekin stated. “ Also, repeat and reinforce the training — make sure staff and managers talk through any process implications, and provide written materials to reference.” 

When speaking with kids, staff needs to be versatile in how they convey. 

“Speaking in a friendly but direct and clear manner can help avoid confusion – many individuals may not understand certain jargon, sarcasm, or may take things literally,” Tekin stated. “Sometimes kneeling or getting on the child’s level can be helpful, but not every individual is comfortable with eye contact or speaking to others in close proximity. Also, keep in mind that some individuals who are autistic or have other differences may be nonverbal, but that doesn’t mean they can’t communicate. The best policy is, when in doubt, ask!”

Above all, Tekin stated essentially the most success comes from hiring and screening staff correctly. 

Is there a guidelines these companies ought to have when hiring new staff? For instance, expertise working with kids at prior jobs, and so on. 

“Training can help build empathy and understanding different perspectives, especially for visitors with disabilities in case the staff member does not have personal experience,” Tekin stated. “Providing specific, up-to-date and relevant training can bridge knowledge gaps that enables and empowers staff to do what they do best, which is to help visitors have a fun and safe time.” 

Whitney Raser, director of training for the San Diego Children’s Discovery Museum, recommends following the “Three Cs” when working with kids.

“Keep your expectations clear, concise, and consistent,” Raser stated. “The shorter your ‘rules’ the stickier they are for a child and often the more easily understood. Most of our expectations do not exceed three-to-four-word statements. For example, ‘Use kind words’ and ‘Stay with your grownup.’ Additionally, these phrases are the same whether they are used by a visitor services associate on the floor or a member of the leadership team. Consistency is key.”

Raser additionally really helpful utilizing visible helps to speak with kids. 

“Children may have linguistic differences or neurological exceptionalities from a venue’s employees — Having signs, as well as kinesthetic motions associated with each expectation, helps children to latch on to what is required of them in a space,” Raser stated. 

Finally, Raser stated it’s essential for all staff to “approach work with a sense of humility, empathy, and lifelong learning.” 

“Organizations should reach out to local nonprofits that work with children from neurodivergent or linguistic backgrounds,” Raser stated. “Often these nonprofit groups are eager to share best practices with other community partners. These groups can offer culturally relevant and/or research-based approaches to best support children. It is important to engage in this work and these partnerships frequently as new ideas and learnings can support the ongoing work of making a space inclusive.” 

Janelle Owens — the human sources director at Test Prep Insight, an EdTech firm, who additionally beforehand labored in human sources for Target and Wells Fargo — stated her finest tip for companies is to role-play with staff. 

“Role playing during employees’ orientation and training can have a massive impact on their behavior once they begin work on their own,” Owens stated. “Role playing offers a safe, controlled environment in which you can subtly expose employees’ preconceived notions and biases. Role-playing can play a pivotal role in preparing employees for anything that might come from interacting with such a wide swath of humanity as family venues might offer.” 

Owens additionally stated enterprise leaders ought to do not forget that “HR training should not be a one-size-fits-all approach. It needs to be flexible and dynamic.”

“For younger team members who may be working their first real job, I would double down on training via role-playing,” Owens stated. “With veteran employees, you can leverage their prior experiences and general maturity to talk through training matters. You can solicit their input and explore how they handled certain matters in the past. With green employees though, you need to lead and train by example, which role playing is perfect for. In a sense, it is a form of ‘learning by doing.’ Plus, using role play to train younger workers has the added benefit of being more engaging. It is a more active and participatory form of training that holds young workers’ attention, especially teens.” 

As a mum or dad, what are your suggestions for companies that work with kids? Leave your concepts within the feedback part beneath. 

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San Diego Moms is revealed each Saturday. Have a narrative concept? Email hoaq@timesofsandiego.com and comply with her on Instagram at @hoawritessd.