In formalizing babysitting, we are teaching young workers the wrong lessons

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For most of us, our first foray into earning money was the tried and true babysitting gig. It’s a constant – there will always be a need for it, artificial intelligence will not replace it and the skill does not change over time. Babysitting even comes with a few benefits, such as snacks, outdoor activities, unlimited screen time once the kids are in bed, as well as referrals for other gigs. And, because babysitters don’t make much over the entire year, it is likely tax-free.
The hourly rate did not change, whether it was 2 p.m. or 2 a.m. We did not care – we were making money – not as much as minimum wage, because that was for older kids. We are 13.
Which is why it is surprising to see this tried and true model and job description become more formalized over time, to a point that the fee will depend on the service provided, how many hours and when those hours take place. From what I’ve seen and heard, the 13 year old is not coming up with this new model – rather it is the parent of the sitter. When I was looking for sitters for my kids years ago, I was told, by parents of sitters, everything from higher rates after midnight and a hard stop at 11:30 p.m. to more money per additional kid. I was once told that if I wanted my kid to be walked home after school by a 12-year-old, I should pay minimum wage.
I recently ran into this with my 14-year-old daughter, where the advice she received from a parent was to charge extra for daytime hours during the summer, as this is now more of a nanny service, rather than babysitting. In other words, if you need to actually interact with kids for more than just bedtime, it’s a higher price.
Formalizing babysitting can be a slippery slope, where we want to teach them job-related responsibilities, but it may be instilling a “you need me” entitlement mindset. Is this really the message we want to send to the next generation of workers? We tend to complain about the attitudes and working habits of the youngest generation in the workforce. Perhaps we are getting what we are asking for.
By linking rates to hours and activity, we may be telling the next generation that they hold the balance of power, which they will then transfer this mindset to the next “real” job they get, or try to get. The balance of power almost always rests with the employer, especially as job markets are tight. This is not to say there is no bargaining power for the next generation as they enter the workforce, but they need to have valuable skills to offer. Simply being present, generally responsible and able to work is not a bargaining chip, which is really all they have to offer when they take on babysitting
When entering the workforce through babysitting or other unskilled, underage labour (grass cutting, snow shovelling), kids may turn to their parents for advice on how much to charge. A few things to consider when providing this advice:
Babysitting and childcare are two different jobs. Babysitting is an entry-level opportunity for teenagers to earn some money. Childcare and nanny work requires maturity, experience and often some level of education. This is a career, a means to pay rent and mortgage, not an opportunity to earn pocket money. They are also protected under workforce legislation.
Babysitting, and other underage labour, is about learning responsibility, accountability and perhaps even some money management skills, all while helping families who work or need a break or both. Revenue generation can come after at 16, along with the sore feet, taxes and possibly smelling like salami.
Eileen Dooley is a talent and leadership development specialist, and a leadership coach, based in Calgary