Revealing Research That Helps You Motivate and Retain Your Administrative
Assistants and Executive Assistants
By Karen Porter
The
Administrative Professional
Job Performance and Career Success Coach
Assisting Administrative Support Professionals Since 2004
Information for managers, executives, directors and all senior levels who have
administrative assistants, executive assistants and secretaries reporting to
them.
When you find and hire a good, perhaps great, administrative assistant,
executive assistant or secretary for you, your department and/or your
company, you don't want to lose him or her to the competition. That's right.
A good administrative professional will leave what he or she perceives as a
bad position – no matter how much compensation you offer.
While adequate pay, benefits and bonuses are necessary and enticing for
administrative employees, it's a short-term solution for motivation and
retention of your administrative professional staff.
Let's face it, the average administrative professional salary is capped in
general. There will never be the potential for your executive assistants or
administrative assistants to earn what you earn – the higher level person
they support – while remaining in the administrative professional roles they
love and want to remain in for the duration of their careers.
That's just the nature of job and position hierarchies. You know it and your
admins know it. So let's get that common sense statement out of the way now.
Your administrative professionals know being highly compensated isn't likely
to happen. That's for the average administrative job -- because there
absolutely are executive assistants and personal assistants who are earning
a low six-figure salary, especially if they're experienced, have been in
their roles a while, and work at higher levels in the company.
So while pay is an important issue for administrative professionals when
accepting a job just like it is for anyone (they have families to support
and bills to pay too), it's not going to be the deal breaker or deal maker
often in motivating and retaining your administrative support staff. Of
course, that's assuming you're paying your administrative staff adequately
for their roles to begin with.
Ultimately, your administrative professionals will leave you for what they
perceive as more ideal working environments. They'll have one foot out the
door and their peripheral vision on the job ads, while accepting your
compensation.
Where will that leave you?
It'll leave you taking time out of your already too busy schedule to start
the administrative professional candidate search all over.
It'll leave you going through an orientation process with the next
administrative professional and a time span of getting to know someone new
and learning how to "partner" with yet another assistant.
It'll leave you with loads of support work to do yourself in the interim –
items you could be delegating to your administrative professional.
It'll leave you scratching your head, wondering why your administrative
staff doesn't stay. After all, shouldn't they be grateful you even gave them
jobs?
It'll leave you wondering what you should do differently next time with your
next administrative hire. Should you train him differently? Should you look
for someone with a different personality than the last administrative
professional? Should you assume that the last admin or two leaving your
company was an atypical situation and do nothing differently with your next
administrative professional hire?
The questions and soul searching are endless.
The time and money this costs you is endless – if it keeps happening.
The aggravation of having to start anew each time with "your next"
administrative professional is endless.
So after you put in another hiring request for an administrative
professional with the human resources department (red tape bureaucracy
that's necessary but annoying on any given day), sift through 300 more
resumes and cover letters, do 15 interviews with potential administrative
professionals for you, and prepare the terms to offer your next
administrative professional the position, how do you ensure this one stays?
Well, let's not start with a lie: The truth is you can't ensure your
current, or next, administrative professional will stay with you and the
company. Life happens. Things come up.
How do I know this?
I know administrative professionals because I correspond with admins
regularly. I research the profession regularly. And I've worked as an admin
in companies and organizations and with administrative professionals when I
wasn't one.
Yet after all that, I still can't give you the "magic pill" to put in your
administrative professional's morning coffee to ensure he or she stays happy
and motivated as your admin and with your company.
However, what I can do is help you to put the odds in your favor by giving
you some insight that should help you to create and enact some motivational
and retention strategies for your administrative professional staff. Read
onward...
...What you need to know is in:
Special Report: Revealing Research That Helps You Motivate and Retain Your Administrative Professional Staff
A report for managers, executives, directors and all senior levels who have
administrative assistants, executive assistants and secretaries reporting to
them.
When you find and hire a good, perhaps great, administrative assistant,
executive assistant or secretary for you, your department and/or your company,
you don't want to lose him or her to the competition. That's right. A good
administrative professional will leave what he or she perceives as a bad
position – no matter how much compensation you offer. While adequate pay,
benefits and bonuses are necessary and enticing for administrative employees,
it's a short-term solution for motivation and retention of your administrative
professional staff.
Read about the elements that create job satisfaction and frustration on the job
for your administrative support staff. Get tips for creating motivating
environments for your admins and tips for how to retain your administrative
professional staff. Learn this information before you invest time in the process
of hiring your administrative assistant or executive assistant to ensure your
hiring efforts are successful in the long run. Employee retention can save your
company a lot of money!
This printable document is 24 pages (8 1/2" x 11" paper size) and
is in PDF file format (read with free Adobe Reader software).
PRICE: $37.50 This price
includes the right to distribute the document to multiple people within your
company.
Don't make a bad decision when hiring an administrative assistant
or executive assistant simply because you lack the knowledge to know
what makes administrative professionals want to work for you -- or
not. Get this report now!
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