I saw a post this week. And for me, it summarised all that is wrong with the perception of the EA role currently.
The post said, ‘If your whole team were getting together in another country. And you are required to attend team meetings and act as part of the leadership team normally but were then told that as an EA you can’t travel as it’s company policy for EAs not to travel, how would you feel? Not going to lie I feel no value is placed on the role.’
It’s a shining example of not understanding the contribution of an assistant when you include them.
Let’s look at the opportunity that has been missed here. Participation in this team event would have provided the EA with opportunities for professional growth and development. Exposure to different business environments, cultures, and team dynamics would have enhanced her skills and knowledge, making her even more valuable to the organisation and to her executive.
This exclusion not only undermines the role of the EA but also hinders the overall effectiveness of the team. Because when an EA is left out of the loop, they can’t support their team or their executive properly. It’s jumping over dollars to save dimes.
Attending would have helped her to anticipate what’s coming down the track, to build relationships across the business, to problem-solve faster, to understand the bigger picture, and to get to grips with how decisions are being made. All of this equates to her honing their skills, which allows her to add even greater value to an organisation.
But when you leave her out, it creates a divide between the leadership team and the support staff. This separation fosters feelings of undervaluation and exclusion, which can significantly impact her morale. The message to the team, and to the EA herself is that an EA is somehow ‘less than’.
In contrast, including her demonstrates the value an organisation places on its EAs. It shows that the company recognises her strategic importance and is willing to invest in her development and well-being.
This is just one example of the ways in which administrative professionals are excluded every day. Once you start seeing it, you can’t unsee it and it is clear to me that it is an issue of inclusion.
Here are a few more examples:
– no leadership
– no goals or KPIs
– no clear career progression
– no clear job description
– promotion based on the executive being promoted or opinion rather than measurable skills and competencies.
– no roadmap for training & development
– no performance review
– no opportunities for career development unless you leave the profession
– pay based on tenure, not performance
It’s time to move beyond outdated perceptions and recognise how the role is evolving.
By reassessing policies and ensuring EAs are offered the same opportunities for growth as everyone else, organisations can ensure that EAs are maximising the contribution they make to your your team. And that they are recognised for it.
