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Executive Assistant

Retention Tips: How to Retain Your Best Talent for the Long Term

By | Executive Assistant, Hiring Strategies, Leadership | No Comments

Retaining your best employees is an essential strategy in growing your business. Poor retention drives up an organization’s costs and can negatively impact the team’s morale and confidence. Here are some retention tips to help retain your best talent for the long term.

Overcommunicate Expectations and Details

One of the main reasons new employees quit is because the job isn’t what they expected. Throughout the hiring and onboarding processes, overcommunicate expectations and other important details. New hires should know exactly what to expect when it comes to their job responsibilities and the company culture. Also clarify what their priorities need to be in order to succeed in the role.

Establish What it Takes to Accomplish Their Goals

Employees need to know what to do in their position that will allow them to accomplish their daily, weekly, monthly, and yearly goals within the company. Often, employees leave because they don’t see how they are contributing to the company in a meaningful way. Instead of putting out fires, they need to know they have a purpose. Part of your job is to communicate to employees clearly and consistently how the role will allow them to contribute to the company. If you make that clear from the start, then they will have a much greater chance of reaching (and exceeding) those goals and feeling the sense of accomplishment that comes along with that success.

Set Employees up for Success, Not Failure

To ensure that new hires are happy at the company, set them up for success from the beginning. During the onboarding process, help new hires understand what challenges they will face in their new job, and provide them with the appropriate resources, such as a mentor, to overcome these challenges. You also want to give them tools to learn about the company and their role as quickly as possible. Finally, you want to provide new hires with opportunities to socialize with their peers so they can start to feel like part of the team right away.

Give New Hires Time to Train and Attend Regular Meetings

The most common complaint that new hires have is that they don’t feel like they have adequate time for training and meetings. New hires need the appropriate amount of time to train and attend meetings so they can learn their role and learn what they need to about the company and its culture. Otherwise, they might not figure out how to perform their job fast enough, become overwhelmed, and leave.

Have a System Place

With the above in mind, you have a system in place for training new hires and providing them with the onboarding they need to succeed. You might also want to incorporate a mentorship program to help accelerate the learning process and help make the new hire feel more comfortable.

Retention is essential for a successful business. You need your best employees to stay loyal to the organization so you’re not wasting time and money constantly searching for talent. To improve retention, make sure expectations are clear, establish how the role will help them accomplish their goals, provide them with the tools and resources they need to succeed, and give them sufficient time to train.

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How to Deal with Office Politics Before They Diminish Company Culture

By | Executive Assistant, Leadership | No Comments

Office politics can be detrimental to a workplace if there isn’t a culture and plan in place to reduce its likelihood. Letting office politics run wild can create a toxic work environment, reduce morale, and lead to increased turnover. Here are some tips to deal with office politics before they have a negative impact on the company culture.

Have Your Team Make Commitments to Each Other

While training is used to increase competence, it can also be used to reduce conflict. During training, have your team members make certain commitments to each other and to the organization. For example, they can commit to eliminating gossip, being more clear in their communication, or addressing people directly. These types of commitments will create a drama-free company culture and make your employees more accountable to each other.

Avoid Conflict by Cutting Out Gossip

Encourage your team to eliminate office gossip. This can completely change your internal culture. When everyone gossips, it becomes hard to separate fact from fiction and stories from lies. People often think that gossiping with coworkers helps them build relationships, but in reality it more often destroys relationships and contributes to a toxic work environment.

Lead with an Abundance Mindset

Some people lead with a scarcity mindset. They frame their leadership around what they lack. These leaders frequently complain about not having enough time, resources, etc. This often comes from a place of fear. It is much better to lead with an abundance mindset. These leaders concentrate on what they want to achieve and work toward their goals, regardless of the resources that they have. A scarcity mindset often leads to more workplace drama because people feel like they have to struggle to succeed, so they tear each other down. If everyone on the team works together to succeed toward common goals, there will be less conflict and more healthy collaboration.

Conscious Leadership Group

If your company has a lot of workplace drama, partner with an organization like Conscious Leadership Group. This organization consults with business about how to reduce conflict in the office and increase self-awareness and engagement. This is a multi-year program that will give your team shared goals, which in turn, will help them work better together.

Too much conflict and politics can make a work environment unbearable for you and your employees. Focus on leading with openness and directness and encourage your team members to avoid gossip and other toxic behavior. This is the best way to reduce negative office politics and encourage team cohesion for the long term.

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Tips for Creating Performance Incentives

By | Executive Assistant, Leadership | No Comments

Performance incentives increase productivity, improve teamwork and morale, increase engagement, and reduce turnover. But not all performance incentives are created equally. When creating incentives, consider this question: If a year from now you are walking down the hall for the annual review and you’re happy with your employee, what is it that they accomplished to make you feel that way? Is your life running smoothly? Are you no longer missing flights or appointments? Are your priority projects being taken care of? Your life no longer feels chaotic? Now think about what performance incentives will motivate your employees to be their best selves so your work life will feel exactly like that. Here are a few tips for creating performance incentives for your employees.

Travel and Trips

Travel is one incentive that helps motivate employees to reach business objectives. Whether it takes the form of business trips or an incentive travel program, employees like travel incentives because the idea of traveling to new or exotic locations typically appeals to people who have a demanding work life. Travel is often a better motivator than cash because it is out of the ordinary. Cash is used and then forgotten, but the memories high-performing employees experience during travel can last forever. Travel is also an opportunity for employees to connect with each other, which can improve teamwork and productivity.

Bonuses

Performance bonuses are another great incentive option. Almost everyone likes the idea of extra income to supplement their wages, so performance bonuses work on most motivated employees. Research has shown that performance bonuses improve job satisfaction, employee engagement, and loyalty. They even foster trust between employees and management. Bonuses are a great way to help meet short-term and annual business goals.

Equity in the Company

Another motivation that is currently popular in many incentive programs is equity. Giving high-performers equity in the company is a great way to increase productivity and engagement across the board. Long-term incentives like equity are useful because they encourage high performers to make decisions that will benefit the company in the future even if the decision doesn’t benefit their compensation in the current year. Equity incentives also improve retention for senior executive talent.

In order for you to achieve a seamless work and personal life, you need highly productive people working behind the scenes. A strategic incentive program will ensure your best talent stays motivated and continuously strives to do their best. A good performance program will also attract better talent. Incentives like travel, bonuses, and equity can help make sure the right people take on C-level support positions.

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Seeking Right Arm Role? EA to CEO and President

By | Executive Assistant, Uncategorized

This fast-growing, publicly traded company is looking for their next superstar executive assistant to support the CEO and President. This is a one of a kind opportunity to collaborate and partner with two high caliber individuals as you take on administrative, logistical, and project-related responsibilities. The ideal candidate is a senior level EA who is seeking a right arm role and is dedicated to the executives and their success. You will have the opportunity to plan and execute board meetings, liaise between executives and senior management and take ownership of their highly confidential schedules. If you’re looking for competitive pay, stock options and exceptional mentorship by some of the Bay Area’s most influential individuals then this is a perfect role for you!