The Importance of Feedback Between Executive & Assistant

In this article, Author Jan Jones discusses the importance of feedback
between executives and their assistants.

 For the past five years, FlyPrivate has been a proud partner and associate of Jan Jones. Jan brings valuable, actionable information to EAs across the globe. We hope you enjoy her blogs as much as we do! 

FlyPrivate: How often should you meet with your EA and provide 
feedback about their performance? How important is this to the
 working relationship?

Jan Jones: Being honest and respectful does wonders for any
relationship, but especially for the delicate balance that must be struck between an executive and assistant. Feedback should be
ongoing, particularly at the start of the relationship, or if the current assistant is not performing up to standard and adjustments need to be made. If something gets dropped, or mistakes are recurring,
address them quickly so there is no undercurrent of dissatisfaction impacting the relationship. Don’t let the EA assume that everything is OK and then suddenly get hit with the news that you are not
happy with their performance. I shared in my book the example of an EA whose new boss seemed to be annoyed with her and she could not figure out why. At a social gathering she finally asked him. He said he was not a morning person so when she called out “Good Morning!” in a cheerful voice, it irritated him. The discussion about work style should have been on the EA’s priority list at the outset. Since she didn’t ask, and it obviously was an issue for him, he should have said something about it. Instead, uncomfortable months went by during that early period when they could have been building trust, respect and rapport.

When an EA is new in the job, I recommend they ask their executive if everything is satisfactory no later than at the end of the first week. Are there any challenges with communication, or work
performance? A simple “How did we do this week, are there any
issues you’d like to discuss?” should quickly let the EA know how they are faring and lets the executive know the assistant is open to feedback. When I started a new job, on the first day I would tell my boss I wanted to hear immediately if they were not satisfied with anything, no matter how minor, so I could fix it. Executives should be specific when giving feedback. Let your assistant know exactly what the issue is. Don’t beat around the bush and leave them perplexed about what you really mean. Don’t let problems build up. For me, once the relationship was established and I knew I could be candid with my boss, I shared my observations but I was careful to pick my moments. The timing has to be right or you’ll wind up doing more damage than good. Feedback works best when it is communicated sincerely and respectfully, without either party feeling intimidated, or put on the spot. It should be communicated in private because it may start out positively, but it could lead to other issues that should be discussed confidentially.

Schedule time for an informal performance discussion at the end of the first 30 days and a formal performance review at the end of the first 90 days. If things are not going well, don’t wait 90 days to
address them. Similarly, if the assistant has settled in well and you are pleased with their performance, let them know and say thank you. If the executive and assistant are working together
comfortably, they probably have sufficient rapport to be able to talk to each other about performance, expectations or
misunderstandings on a frequent basis, not just at review time. Use your instincts. If something feels uneasy, speak up and get it handled.

All relationships require effort and commitment, and the
executive-assistant relationship is no exception. Develop trust and confidence in each other. It creates a space for both of you to safely share what’s on your mind without feelings being hurt, or intentions misunderstood. When trust and support back up your relationship, it creates a sense of comfort in which you are free to thrive and do your best work.

©The CEO’s Secret Weapon. This article and any text extracted from “The CEO’s Secret Weapon” are the intellectual property and ©Jan Jones 2020. All rights reserved. No unauthorized usage or
duplication by any means is permitted without the express consent of the author.

Author: Jan Jones

Want more from Jan Jones? Check out her Q & A Series!

Jan Jones is the author of “The CEO’s Secret Weapon How Great Leaders and Their Assistants Maximize Productivity and
Effectiveness”. The book debuted at #1 on Amazon’s Hot New Releases in the Office Management Category. It has received widespread acclaim from executives and executive assistants worldwide. Jan spent 20 years as an esteemed international executive assistant to well-known business people, including personal development icon and author Tony Robbins. Jan is passionate about the executive assistant role and continues to champion the profession through speaking, mentoring and offering timeless, practical advice that is relevant to the day-to-day role of the executive assistant.

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The CEO’s Secret Weapon: How Great Leaders and Their Assistants Maximize Productivity and Effectiveness

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