The Resource for Executive Assistants Who Want To Exceed Expectations
How do I toot my own horn with my manager and ask for a raise?
Let me know if you found this video helpful. And if you have any questions, please email me at teri@tericase.com and I will respond in a video*.
Have a great week.
Teri
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Ready! Set! 8 – 12 – 4 — FLEX!
Have you ever noticed how many meetings are scheduled to prepare for other meetings?
How many times have you heard your manager or a co-worker say, “I have so much to do, but I’m going to be in meetings all day.”
Unnecessary meetings and a lack of time to focus on goals and responsibilities is one of the number one reasons milestones are missed. Short of declining the meetings and looking like you, or your manger, isn’t a team player, how does one address this problem?
With calendar management.
After years of experience supporting an executive, I began blocking his/her and my calendar as follows:
Continue reading “One Way To Increase Your Manager’s Productivity”Why Assistants Should Want Them
Performance objectives are important for three reasons. One, they establish clear performance expectations between the assistant and supervising manager. Secondly, they are used to determine year-end bonuses and merit increases. Thirdly, and perhaps most importantly, performance objectives allow each assistant to identify areas for training, or exposure opportunities in areas he/she is interested in. Bottom line, establishing performance objectives helps YOU establish YOUR career path. Maybe the career path is to be the best executive assistant in the world, or maybe you want to move into a different department, or maybe you want to move into meeting planning–whatever your ideal career path is, performance goals can be a roadmap that you build upon year after year to help you reach your longterm career goals. And they can document you making a difference and adding value.
Continue reading “SMART Goals (Performance Objectives) For Assistants”