I supervise a team of administrative assistants. The cohesiveness of my team is great. The one area I thought had improved but just reared its ugly head is the value my employees place on themselves. I feel they understand their role in our company; sometimes the inadvertent actions of others give them the perception they are less important. I can’t control how this makes them feel but how can I overcome it? How do I improve their sense of worth?

The Team Doc Says…

Administrative assistants are some of the most (if not THE most) valuable people in the company. They are the glue that holds it all together. I always make sure that the admins are on my radar screen. They can save your neck in a pinch.

But I realize that not all people in an organization value administrative assistants the way I do. And it only takes one snide remark or poorly phrased comment to make someone feel less valued.

It would be a good idea to have a weekly meeting where you share a success story. It doesn’t have to be a long one, but you could use a round robin format where anyone could share. The power of positive words (and actions) can overcome negativity any day. A consistent message of goodness about the work they are doing will go far to minimize the negative impact of someone else.

And another thing you might want to do is deal with the negative by talking about it head on. Talk about the situation as a group. Get the feelings out in the open and turn it around into a continuous improvement opportunity.

Plus one thing to always remember… Life is 10% what happens and 90% how we react to it. We can only control our reactions. That’s where the power is.

What other suggestions do you have?

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1. What It’s Like To…Fire Half Your Team
2. Be The “Team Solution” Not The “Team Problem”
3. Is Leaving The Team The Best Option?

I have been promoted to head a department of 32 people, and will start next month. There has been high turnover for the last 2.5 years despite annual bonuses. I have the impression that they have been left on their own far too long. The former boss said that the staff do not care about the job. They leave office on the dot. I have no idea how should I approach the situation on my very first few days there. Any idea? Thanks.

The Team Doc Says…

This does somewhat prove the point that money isn’t everything in a job, doesn’t it? Perhaps they have been left on their own for too long. Or perhaps they just had the wrong leader. Hopefully that person revealed more to you than bad news about the team. And before I forget, just because people leave work “on the dot” doesn’t mean they don’t care about their job.

I find it hard to believe that there are 32 people on a team who don’t care about their work. Your primary objective during your first month will be to find out more about your team members — what their goals are, how they fit in the big picture, and what they need from you (as their leader) to do their job to the best of their ability.

It would be a good idea for you to put together an action plan for your first few months on the job. There are two really good books that can help you do that. You can pick them up at amazon or other book stores. To find out more about them, just click on the title.

• The New Leader’s 100-Day Action Plan: How to Take Charge, Build Your Team, and Get Immediate Results
• The First 90 Days: Critical Success Strategies for New Leaders at All Levels

Planning your entrance to the team will set the tone for years to come. Good luck!

What about you reader? What action should this person take? Please leave a comment below.

Related posts:

1. Team Members Snub New Team Leader
2. How To Get Started in a New Leadership Position
3. How Long Should a Team Leader Remain a Team Leader?