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As we know, the role of a PA can be a stressful one. In our survey results, we’ve already seen the range of challenges PAs face on a daily basis, and the demands that come with the job. But what about the flip side? What did our respondents feel were their biggest motivating factors?
All of our PAs agreed that this was by far their main motivating factor! In a role where the priority is supporting your manager(s), having that respect and recognition can be so important. Wider recognition – from colleagues and clients – also plays a significant part, with respondents saying this made them feel valued, and that they were making a positive contribution to the organisation. We all like to feel appreciated, and it’s true that a little thank you goes a long way!
A positive and encouraging working atmosphere brings out the best in everyone. Factors contributing to this included:
PAs also said that working within a supportive office culture spurred them on to go that extra mile, to do their very best for the team, and not let anyone down!
Many respondents saw this as a major contributor to their motivation and job satisfaction. Comments included enjoying the challenge of one-off projects that weren’t part of the day-to-day routine, and having the opportunity to use their wider skillset. The variety of work was also seen as a definite plus, with one PA noting that “no two days are ever the same!”
No surprise that this was halfway down the list. Due to the nature of the PA role, other things take precedence over salary. But it is still essential to be paid appropriately for your contribution to the work of the organisation. However, respondents’ comments mentioned this in conjunction with other perks (such as STL, health and retirement benefits, and annual leave), seeing salary as part of the overall package.
Good training and personal/professional development opportunities are important for everyone. We all want the chance to gain new skills to help us in our role. Organisations are keen for PAs to grow and develop within the company, and actively encourage CPD among their support staff, seeing it as an investment in the future.
This was another factor mentioned as part of the overall package, together with salary, season ticket loan, and annual leave allowance.
The regulations on flexible working have been extended in recent years and this option is now open to many more employees. Being able to arrange working hours around family commitments is essential for PAs caring for children, elderly relatives, or managing their own health issues.
As well as promotion, there may be the chance to move in to different roles within the organisation. These days, many companies will support and encourage PAs wishing to move on in their careers or take a sideways step into other areas of the business (for instance HR, Finance, marketing, or PMO).
This may be last on our list, but that does not make it irrelevant! Bonuses are a way of rewarding employees for helping the company reach a target or achieve a goal, or as part of profit-sharing scheme. As well as a welcome financial boost, it helps to foster a sense of teamwork throughout the whole organisation.
Our survey results are always interesting and often throw up one or two surprises. Once again this year, respondents’ comments have given us a sneak peek into the working lives of today’s PAs. Despite all the day-to-day problems and frustrations of the role, there was one point which came across very strongly: whatever challenges they face, PAs continue to love their exciting, stressful, brilliant, demanding, and amazingly fulfilling jobs!
PAul Pennant,
MD and Principal Trainer
Today’s PA
