Let me set the scene for you: you have what you think is a great working relationship with your boss. Throughout the year you go above and beyond for them, working harder than the year before, feeling more confident and senior in your role than ever. You feel incredibly proud of your efforts, and although you don't get a lot of praise, you feel confident that come pay review time, your boss will come through with the goods and look after you (after all you've looked after them!). But you sit in on team meetings listening to where the company is at in terms of their EBIT, their budget, their need for a headcount freeze, and the pressures to conform to the dreaded bell curve during performance reviews, and although you are aware of all these pressures being dictated from above, you still feel comfortable that this won't affect you. As after all, you've got the big boss on your side, right? Wrong.
When you really do bust your booty year after year out of loyalty for the person that you work for, there is an expectation that they will bestow the same loyalty on you in return. But unfortunately just because you expect it, doesn't mean it will happen. Its in your nature, as an EA, to go beyond the expectations of your role, because you genuinely care about your boss, and you care that they shouldn't have to feel any extra stress or pressure than necessary, so you take on more and more just to help them. You accept the wage that is paid to you, even though you feel it doesn't match your efforts, continuing on with your efforts because that is the sort of loyal EA you are. So when performance review and pay review time comes around, and you sadly find yourself sitting in with the masses, with the same mediocre rating and pay rise as everybody else, it leaves you feeling nothing but heartbroken (and that's the best word to describe it). Not dissimilar to a romantic relationship, where you give it your all, only to have your partner treat you no differently to the last partner they were with. It makes you wonder, where is the loyalty?
But loyalty isn't just a question of you working hard and getting a monetary reward for your efforts. Loyalty can be as simple as having your Exec side with you or defend you in a time of need. When you find yourself defending them day in and day out, protecting their reputation and honour, its nice to think they would do the same of you. Sadly though I hear many stories from other EA's of situations where their boss would openly side with other member's of the team, which is never a good look for anyone. When weakness can be identified between the Exec and the EA it can often open doors for some staff to take advantage of the break down, playing one off against the other to get their way. Its essential that the Exec and the EA always present as a united front, always being on the same page, and if this isn't happening then there is something wrong.
I've written a lot about the little thanks and non existent rewards that can go along with the EA role, so when it comes to the time for pay increases and even bonuses, the expectation is that this is the time they will look after you as a thanks for your extra efforts. But when you are handed your rather below average pay rise or bonus letter, it can leave you feeling nothing less than jaded. Thoughts go through your mind of the whopping salaries and bonus they receive, in a role that they just could not do without us. However somehow the company can afford to pay their huge increase, but they can't afford to look after their right hand man just that little bit more.
So the million dollar question is, do you take this lack of loyalty personally? And what do you do about it?? Questions will swirl around your head making you genuinely question your own ability as to whether you are actually a good EA? Maybe they are just complying with company budgets or directives from above? Maybe you are seriously doing an amazing job, but their hands are tied? Maybe. But maybe not. I'm of the opinion that Executives in those positions always have the power to override these sorts of things. They forget though that we see all the other bonuses/pay increases of the rest of the team, so when the excuse that the company did not perform well is presented to you, of course it is not going to fly.
As I see it though there are three things that you can do when you're put in this situation, and whether right or wrong, its something that you must decide yourself on whatever you feel most comfortable with:
1. Say nothing
If you say nothing, you must be prepared to let it go. There is nothing worse than letting issues stew between you and your boss, not addressing them and just allowing things to get awkward. Assess what it is you do for you boss and think hard about whether they are trying to give you a message (that maybe you're not doing a good job) and if that's not it then put it down to directives from above, and just LET IT GO. Will you be able to continue on at the same capacity knowing that the loyalty is not being returned? You're just going to have to, or otherwise start looking else where.
2. Say something
If you can't let it go, and I don't blame you, you're going to need to sit them down and express your disappointment with this particular outcome. Its important you ask, what is it that you need to do to bridge the gap, to take your performance rating to the next level, or to get a higher bonus/pay rise. Or in some sad cases, the question may be, what is that you have to do to just get some thanks? An awkward conversation, but sometimes a necessary one. My best advise though is not to get emotional, just build your case and state the facts.
3. Review your extra efforts
My mum once said to me, if you feel under appreciated in anything you are doing in your life for another, then stop what it is you are doing. They will soon appreciate your extra efforts, once they are no more! Again assess what is you are doing for them that is over and above what you are paid to do. Working late nights, working weekends, taking calls at unreasonable hours and jumping when they say jump could be scaled back just to your 9-5 hours. Although this may not give you the same level of satisfaction that the extra efforts once did, you'll probably find that your pull back will initiate some sort of conversation on their behalf which will lead you to stating why your behaviour has changed, and ultimately will bring the issue to ahead anyway.
Not all of us are in these 'one way' work relationships, just some of us. And throughout your work life you'll usually have the experience of both - the loyal and the not so loyal. But there are wonderful Execs out there though that do look after their EAs, and I've heard marvellous stories of them paying their EAs a 'sling' out of their own bonuses each year, just as a thanks for looking after them. Now that's loyalty right there, not to mention generosity. If any of you are lucky to have this sort of boss, I strongly advise hanging on to them! Again it's a case of being prepared to find that ultimately happy EA/Exec relationship until it kills you. We all go through the bad to get to the good, it's just a way of life. Keep at your journey. You'll get what you are after in the end. And remember keep pushing the idea to #raisethepayfortheEA. Labels: Advice
I've written a lot about the little thanks and non existent rewards that can go along with the EA role, so when it comes to the time for pay increases and even bonuses, the expectation is that this is the time they will look after you as a thanks for your extra efforts. But when you are handed your rather below average pay rise or bonus letter, it can leave you feeling nothing less than jaded. Thoughts go through your mind of the whopping salaries and bonus they receive, in a role that they just could not do without us. However somehow the company can afford to pay their huge increase, but they can't afford to look after their right hand man just that little bit more.
If you can't let it go, and I don't blame you, you're going to need to sit them down and express your disappointment with this particular outcome. Its important you ask, what is it that you need to do to bridge the gap, to take your performance rating to the next level, or to get a higher bonus/pay rise. Or in some sad cases, the question may be, what is that you have to do to just get some thanks? An awkward conversation, but sometimes a necessary one. My best advise though is not to get emotional, just build your case and state the facts. 
Not all of us are in these 'one way' work relationships, just some of us. And throughout your work life you'll usually have the experience of both - the loyal and the not so loyal. But there are wonderful Execs out there though that do look after their EAs, and I've heard marvellous stories of them paying their EAs a 'sling' out of their own bonuses each year, just as a thanks for looking after them. Now that's loyalty right there, not to mention generosity. If any of you are lucky to have this sort of boss, I strongly advise hanging on to them! Again it's a case of being prepared to find that ultimately happy EA/Exec relationship until it kills you. We all go through the bad to get to the good, it's just a way of life. Keep at your journey. You'll get what you are after in the end. And remember keep pushing the idea to #raisethepayfortheEA.