Q I work for ex­ec­u­tives who hire their own as­sis­tants, and then I train them be­cause I have sim­i­lar re­spon­si­bil­i­ties. Every­one they hire needs so much hand-hold­ing and makes so many mistakes, I stay late to fix their er­rors and do my own work. How can I b

Working Mother - - Getahead -


Ask your man­ager to give you some role in the hir­ing process for new as­sis­tants, sug­gests Au­gus­tine. Ex­plain that since you share many of the same re­spon­si­bil­i­ties, you can help iden­tify the best can­di­dates. Of­fer to re­view the job de­scrip­tion be­fore it’s posted to make sure it’s spe­cific enough. That way, you know can­di­dates al­ready have cer­tain skills and won’t need as much train­ing.

You should also make your su­per­vi­sor aware of ex­actly how the new as­sis­tants cause you to work late, says Greenky. “Doc­u­ment all the peo­ple you have trained, dates hired, and hours ded­i­cated to train­ing them or clean­ing up their messes.” Then, use this information to make a case for a raise, or over­time pay if you’re an hourly worker.

An­other op­tion, says Au­gus­tine: Have the new hires doc­u­ment the train­ing you give them in a de­tailed video or typed-up guide. Fu­ture hires can then re­fer to these pre­made man­u­als in­stead of hav­ing you spend ex­tra time and energy as­sist­ing them.

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