How do you work with your SA?

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Jun 19, 2007 6:31 pm

I'd like to know how other people work with their SAs.


I work in a bank, and I am the only broker, with a PT SA.  She applied for the receptionist job, and they saw she was licensed, and hired her for this.  I think it was a mistake, as she told them she just wanted a little "nothing" job, and this is not it, as she's finding out.


Right now I use Outlook, and enter all our work tasks - hers and mine - so that nothing falls through the cracks.  Outlook sends an email to the person who the task is assigned to, and when the complete it, it comes back to the person who sent it.  She complained about this - didn't like the emails - so I caved in and put all the tasks under me and printed them out for her every day.  Now she is complaining there is too much paper.


I need a way to track the workflow, especially since she is PT.  If someone calls in while she is out, I have to be able to tell them what is happening with their check, etc.  I also prioritize the tasks, according to their importance to the business, or impact on revenue.


My SA feels none of this is necessary, and just wants to come in and "do her work".  Her argument is she knows what needs to be done, and she doesn't want anyone telling her what to do.  She asked my Mgr. today if I was her supervisor, and if she had to take direction from me.  My Mgr. told her Yes.


I will say she does not know how to prioritize, as she sets my appts for me from the bank referrals, and is supposed to be calling them a week apart.  I found in going through them that she had just let them sit, and not called for sometimes over a month.  She hates calling, and I know she's doing it so that I will just give in and take them all back and do it all myself.


I also stand firm that someone has to steer the ship and set goals, and drive revenue, and like it or not for her, that someone is me.


She always has input - we meet daily - but I find going a route with no tracking, no accountability, no goals, no meetings, no communication spells big trouble.


I'd like to know what other people are doing with their SAs.  How often do you meet?  How do you handle workflow - verbal only?  How do you track the progress of things, and if you are giving work only verbally, how do you keep track of everything out there along with your own stuff?


Jun 19, 2007 6:48 pm

I don't have an SA since I went Indy.  Just some one to help me file and fill in when I'm out of the office.


BUT... when I was elsewhere


Put all of this in writing and have her sign a copy for your files:


1. Make a list of the daily tasks that you need for her to do on a routine basis (send letter, file statements, file confirms, call to confirm appointments or set appointments, picking up the mail. whatever)


2. Make a list of the extra or occasional duties: (researching client requests, ordering checks from accounts, assisting with seminar and mass mailings, assisting you to set up seminars.)


3. Set goals for her that are small in the beginning so she gets used to making a certain number of calls, sending letters and following up.


Meet on a weekly basis to go over any unusual occurances or changes in schedules etc.


Since you have the support of your manager, let her know that you will be submitting a written monthly progress report to the manager and that one will go into her files.


If she wants a part time no-obligation job, send her to the 7-11 where she can make slurpees to her heart's content and let her know that that IS one of her options if she keeps ignoring you.

Jun 19, 2007 6:59 pm

Tell her to make her life count for something - She needs to either start having sex with you or go away.

Jun 19, 2007 7:11 pm

I think you've posted on this person before, so I'll say it again...


She's nothing but trouble and you'd be better off without her.  She 1. refuses to accept your authority 2. Has questioned your authority with others 3. Refuses to complete tasks as assigned 4. Questions the way you do business and 5. is disorganized and lacks follow-through.


How many red flags do you need to have before she's cut loose?  I wouldn't want her emptying my wastebaskets.

Jun 19, 2007 9:15 pm

I have an assistant.  I've BEEN an assistant.


Who you have is NOT "assistant material."


I'd have gotten rid of her within the first 90 days of her employment.  Usually, you can let someone go for ANY reason within the first 90 days - and this kind of lack-luster performance isn't appropriate in the securities business.


She is YOUR assistant.  She answers to YOU.  She should be feeling as part of a team.  You help her get things done.  She helps you get things done.


She thinks she can "just do her thing", but that's not the way this job works.


Shape up, or ship out.

Jun 19, 2007 9:24 pm

Not my choice to get rid of her....  I can only state my case to my Mgr. and hope that she sees beyond the "she has some good qualities" that I heard last time this happened.


If it was up to me, she would have been gone a long time ago....


What I need, since our program at the bank is relatively new, is that what I am asking is NOT unreasonable, that my SA needs to step up and get in the game, and commit to being an assistant.  If she doesn't want to be someone's asst. (what I suspect), then she needs to look elsewhere for a job.


The telling comment to me was that she had to ask if she needed to take direction from me.  Hello????

Jun 19, 2007 10:34 pm
newrookie:

Not my choice to get rid of her....  I can only state my case to my Mgr. and hope that she sees beyond the "she has some good qualities" that I heard last time this happened.


If it was up to me, she would have been gone a long time ago....


What I need, since our program at the bank is relatively new, is that what I am asking is NOT unreasonable, that my SA needs to step up and get in the game, and commit to being an assistant.  If she doesn't want to be someone's asst. (what I suspect), then she needs to look elsewhere for a job.


The telling comment to me was that she had to ask if she needed to take direction from me.  Hello????



Stop using her. Do everything yourself. Send you manager the message that he is pissing away money on her and she is affecting your production.

Jun 20, 2007 12:16 am

You'd be better off with the greenest trainee you can find...it would be cheaper to boot...

Jun 20, 2007 1:29 pm
newrookie:

Not my choice to get rid of her....  I can only state my case to my Mgr. and hope that she sees beyond the "she has some good qualities" that I heard last time this happened.


If it was up to me, she would have been gone a long time ago....



You don't have an assistant problem  You have a manager problem.


Have a heart-to-heart with your manager.  If you can get them to see things the RIGHT way, your problem may soon be over.


If not, you need to ask if yourself if you can tolerate your current situation. 


If you can, great.  Quit complaining. 


If you can't, start looking elsewhere.


This kind of issue would be a BIG deal-breaker for me.

Jun 20, 2007 4:53 pm

The next time she acts up, slap her. If she whines or squeals, slap her again. When the manager starts in on you about it, slap him. Let him know that there is more of it if he keeps it up. When the cops show up, act ignorant like you don't know what they all are talking about. The judge will understand.

Jun 20, 2007 9:21 pm
Oldproducer:

The next time she acts up, slap her. If she whines or squeals, slap her again. When the manager starts in on you about it, slap him. Let him know that there is more of it if he keeps it up. When the cops show up, act ignorant like you don't know what they all are talking about. The judge will understand.





I doubt it will work, but the mental image gave me a good chuckle.  Sorta made me think of some of the Monty Python skits with John Cleese, or "A Fish Called Wanda"

Jun 20, 2007 9:29 pm

is she hot?

Jun 21, 2007 1:31 am

Would you?

Jun 21, 2007 5:15 am

I have an SA problem as well ..and one where I am in a bank ..and at the bank ..I think they have tenure.. lol ..seriously though .. it takes an act of God to get people to step up .. sigh .. I know you anti-bank guys are out there saying ..go indie..blah ..blah.. anyway .. I can relate.. and I can only share with you what I have done ..


1) Give her a list


2) Follow through on the list of tasks ..


3) DOCUMENT DOCUMENT DOCUMENT.. cause in HR that is their favorite phrase..


That is my 3 cents on the matter...

Jun 29, 2007 5:04 pm
Oldproducer:

The next time she acts up, slap her. If she whines or squeals, slap her again. When the manager starts in on you about it, slap him. Let him know that there is more of it if he keeps it up. When the cops show up, act ignorant like you don't know what they all are talking about. The judge will understand.



Brilliant.  There is soda all over my monitor.