We don´t need to tell you, but as Executive Assistants, you are, more often than not, the lynchpin of your organisation.
From the most basic of tasks to total project management, your influence can be felt everywhere. Whether you serve just one executive or ten, there can be absolutely no denying that what you do is at the very heart of what makes your company tick.
Things have changed beyond recognition in the last decade ( to be fair, things are changing almost weekly in the current work environment). It´s no longer the case that an EA was seen mainly (or only!) by their executive. More often than not, you are now the face of your executive and the first port of call for anything and everything that might need their attention. It´s not for nothing that you´re known as the worlds best gatekeepers. But you´re so much more than just that. You run projects, run teams, coordinate diaries, coordinate events. The list of what you don´t do is frankly shorter.
So as the cog that keeps the wheels turning, what happens when you just don´t want to? We often concentrate on training, and skills that can make you more efficient at your job, happily glossing over the, frankly fundamental, issue of how to ensure that you actually want to do it.
So how important is motivation?
Now, I´m not just talking about general motivation to work The honest answer to the interview question “Why do you want this job?” is always, always “Because I like being able to buy stuff” . I´m talking about specifics. You need to have motivation to do this job, and as a whole, not just in a way that means you push yourself through every day. We all know the feeling of having days when you are just not feeling it, but if those days are more normal than not, then there´s a problem.
So what, if anything, can be done? It can be hard to pinpoint why you´ve lost motivation, and that can make it even harder to get back. I´m sure I´m not the only one who has found herself in a role where they´ve just stopped caring. The key is to not get to that point. Like any other relationship, once you get there, there´s usually no place to go but out.
Let's look at the types of motivation.
This can help you to figure out which ones might need a bit of a prod in the right direction.
Intrinsic Motivation:
Alright, imagine you're doing something just because it brings you joy or personal satisfaction. That's intrinsic motivation. It's that inner drive that comes from within – doing stuff because you genuinely enjoy the activity itself. You're not in it for any external rewards; it's more about the pleasure you get from the process. Think of it like playing your favorite game, writing because you love it, or in my case (and to my extreme shame) watching the Kardashian show in my pyjamas eating junk food.
Extrinsic or External Motivation:
Now, on the flip side, there's extrinsic motivation. This is when you're doing something because you'll get something from it. There´s some sort of reward, shall we say. Whether that´s a pat on the back, a bonus, or maybe just to avoid getting into trouble. External factors drive this type of motivation – it's not about the sheer joy of doing it, but more about what you'll get out of it. Think of long hours at work for that promotion, or going above and beyond on a project because you know there's a reward waiting for you.
So, intrinsic motivation is all about that internal satisfaction, doing things because they bring you genuine happiness. On the other hand, extrinsic motivation is fueled by external rewards or trying to dodge negative consequences. It's like doing your chores because you want that allowance or cleaning up the yard to avoid getting grounded.
Remember, in real life, these motivations are often intertwined. You might be working on a project because you love it (intrinsic), but the thought of a promotion (extrinsic) could be an added bonus that keeps you going.
Ok, so how do you build or maintain intrinsic motivation?
Well, here are a couple of ways that can help.
Find Meaning in Tasks:
Connect your daily tasks to the bigger picture. Understand how your work contributes to the overall goals of the company. Knowing the impact of what you do can make tasks more meaningful.
Take Ownership:
Seek autonomy in your role. Taking charge of your responsibilities gives you a sense of control and responsibility, making the work more personally rewarding.
Keep Learning:
Embrace continuous learning. Whether it's picking up new skills or expanding your knowledge, the intrinsic joy of personal and professional growth can be a powerful motivator.
Celebrate Achievements:
Take a moment to acknowledge and celebrate your accomplishments. Recognizing your own success, no matter how small, builds a positive mindset.
Inject Creativity:
Bring creativity into your tasks. Finding innovative solutions and contributing your ideas can make your work more engaging and enjoyable.
Express Ideas:
Don’t shy away from sharing your thoughts. Feeling that your input is valued and making a difference can be inherently motivating.
In that same vein, here´s a list of some extrinsic motivators. Now remember, these are the ones that are (to an extent), out of your control, but it´s still important to recognise their importance so that you can keep it in mind when discussing your role and performance.
Recognition and Appreciation:
Public acknowledgment or private appreciation for can serve as a powerful external motivator.
Financial Rewards:
Tangible incentives such as bonuses, salary increases, or other financial perks.
Promotion Opportunities:
The prospect of career advancement and promotions based on performance can provide strong external motivation.
Professional Development Support:
Support for additional training, workshops, or educational programs.
Performance-Based Incentives:
Incentives tied directly to performance metrics, such as performance bonuses or commissions.
Flexible Work Arrangements:
Options for flexible work hours or remote work serve as attractive external motivators.
Professional Networking Opportunities:
Opportunities to attend industry events, conferences, or networking functions act as external motivators, supporting career growth and professional connections.
But back to the point.
How do you maintain motivation at work when you´re starting to feel it slip. There are a few factors at play here. Some you can control, some you can´t. What you can do however is try to be conscious of them and take action where it´s necessary.
External motivation is not particularly within your control. I´m not saying that there´s nothing you can do about it (here is where open communication, a robust career path and a great working relationship with your executives come into play) but there is a limit to what you personally can do. If you work for a company that simply will not budge on the motivating factors within your control then you may have to accept that it´s the time to make a move.
From your point of view, and most importantly, the intrinsic motivation should be there. I´m not talking about for every task. I don´t think any amount of enthusiasm can make data entry fun (this is just me of course, some people love a bit of Excel action), but some things are just part of the job.
The thing you have to consider is whether the bulk of it is intrinsically interesting to you, or fun, or you get some sense of satisfaction from it. If you´ve previously loved your job, then think about what has changed. Are the tasks different? Are you no longer challenged? If that´s the case then can you communicate this effectively to your company? It´s really important to be able to admit when you´re simply not enjoying it any longer. More often than not, decent management will do what they can to adapt this for you. Whether it be by changing your tasks slightly, giving you new types of projects to work on or simply shaking up your average working day.
Keep in mind that being well motivated (not every day, you´re not a machine!) is incredibly important when it comes to how well you perform your role. No one wants an energy vampire in the room (we all know them), and your role is too important for you to be able to stay in the shadows (do you see what I did there?). So stand up, figure out what gets you going, and make sure it´s incorporated within your working day. And if the organisation that you work for doesn´t see the value in that, someone else will!
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