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How do I Write Admin Goals? – Ask an Admin

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This week we are going to post two questions from different administrative professionals so we can get those helpful answers to them more quickly!

The first question comes from Velma, and she asks:

How do I write “Admin Goals?” Most companies want you to submit S.M.A.R.T. goals but admin duties are ongoing and don’t have completion dates (unless it is a specific task).

Ok, interesting question. I can see where Velma is getting confused but as administrative assistants setting goals there needs to be a focus not just on the tasks but maybe the individuals growth? Let’s get this administrative assistant help and give some great answers!

The second question comes from Ms. Jordan, and her question is:

What is the best way to deal with double standards (do as I say, not as I do) in the workplace?

Wow. Great question! This happens more than we like it to, so how do we deal with that. How do administrative assistants and executive assistants deal with double standards in the workplace?


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6 thoughts on “How do I Write Admin Goals? – Ask an Admin”

  1. Hi Velma and Ms. Jordon,

    I think because our work is ever changing and dependent on our leaders needs, it feels difficult to find SMART goals for admins. However, because we are mostly task-based, SMART goals can work well. You could keep track of meeting requests and measure how many you process and create a goal for completing them within a certain timeframe. You could do the same for your task list especially if you group your tasks based on your leaders’ projects. Keep track of all you’ve done for XYZ project or group and how timely you finished it. I believe that customer service is a huge area of opportunity for admins. Your leaders could create a service scorecard for you and have your colleagues/customers rate you. Innovation is another area that can be a goal. Have you created any new tools or techniques that improve your working environment and/or how you stay organized? Development and attendance are other areas that can be measured.

    Double-standards is one of those things that is out of your control. You can only control what you do. I once worked in a very difficult environment that I hated. I learned that I had to decide what kind of person I was and act accordingly, despite what others were doing. Find and keep your integrity. Ultimately, what others do is none of your business. I don’t mean to sound harsh, but minding your own business awards you peace. Pursue peace.

  2. Goals. When doing recurring duties it may be a struggle to fit that into a SMART box. What you want to focus on is increasing your accuracy and output. Accuracy: Memos produced will be completed on time {or insert time here} and be 98% error free. Output: Track how many customers you encounter both on the phone and in person. Increase your knowledge of how to answer the questions and or route them to the department needed. Referred 67 customers to 14 departments with no follow-up required.
    You can also make goals personal. I did it two ways. I took college classes on campus AND when I found FREE webinars. Keep the subjects closely related to your company mission or your long term personal goal/achievement. Your boss will be impressed that you are looking at self improvement – which helps the company and allows you to grow into a better you.

    Double Standard. Rules are rules and when followed you will be able to fall back on them as a resource. Consider your personal standards when questioning others and take comfort in being you and NOT them. There will always be those who walk the line and even cross it – there may be a time or two that you do it. It won’t always be easy – be true to yourself and to the company policy.

    1. Chelena — Nice way to measure these hard-to-quantify tasks. Keeping track takes some discipline, but it’s an eye-opener. You challenge me to determine what measurable things I do on a regular basis that go unnoticed, uncounted and unrecognized. That’s a challenge for all of us, isn’t it? To take the time to measure what we do without thinking. Things we take for granted but, if quantified, would demonstrate our value in a tangible, and therefore rewardable, way.

      My boss recently called me a natural optimizer. At first I was flattered, but then he cautioned that he can’t reward what he’s not made aware of. So my goal this year is to recognize, capture and communicate all those value-added things I do naturally. I seriously need to get better at that.

  3. Admin goals – don’t look at your duties, look for self improvement goals – take courses, learn new software, commit to networking with other admins, develop a new procedure for something that doesn’t work well for you. If you want to look at duties, do you have any with set deadlines? if so, you can commit to meet all the deadlines. is there something you want to learn, a task you could take on?

    Double Standards – you will always find those. I have found it better to work on them quietly rather than make a scene. Gather your evidence, approach the person and talk them about it. Don’t be accusatory or in their face, just speak from “I feel” mode and actually communicate the issue to them. make sure you have documented the occasions that you feel a double standard has happened. when you stop to look at it, you may get a different impression of what actually happened. Some people will never change, some people have no idea they do this. In the end, if it really bugs you and it doesn’t change, you may need to look for a new position.

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