National Boss Day - October 16

Patricia Haroski, a secretary from Deerfield IL, originated National Boss Day in 1958. "I had worked for a large company and noticed that they never had a regular date set to pay tribute to our bosses," Haroski wrote in 1970. "I made inquiries, and through my network of secretaries, decided to establish a day in their honor. Reflecting on how my father had helped his white-collar daughters and sons many times with their problems concerning their work, I decided to register his birthday, October 16, as 'The Day.' In 1958, I gave it some authority by registering October 16 as National Boss Day with the U.S. Chamber of Commerce. In 1962, Illinois Governor Otto Kerner proclaimed the day. This observance is fun for our bosses, and they do a lot of smiling that day."

Common observes of National Boss Day (aka "Bosses Day") include giving a greeting card, gift, or some other token of appreciation to the "boss" (managers, supervisors or executives). Some organizations hold group activities such as executive appreciation events or boss-of-the-year presentations.

Although the International Association of Administrative Professionals (IAAP) has never been officially involved as a sponsor of National Boss Day, some IAAP chapters hold executive appreciation events around this time. Administrative professionals participating in IAAP's online discussion forums cited the following examples of National Boss Day observances:

  • "At my company we usually have a luncheon featuring an educational or motivational speaker and we give our bosses gifts."
  • "I usually give my boss a book relating to leadership or a framed motivational message."
  • "I give a greeting card or note of appreciation to my executive.  We work well together as a team, and he deserves the recognition."
  • "Our IAAP chapter holds an executive appreciation breakfast every year. We also award an Executive of the Year plaque. The chapter members nominate their executives with a letter detailing their background, education, and community service activities. The winner is chosen by a committee of the assistants of the three previous winners. The winning boss really seems to appreciate it."
  • "We are planning a National Boss Day event that will feature awards for funniest boss, coolest boss, best dressed boss and most supportive boss. We received rave reviews for this event last year, from both the bosses and staff."
  • "I surprised our branch manager with a card signed by our office staff. We also pitched in for donuts for the entire staff of 60. This is one way we celebrate little successes throughout the year -- and it helps to keep morale up. I also bought a card for my immediate supervisor."
  • "Last year, a local hotel co-sponsored our IAAP chapter Bosses Day event. The VP of Human Resources of a large hotel company spoke on stellar customer service, and related it to how we as admins regularly provide such service to our executives and work groups. Our executives were also reminded how much they appreciate us."

What Makes a Good Boss?

In a recent survey of OfficePro® magazine readers, more than two thirds of administrative professionals surveyed said they were satisfied working with their managers. Areas in which administrative professionals said their managers excel include:

  • Being approachable
  • Giving feedback and praise when warranted
  •  Communicating with other departments

The administrative professionals surveyed said their managers could improve most by:

  • Communicating with them better
  • Utilizing their administrative assistant's skills more fully
  • Doing better to plan ahead

    • IAAP offers the following tips on how the best bosses work most effectively with their administrative assistants:

    • Work with your administrative assistant as a team -- and act accordingly.
    • Listen. Administrative assistants may have a better feel for the pulse of the workplace than their bosses.
    • Communicate. Offer instructions that are clear and precise. Better yet, take an opportunity each day to review tasks and needs with the administrative assistant.
    • Show appreciation for a job well done.
    • Offer training. Realize that technological and managerial training may help an administrative assistant fill this changing role more effectively.
    • Let an administrative assistant be a manager. Give this person the authority and responsibility needed to fulfill a management role -- and confirm this responsibility in the job description.

    According to a recent IAAP "Profile of Administrative Professionals" survey (3,200 total survey responses), here are ratings of qualities that administrative support staff say are most important in a manager/supervisor/boss
    (On rating scale of 0 to 10 – 10 being most important quality; 0 being least important quality)

    Effective communicator 9.6
    Is approachable  9.5
    Stands up for employees 9.3
    Knows his/her job and has an effective vision for success   9.3
    Gives feedback and praise when warranted 9.1
    Well-organized; gives clear direction  9.0
    Delegates meaningful tasks   8.8
    Understands work processes  8.7
    Other responses  

     

    MAKING IT CLICK: Study Reveals Strong Ties Between Support Staff and Their Managers

    Behind nearly every great leader is an equally great support staff, which is why many managers take time to recognize their assistants during Administrative Professionals Week.  According to a 2006 research study published by OfficeTeam in collaboration with the International Association of Administrative Professionals (IAAP), 87 percent of managers said they believe they do an excellent job of recognizing their administrative staff’s contributions -- 76 percent of administrative professionals polled agreed.  Both groups also were in sync when weighing in on topics such as work/life balance and the increasing complexity of the administrative role.

     OfficeTeam, a leading staffing service specializing in the placement of highly skilled administrative professionals, and IAAP, the world’s largest association for administrative support staff, developed the study to examine the evolving relationship between managers and their support teams.  More than 250 managers and 300 administrative professionals were surveyed for the project.  The findings have been published in a booklet, Making It Click, released to coincide with Administrative Professionals Week, an annual event that highlights administrative employees’ contributions to the workplace.

    Evolving Roles

    Managers and employees agree the administrative support role has evolved.  Eighty-six percent of both groups said duties have grown more complex over the past two years, and now include activities such as client relationship management, budget tracking, event planning, database management, research and training, desktop publishing, project management, and computer support.

     This trend is likely to continue -- 82 percent of administrative employees polled said they want to assume more responsibility.  Likewise, 70 percent of managers feel they could better utilize their assistants’ skills and abilities.

     According to those surveyed, administrative professionals must possess the following attributes in order to excel in the role:

    • Ability to manage and prioritize multiple projects

    • Interpersonal and communication skills

    • Computer and Internet skills

    • An understanding of the organization and its challenges

    • Teamwork skills

     “The study reveals the highly collaborative relationship between managers and support staff,” said Diane Domeyer, executive director of OfficeTeam.  “These roles have become increasingly interdependent, particularly as administrative workers have assumed greater responsibilities.  Both groups are willing to go the extra mile to create a healthy, productive dynamic that enables them to meet business and professional goals.”

    Sufficient Time and Tools

    Approximately nine out of 10 managers and eight out of 10 administrative professionals said the volume of work assigned to support staff is manageable.  Moreover, 93 percent of supervisors said they foster a workplace where support staff are able to balance work and personal responsibilities; 84 percent of administrative personnel agreed.

     Strong majorities of both groups also felt administrative professionals are provided sufficient office resources, education and training.  However, administrative workers may have to speak up to get what they need.  Seventy-four percent of managers said they have improved their ability to proactively provide critical office tools, but only 34 percent of administrative staff agreed.

     Constant Communication

    Ensuring adequate information flow is an essential part of the administrative function -- and it’s one in which most support personnel appear to excel.  Ninety-four percent of managers and 84 percent of administrative professionals surveyed rated their communication with each other as good or excellent.

     Positive relationships may help facilitate an open dialogue.  Nine out of 10 managers said they have taken steps in the past year to get to know their support staff on a personal level.

     Kudos Common

    When it comes to praising administrative staff, the sentiment is genuine.  Ninety-six percent of managers surveyed agreed that they value their assistants’ contributions.  Ninety percent of administrative professionals felt the same.

     The most prevalent method for recognizing support staff, according to both groups, is an in-person thank-you.  Putting in a good word to upper management is the second most common way supervisors show their appreciation, the study found.

    The International Association of Administrative Professionals is the world’s largest association for administrative support staff, with nearly 600 chapters and approximately 40,000 members and affiliates worldwide.  For more information, visit www.iaap-hq.org.

    OfficeTeam is the world’s leading staffing service specializing in the temporary placement of highly skilled administrative and office support professionals.  The company has more than 300 locations worldwide and offers online job search services at www.officeteam.com

    Readers can request a complimentary copy of Making It Click, the accompanying communication skills quiz and other materials by calling their local OfficeTeam office at (800) 804-8367. Materials also can be ordered online at www.officeteam.com

    For more information on Administrative Professionals Week, visit: http://www.iaap-hq.org/APW/apwindex.htm

    STANDING UP FOR STAFF
    Worker Survey Shows Traits They Want Most in Managers

    To be a good communicator, a manager’s actions should speak louder than words, suggests a recent survey. In a recent poll, 28 percent of workers polled said their bosses could be more effective by standing up for their staff when needed. Putting a lid on office politics was cited by 24 percent of respondents as a way for employers to improve communication.

    The poll was developed by OfficeTeam, a leading staffing service and corporate partner of the International Association of Administrative Professionals. The poll was conducted by an independent research firm and includes responses from 571 men and women, all 18 years of age or older, and employed.

    Survey respondents were asked, “In which one of the following areas do you think your boss could communicate more effectively?” Their responses:

    Standing up for staff when needed 28%
    Nipping office politics in the bud 24%
    Talking less and listening more 22%
    Encouraging people to take breaks 11%
    Something else/none of the above 13%
    Don't know/no answer   2%
      100%

    “Most employees expect their managers to have solid communication skills to assign projects and keep the department running smoothly,” said Diane Domeyer, executive director of OfficeTeam. “However, more subtle behaviors can also enhance the work experience. The best employees want someone who will be their advocate.”

    Domeyer notes that communicating with staff -- and on their behalf -- plays a vital role in building job satisfaction. “Managers who promote employees’ viewpoints, support their staff and limit the impact of office politics show they value and respect their team members. In leading by example, they not only encourage staff to develop similar skills but also promote a more positive corporate culture,” she said.

    Domeyer offered these tips for better communication at the office:

    • Don’t fuel the rumor mill. It exists in every organization and goes into overdrive when managers limit top-down communication. If your staff doesn’t hear the news from you, they will likely get it from another source.
    • Hold all employees to the same performance standards. Be consistent in communicating and maintaining your expectations for quality. Letting certain employees or situations fall under the radar can fuel speculation of favoritism.
    • Observe and listen during meetings. How do others speak to and about your staff? If people are being questioned unfairly or criticized, speak up in their defense.
    • Be accessible. Don’t let e-mails and voicemails stack up without acknowledging them. If you can’t address questions immediately, tell your staff when you can.
    • Ask questions. One-on-one, impromptu discussions with team members can give you an indication of any political issues brewing before they escalate.

    OfficeTeam has more than 300 locations worldwide and offers online job search services at www.officeteam.com.

    Other Related Links

    Managing Up - OfficePro magazine, April 2007 (PDF file)

    "Partnering for Results: The Administrative/Management Relationship" -- OfficePro magazine, October 2005 (PDF file)

    "Relationship Building: Establishing rapport with your boss means less stressful days and higher productivity" - OfficePro magazine, March 2004

    Preparing for a New Executive - tips from the International Association of Administrative Professionals

    Suggestions for Scheduling a Supervisor's Time - tips from the International Association of Administrative Professionals

    Working for a Top-Level Executive - Tips from the International Association of Administrative Professionals

    Questions to Ask Before Accepting a Supervisory Role - advice from the International Association of Administrative Professionals

    Note: If you are not currently a member of the International Association of Administrative Professionals or if you are an employer who would like to know more information about membership benefits, programs and services, and local chapter contacts, send an e-mail requesting membership information to: membership@iaap-hq.org or call 816.891.6600.