NOTE-Copied from a recruiter post on another site. What are your thoughts?

NOTE-Copied from a recruiter post on another site. What are your thoughts?

Some companies are unintentionally ruining their EA function, and it's costing them dearly.

We often see a chain reaction: we start speaking to one EA, and within weeks, the entire EA team is looking for new jobs.

Why? Usually, it’s the poor choices and lack of respect of just one or two ‘decision makers’ (probably newly hired), who really do not understand the value EAs add to a firm and its Executives.

These choices end up driving away highly experienced and loyal EAs, and in most cases, the firm only understands the damage caused when it's too late.

This isn't just a loss for the EAs; it's a significant hit to the leadership team. Finding replacements with the same level of loyalty, experience, and chemistry fit is incredibly tough.

The result? The firm ends up struggling, the leadership’s efficiency drops and the overall impact is felt across the business. The firm then scrambles to quickly replace and onboard new EAs, and this is usually the start of a 'revolving door' within the EA function.

Once a firm has a reputation for having a 'revolving door', they'll continuously struggle to attract and retain EAs - even using recruiters isn't a great solution to this problem.

My advice to firms - if you're making cuts or restructuring the admin function, do so gracefully; you really do not understand just how much EAs talk to one another.

Also, if you’re hiring someone who will have some kind of authority over the EA function, make sure you’re confident that they have a genuine understanding of the EA role and the value EAs add.