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To my surprise I didn't have to address it at all. One of the first things she said to me when we got to connect was that she really dropped the ball when it came to my back up and is scouting other offices to see who can do it when I take off again next month. It was honestly a relief that I didn't have to say it. But thank you to everyone for the advice! I'm still going to look into two back ups for the one needy person so that it's not overwhelming for whoever gets him.
Is there a way to have two people fill in and support him since he's so needy? Maybe the idea can be presented that someone else is presented as the main option and she is a secondary support? That way you don't have to fully remove her and she still gets the extra help she needs.
Or is there a way to address specifics and you explain to him the ways the ball was supposedly dropped and how to fix it? I know limited or lack of replacements can be a massive issue that is out of our hands often
Two people might be a good idea. I'd need to brainstorm how that separation could work, but it's a thought.
Additional info: I tried getting someone else to cover for him knowing her situation, but he is very high level and I think she felt like she should do it. He's also a lot of work. And my previous back up (no longer in an admin position) had such a hard time with him it literally lead to tears and stress causing health issues. He's not a bad guy, total opposite. He's just very needy and a lot to deal with.
I want to say XX can handle him and is in a place with the time to be able to do it, but I know she will push back because that's what she did for my last trip. My next PTO is a few weeks away so it's something I need to start thinking about now.
Is there a way to address the issues, and how to address them if they were to fill in again? I would like to just say how somebody else better aligns with the goals and needs of that certain exec, but if they are going to push for it, maybe being professionally honest could be the best route.