When we talk about development in the EA and PA profession, it often comes from a place of frustration. There’s a sense that business support staff are overlooked when it comes to structured growth or investment, and in some cases, yes, that’s true. However, there’s another side to the story that doesn’t get talked about enough. Emily Mills, Director at eavolve discusses development needs of EAs and PAs and how their employers may need help in enabling career progression for assistants…
Many employers do want to support their EA and PA development goals, but need your help
That might sound surprising, but it’s something we see time and again. We’ve worked with organisations across a range of industries, project management firms, trade associations, global consultancies, and more, and in each case, there’s been a genuine interest in helping their EA and PA professionals grow. What’s missing isn’t the intention, it’s the direction.
The reality is that most managers and business leaders haven’t received training on how to support EA/PA professionals in their development. It’s not that they don’t care, it’s that they’re not always sure what meaningful development looks like in these roles and in busy, fast-paced environments, that uncertainty can quickly turn into inaction.
That is where the conversation needs to change.
Rather than assuming a lack of opportunity means your employer isn’t interested, it can be helpful to approach it with curiosity. What if they are open to supporting your development, but just need a steer? What if the door is half open, and you simply need to help push it a little further?
In our work, we’ve seen the power of approaching development as a collaborative process. When EAs and PAs feel confident enough to raise the topic with their employer, whether it is through a development conversation, a proposal, or just a quiet ask for support (things can begin to shift). It doesn’t always need to be a big, formal programme right away. It might start with a one-off session, a mentoring relationship, or dedicated time for skill-building.
But having that conversation is often the first step!!!
If you know where you’d like to grow, whether that’s improving confidence, moving into a more strategic role, or developing a particular skill, then share that with your employer. They cannot address what they do not know!! Help them understand what support might look like, and why it matters to you. Chances are, they’ll be far more open to the idea than you might expect.
EA and PA development needs to benefit both you and the business
The other piece to remember is that development should benefit both you and the business. It isn’t about stepping away from your current role, it’s about stepping more fully into it. When an EA or PA is empowered, supported, and growing, the ripple effects are felt across the organisation. Productivity increases, relationships improve, and business leaders often find themselves better supported too. A win win!
At eavolve, we’ve seen how powerful this can be when it’s done well through our corporate development programmes. We support organisations through tailored development (121) programmes that align with business goals and the individual’s aspirations. So, if you’re reading this and feeling stuck, or unsure how to move forward in your career, you’re not alone, but it might be worth asking yourself: Have I had the conversation yet?
Find out how to go about collaborating with your employer to meet your development goals
Have you shared with your employer where you’d like to go? Have you explored what support might look like, or asked if they’d be open to working together on it?
Because chances are, they might be more willing than you think. They might just be waiting for a nudge.
And if you are an employer reading this and wondering where to begin, just start with a conversation. Ask your EA or PA what matters to them, where they see themselves heading, and what support would be useful. It does not need to be perfect. It just needs to be intentional.
We all have a part to play in shaping the future of this profession and sometimes, that starts with simply recognising that we are on the same side.
