I think you have to have several strings to your strategy here Dippa - but first please think about these ... how much do you enjoy your role apart from this issue? How easy would it be to find an equivalent job (either at this time of year or in the current financial climate).

Firstly - there are items (eg blaming you for Govt legislation) which are totally absurd.  These you need to politely but firmly return to your boss.  If you feel confident enough you could use a little humour "Oh Boss, that is so flattering that you think I have that much influence ... I wish it worked when I am arranging those 20 person meetings that take up so much time" (or any activity you do for Boss that is time consuming and complicated)

Very often a boss may not realise that something they are saying is taken so seriously and it is only by flagging it that you can find out if this is the case.

Secondly - unless you cannot stand it any more - take your time and start looking at skills and refreshing your CV quietly in the background.

Thirdly keep records of the events that cause you a problem.

2 and 3 give you something to take to HR is you need to, whilst 2 is also helping you prepare if you feel you have to move on.

Cathy

Susan has already indicated that she will look into authentication for the blogs as well as groups. 

As to your second question Gee, it isn't just the blogs that get targeted.  There are other areas that have been spammed but Susan is very diligent at keeping the site tidy.  It is a question of finding a balance between inconvenience to members having to authenticate every entry and the time it takes to tidy up the spam left by the bots in the first place.

It is not unique to this site, any site that allows member contribution can be open to spambots and it is nothing to do with the system architecture of the site now compared to the previous version - it is because the spam bots are becoming increasingly sophisticated at finding ways past the protections.  Spam attacks on e-mail inboxes, which is what Chikky started this thread about, are somewhat different and there are good filters that keep it at bay.

By the way, it is very easy to get drawn into spamming - how many people have forwarded one of those e-mails saying "WARNING  don't open the e-mail called blah blah with an attachment called XYZ it contains the most vicious known virus" - the majority of those are hoax virus warnings intended to create high volumes of internet traffic and slow systems down ... it is a form of spam because it is totally unnecessary.   If you receive one of these it takes less than a minute to run a check on a search engine that will confirm it is a known hoax and you can delete that bit of spam instead of growing it!

Thank you Susan - end of a busy week - authentication was the term I was looking for and we have it on Groups but not Blogs.  I don't see any spam in the groups and I am more than happy to authenticate to post a blog, although as Chikky says a certain amount of antisocial behaviour goes with the territory these days (the price for such open internet access) and frankly I bypass the spam entries which stand out like a sore thumb and read the blogs that grab my attention. 

Cathy

Thanks for your suggestion Gee, however that is a section that some members enjoy using and it is not the blogs themselves that cause the problem.

Before removing it it would be more appropriate to use a passkey system (such as we have for entries under the Groups section) - the spammers are not people they are 'robots' and so a unique passkey that has to be added for each entry is not stopping us blogging but will stop the robot spam.

Really pleased to hear this outcome for you and that not only do you recognise the value you have contributed but so does the organisation.  I am sure you are looking forward to establishing that working relationship all over again with your new charge and knowing that the organisation is continuing to grow and change will present its own challenges and opportunities - enjoy every minute of it.

Cathy

Half the team I lunch with bring packed and half buy in the canteen ... we generally have a nosey at everyone's lunch - it is a kind of lunch bonding thing with this group - and then we get on and eat and chat

I really wouldn't jump to any conclusions about anyone based on the lunch ... bizarre!

All the cultivation that Gee suggests is valuable and supports improved motivation within a team.

As assistant to the team leader, however,  there is another role you can play in improving motivation across the team.  The Team Leader ultimately sets out the work of the team, even if he/she has reports managing sub teams.  The Team Leader therefore must take an interest in people's work and achievements, and that does mean the team leader showing a personal interest and not sending "well done" via a third party!

Team meetings are great but do remember that not everyone will speak out about their achievements ... so as assistant you could keep awareness of things progressing and provide a nudge when there is something they should be aware of ... just as important  though is to learn who likes a fuss made of them and who prefers quiet acknowledgement.

Perhaps also important is to be aware of the hidden hierarchy within a team ... just because someone has the label "Boss" doesn't necessarily mean they are the leader.  If a Team Leader is seen as weak or not respected there is a vacancy for someone else to adopt the lead ... if that someone else is a demotivating personality the whole team will follow that lead.

We use comparatively few acronyms but do refer constantly to 'agendas' and 'strategies' - one example (does include an acronym of a strategy) " ... how does that sit within the SHIP? ..." is nothing to do with boats!

A tip though for anyone new to an organisation - get to know the business' shorthand - it makes a huge difference to your credibility with colleagues when you use it appropriately

Cathy

Gee I do apologise for not being clear - I was replying to the original post rather than you. 

I think your situation involving a group of similar staff and a restructure is considerably different to Oceangirl who is addressing changes to her working patterns which are being dripped piecemeal into her role ... in this case she is very much tackling the organisation.

Having been in both situations on several occasions, both as the staff and management, I do understand what both feel like from the inside and from both sides of the fence.

Before you start tackling the organisation do you have a clear picture of what you want from your career over the next couple of years?  If not then start with that and create a framework for yourself.  Look at the priority skills you think you will need.

Then if you want to stay in that job with the people you mostly like be prepared to make the case for why you should lose some of the grunt work and what your progression expectations are.  In the meantime there is no harm in applying for other positions if they interest you ... but you will still need a clear idea of your personal career aims to help you be successful there.

The one thing you shouldn't do - however much you feel like it - is the petulant 16 yr old bit! you want to progress something like that will count far harder against you than anything else; it will show in your body language and attitude far more than you realise.  To avoid this scenario try and find a really good trusted friend who will let you vent from time to time and get rid of the frustration.

Good luck in working through this and getting what you want from the situation - hope you will let us know how you get on.

Cathy

I don't have a standard - I have a series of options I use frequently depending on the situation and the person.  What is most strange to me is that unconsciously I have changed those style options with the different sectors I work in.

My previous role the choice would have been

"Many thanks" OR "kind regards"

Now "Many thanks (in advance)" OR "Kind regards" OR (and this surprises me but it seems well received!) "Best wishes"

I would only ever use "Cheers" with a close colleague and then only in some circumstances.

Equally important for me though is the opening ... I rarely start an e-mail "Name," ... more usually "Good morning/afternoon (Name)" or "Thank you for your prompt response Name ..."  If I feel the need to use "Dear" then e-mail is the wrong format to me

So with all best wishes and hope that gives you some workable suggestions Dettu

Cathy

I would offer a word of caution - if that job, tied to the phone and without the flexibility is paying way more $, there is a reason.  I would suggest you carefully consider whether a job that tethers you that tightly is going to allow you to grow all your skills evenly - if not you may become highly paid in a niche area and find that actually it does not leverage the longer term promotion you desire.

Cathy

In the past when I have handled such documents I have walked them round my own building and if it has been necessary to obtain signatures in another site I have had the document hand delivered with a named person responsible for walking it round that building and having it hand delivered back.

When I have had to do this it was as PA to the Finance Director or the Managing Partner - both of whom had the status that was respected by all other Partners/Directors and noone would have challenged or declined this direct approach.  However, I made a point of making an appointment through their secretary as a courtesy.

I also had to do this for grant applications in my last post and those were also booked as diary appointments right at the start of the process - it acted as a focus for the applicant to complete their contribution in time.  I expected to brief the head of division on the content of the application.  The first time I did it in this role the Head of Division mocked ... the next thing I heard if any other admin went for a grant application signature without an appointment and a briefing they were sent away with a flea in their ear!  It is possible to influence change even in very traditionally based colleagues.

In something less critical I would plan a sequence of signatures by discussing availability with other secretaries and booking time in diaries and delegating authority to those secretaries with a request for confirmation.

The first thing to try is putting yourself in their shoes ... they are new - they may feel uncomfortable or out on a limb - do they have a buddy? has their induction been thorough?

Has their body language changed suddenly to this style? what factors may have caused this?

In terms of addressing it - "do as you would be done by" is an excellent motto - exaggerate (slightly - you don't want to appear clownish) positive open body language to this person so for example, always approach with a warm smile, never cross arms or legs or stand with hands on hips - we often don't realise we do these things (hands on hips is my body language vice)

I am not suggesting you all change yourselves beyond recognition for ever but undoubtedly there will be a negative vibe going back the other way to reflect this persons angry body language ... this person has come into your territory and they are trying to establish themself.

Good luck

Cathy

We have scanner copiers on every floor.  There are no instructions posted above the scanners.

The scan is sent to the e-mail address entered on selecting the e-mail option at the control panel and it works a treat.

Everyone is responsible for their own scanning from Director downwards ... if they don't know how to do it and they don't ask they don't scan the document.  Since we work across around 30 different physical locations with a courier system that can be intermittent folk appreciate the benefits of scanning.

I worked it out myself two months ago and now have shown 4 people who have only had to be shown once and who are now scanner converts ... so maybe the system in place plays a part?