The Mirage of Amex! - Executive Administrative Assistant American Express Employee Review

My recent EA experience with Amex-(CFCM Department) NY location was far from exemplary, but rather disappointing and isolated. There were several red flags, hidden internal requirements that should’ve been shared prior that were not! However I decided to be open-minded & hopeful. I would realize three months in, that would not be enough to keep me here, I would need to move on to a better work environment. Lack of training: Starting with the former EA didn’t spend adequate time with training on the assigned executive’s needs. (Simply typed a few notes on a word document & moved on to her new role, and would never allow for us to connect further on how to best support the lead executive.) Next was the executive, there was not clear or concise instructions on internal practices to be effective in offering support. Which led to small errors that could’ve been avoided & unfortunately would later be used against me. Had time been taken to be engaging on the internal ways of Amex the supporting of the executive wouldv're run smoother. Also once in the role it was told to me the role would be expected to support three executives at once & also work with a “manager assistant” and we both reported into the lead executive in charge of this newly formed team. None of this was conveyed during the interview or onboarding process, but rather on my first few weeks in the role. I had never worked with a dynamic such as this, and to be honest it often felt like I was the third wheel to their relationship of the lead executive & the MA. (Very cliquey!) Granted I have over 20+ years offering executive support to c-suite executives, I would’ve preferred this information be shared upfront as to best prepare or decide if this was a work scenario I would want to accept. My entire 6 months in the role I was given “busy work”, entry-level projects disguised as “core responsibilities “ and expected to present the results as if I were a student being graded. Ineffective Management: There was continuous micromanaging, while being expected to complete internal tasks with no connection to gain a rapport as to best support the lead executive. There was no constructive feedback but rather condscending emailed complaints and distance. When I asked questions as to gain clarity as to lessen errors-the attitude from the lead executive was giving as if I was disturbing or bothersome to her. During our weekly 1:1’s which were often rushed and her attitude was stoic to me, I kept the checklist straight & to the point as to not take up too much time, as trying to engage was not invited. Lack of Communication: The main executive (female recently promoted to VP position) would not personally/verbally communicate with me during days in the office. (ie. hybrid work model) For example, I would arrive to the office and say Good Morning to her, she would look me dead in the face and say nothing! She would avoid personally dealing with me in a positive way, often closing her office door and if it was opened and I passed she quickly busied herself into the computer screen. She would leave at the end of the day without a word. Only at days end sending condescending emails listing my errors. Questioning or insinuating if I had common sense and was I using it. Which I took as extreme insulting and one of the last straws! I’ve worked in many industries-supporting various executives and their teams, each is different however there was always a learning curve given (not here!) for the fact that each work environment has different internal expectations. The executives I have supported were always very welcoming and appreciated what I had to offer professionally and my suggestions to have tasks run efficiently. Unfortunately, that was not the experience here, during our group meetings of the three of us, (myself, the leader, the manager assistant) there was continuous non-inclusion, rudeness, disregarding of suggestions to make a task more efficent. Unprofessionalism by bad mouthing senior executives in front of myself and the MA-equating herself as being smarter then them and how she had to lead them by the nose! I often was isolated due to the team was under so much pressure to be perfect as well as I didn't know who to trust. There was a small percentage of employees that were inviting to me, such as the two other executives I supported, however one of them was also under extreme pressure & micromanaged, the other was newly hired so our interactions were still new but positive. Dismal Work environment: All employees were watched! Whether they realized it or were just used to it, for example employees had to swipe/badge in & out of every floor, door, elevators and it was time stamped on the main access areas. Employees were given a $15 a day cafeteria meal stipend however it never covered enough as the cafeteria prices were exorbitant and the food selections were often unappealing or took too long to be prepared. Often the app used to access it, had issues when utlizing. Also employees are expected to use their earned/given PTO to cover FEDERAL HOLIDAYS! They’re NOT company paid & utilizing sick time or PTO was unrealistically scrutinized when used, especially with the leader I had! All EA/support staff are paid hourly, expected only to work 35 hours weekly. Which I would later find out that would be different for whom the EA was supporting. (As other EA’s were allowed to work 40 hrs or more if needed) That was definitely a shock & point of contention while in the role as I never knew exactly what I was getting paid, also if I did get close to working 40 hours I was quickly reprimanded that it was NOT allowed by the lead executive! And the MA. I was also not allowed to have email or calendar access on a mobile device, as I had previously in roles allowing to be kept in contact with the executive allowing for efficiency. No corporate card use, as I have had previously. The salary was underwhelming for what was expected, most weeks I didn’t even have enough left for the commute. Toxicity from leader to team: As the months progressed the toxicity & isolation would continue, around 90 day mark there was a temperature check of sorts with the lead executive & it was clear she was wasn’t pleased with me and to be honest I wasn't with her, however I faciltated the role best I could with little to no guidance of what that looked like supporting her. Around month 5, a week before she was slated to be out for a week. I would be invited to what I considered surprised topic meeting with her where she would introduce a “PIP” [Performance Improvement Plan] she had filed with HR. The meeting didn’t go well, as I took the opportunity to advocate for what had been happening with the role/experience--it turned tense and combative. After reading the PIP in detail most of what was stated were small technical or grammatical errors written to be overly dramatic, as if I was incompetent and difficult-this would be breaking point for us both. I knew it was time to remove myself & she wanted me removed! It was awareness among the team and other employees that and I quote she was a “Cold Female dog” however she wouldn’t show that side to higher level executives. Final Takeaways:The role was set up for failure from the beginning, at least from my POV. The lead executive really didn’t want a well-experienced EA but rather one she could intimidate and limit. The environment wasn’t thriving but rather depressing albeit the CEO was very charismatic during town halls, however those positives had not trickled down to this lead executive. Finance sector is draining if it’s not your desire or goal. After receiving the PIP I met with HR and realized this company gives way too much authority to leaders not enough support to new hires or employees especially if their experience wasn’t the best. I was told to “lean into my leader” get more time with her, I took that as tough since she was the issue and wasn’t open to me since the start. In the end the role ended, at 6 months and I was relieved.