We have successfully automated our entire invoicing and billing workflow, which completely eliminates the need for our full-time billing coordinator seat. The person in this seat is a fantastic core values fit and an absolute rockstar, and we do not want to lose her. How do we find or create a new seat for her on our Accountability Chart without inventing useless work?

Question

Tyler Smith · Accepted Answer

Automating a major operational workflow is a huge win for your efficiency and future sale valuation, but it leaves you with a high-performing employee whose seat has been eliminated. In a growth-oriented company, you must never invent useless work just to keep someone on the payroll. This violates your Core Focus and creates drag on your margins.

Instead, use this opportunity to leverage her high capability and core values fit in a seat that actually drives growth. Follow these steps to find her new place on the Accountability Chart:
- Review your Issues List and Rocks. Look for departments that are struggling with capacity or areas where you have been postponing hiring.
- Match her skills to open seats. A billing coordinator has high attention to detail, strong administrative skills, and experience interacting with clients. These skills translate perfectly to seats in customer success, project management, or procurement.
- Run a GWC™ check. Evaluate her against the roles of the new seat. Ensure she understands the new expectations, genuinely wants the new challenges, and has the capacity to learn the new processes.

By proactively transitioning her to an active, high-impact seat, you reward her performance, preserve your culture, and optimize your overhead. If no such seat exists, you must assist her in finding a new opportunity outside the company, always leading with your core value of helping first.