We want to bring our Executive Assistant seat onto our weekly scorecard, but we are struggling to define meaningful weekly numbers for someone whose job is highly fluid and project-based. What objective leading indicators should we track for an EA?

Question

Tyler Smith · Accepted Answer

An Executive Assistant or Office Manager is highly measurable if you focus on the friction they prevent rather than the tasks they perform. Many leaders make the mistake of tracking irrelevant inputs like emails sent, calendar invites created, or documents filed, which just creates pointless admin work and frustration. Instead, track the weekly outcomes of their support on your scorecard. Good leading indicators for an assistant seat include executive time saved, calendar conflicts resolved before they occur, and key administrative error rates. You can also measure critical operational outcomes such as average time to resolve internal support requests or executive preparation rates for weekly meetings. The goal is to measure how well they protect the leadership team's focus and maintain overall operational flow. If your assistant is hitting these weekly metrics, you will feel the direct impact on your own productivity. Define these numbers clearly on your Accountability Chart and ensure they have full GWC for their seat. By tracking these outcomes, you turn a highly qualitative support role into an objective, data-driven contributor to the organization.