We have an Executive Assistant seat on our Accountability Chart who supports our leadership team, but we struggle to find weekly scorecard metrics that measure their performance objectively without resorting to subjective checklists. What leading indicators should we track?

Question

Tyler Smith · Accepted Answer

A great back-office or administrative seat requires objective, activity-based metrics just like any sales or operations role. If you measure an Executive Assistant with subjective checklists, you end up evaluating their performance based on personal chemistry rather than business results.

To build an objective scorecard for this seat, focus on metrics that measure responsiveness, precision, and proactive planning. First, track calendar accuracy. You can measure this by the number of scheduling conflicts or meeting double-bookings that occur each week, with a target of zero.

Second, track meeting preparation lead times. If your leadership team holds its weekly Level 10 Meeting on Tuesday, your assistant should have the agenda, scorecard updates, and leadership pack distributed twenty-four hours in advance. The metric is "percentage of meeting packages delivered on time."

Third, track administrative task turnaround. If the assistant manages executive expense reports, track the days from expense submission to reconciliation. If they manage travel, track the lead time for booking flights and accommodations before the travel date, which directly impacts cost savings.

Finally, track action-item follow-up. Measure the percentage of leadership team action items completed on time. Tracking these five clear metrics gives your assistant ownership over their seat and provides the leadership team with objective proof of administrative efficiency.