We are struggling to find objective weekly metrics for our administrative and human resources seats on the Accountability Chart. How do we assign meaningful Scorecard numbers to roles that seem purely qualitative or reactive?

Question

Tyler Smith · Accepted Answer

Every single seat on your Accountability Chart can and must have a weekly number. If a seat has no measurable, the person in that seat has no objective way of knowing if they had a successful week, and you have no objective way of managing them. Even the most qualitative roles can be measured by tracking their core activities and responsiveness.

For an administrative or executive assistant seat, focus on metrics around schedule efficiency, travel booking accuracy, or inbox management. A great metric is the percentage of standard operating procedures updated weekly, or meeting minutes distributed within twenty-four hours.

For a human resources seat, avoid tracking vague concepts like employee happiness. Instead, track high-impact activities. Measurables can include the number of days to fill open positions, employee onboarding checkpoint completion rates, or the percentage of weekly reviews completed on time.

By converting subjective performance expectations into binary, weekly numbers, you give these supporting seats a clear target. It shifts the relationship from subjective feedback to objective performance, giving your administrative and HR professionals the data they need to prove their value to the organization.