We just added a new seat to our Accountability Chart and need to establish their weekly Scorecard metrics, but because the role is brand new, we have no historical data to set realistic targets. How do we design and target weekly measurables for a new seat without setting them up to fail?

Question

Tyler Smith · Accepted Answer

Do not let a lack of historical data prevent you from establishing weekly accountability for a new seat. A Scorecard is a living document, and your initial metrics and targets do not have to be perfect; they just need to start.

Begin by looking at the roles and responsibilities defined on your Accountability Chart for this new seat. Ask yourself: what are the three most critical activities this person must perform every week to be successful in this role? If the seat is a new customer onboarding specialist, the core activities might be client kickoff calls scheduled and onboarding surveys sent.

For the first thirty days, set conservative targets based on your best estimate, or simply track the numbers without a target to establish a baseline. Label these metrics as baseline tracking on your Scorecard.

During your weekly Level 10 Meeting™, review the data. By week four, you will have four data points and a clear sense of what is realistic. Adjust the targets up or down based on this real-world feedback.

The goal is to build the habit of tracking data immediately. It is far better to have a new team member report a red number because of an unrealistic target than to have them run without any scorecard metrics at all, which breeds lack of accountability.