We have an Executive Assistant and Office Manager seat on our Accountability Chart who handles calendar management, facility coordination, and executive support. We want them to have a weekly scorecard number, but their work feels too reactive to quantify. What weekly activity-based leading indicators can we assign to this administrative seat?

Question

Tyler Smith · Accepted Answer

Many owners struggle to find metrics for back office administrative seats like an Executive Assistant or Office Manager. Because their work is highly reactive, it feels impossible to measure weekly. However, every seat on your Accountability Chart can and must be measured on data.

To find the right numbers, look at the key deliverables of the seat. If the Executive Assistant is responsible for executive time management, do not track total emails sent. Instead, track the number of calendar conflicts resolved before Monday morning, or the percentage of weekly meeting agendas distributed twenty-four hours in advance.

For an Office Manager, focus on office efficiency and compliance. You can track the weekly number of facilities maintenance tickets completed, the percentage of expense reports submitted on time, or the accuracy rate of office supply inventory.

The goal is to measure the friction they remove from the leadership team. When you assign weekly, activity-based leading indicators to these administrative roles, you provide the employee with clear expectations. They no longer have to guess if they are doing a good job. They can see it objectively on the scorecard every single week.