We easily came up with Scorecard metrics for our sales and marketing teams, but we are completely stuck trying to find meaningful weekly numbers for our administrative and HR roles. What are we missing?

Question

Tyler Smith · Accepted Answer

Finding weekly metrics for administrative, operational, or HR roles is one of the most common challenges during an EOS rollout. It is easy to measure sales calls or closed deals, but administrative functions require you to look deeper to find independent, objective yardsticks of performance.

Start by looking at the Accountability Chart. Review the specific roles assigned to that non-sales seat, and ask yourself what a successful week actually looks like for those responsibilities. Every seat has a measurable output that directly impacts the health of the business.

For an HR or recruiting seat, focus on leading indicators such as time-to-fill open positions, candidate screening interviews completed, or payroll submission accuracy. For a customer service or administrative seat, measure response times on support tickets, the number of open unresolved issues, or invoicing error rates.

Keep in mind that your Scorecard is a forward-looking tool designed to predict issues, not just a historical archive. If an administrative metric is consistently missed, it should trigger an issue on your Level 10 Meeting Issues List. By finding at least one meaningful weekly number for every single person in your organization, you eliminate subjective opinions and build a truly transparent, high-performing culture.