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Any recommended scorecard/metric goals for EA / HR roles?
updated 11 months, 1 week ago
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Hi all! Does anyone have recommendations for metric/quantifiable goals for EA’s and/or HR positions? For those also on EOS, I’m building out my scorecard goals tied to my position. The idea is to have 2-5 weekly activity goals that are quantifiable, and are predictive indicators of success.
I am the EA to both our CEO and President, and I oversee HR for the whole organization. I’m hoping to have at least 1 metric goal (scorecard item) for both the EA side and for the HR side of my role, but I’m having difficulty determining the best way to set these goals to be quantitative.
Some recommendations I’ve seen: # of delegated tasks, # of tasks completed, # of tasks past
due, # of emails completed on behalf of the executive.I’m interested to learn what other folks are using! Thanks!
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Be careful of focusing on rote ideas that may lead your staff away from strategic thinking. Counting numbers can lead to stress over checking the box rather than thinking critically. Some other ideas:
– Identify an area for improvement and outline the process to implement. (examples: data clean up of a RMS/CRM system; employee onboarding process improvement; employee exit interview process improvement and logging of reasons for exit; enhance client or employee engagement with X outputs)
– Improve the quality of department meetings or 1 on 1 report meetings. (could lead to fewer meetings; could be quantified via survey cards for staff like the meeting quality report card)
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ignore me. I just realized you said “weekly activity goals”. I still think this could lead to overemphasis on numbers rather than quality of work/critical thinking but that might be more appropriate in your field.