KRA’s implemented and managed correctly add great value to the organization, leadership, and team members. If this is new to you, don’t shy away, because the value added can be tremendous.

A key result area (KRA) is an strategic factor either internal to the organization or external, where strong positive results must be realized for the organization to achieve its strategic goal(s), and therefore, move toward realizing the organization’s longer term vision of success.

As a member of your organization, your Key Result Areas serve as critical success factors for your company. Your Key Result Areas should be related to your role in the company. A leader’s KRAs should align with their team members to have the greatest impact and drive success in the company. Can you run a business without KRA’s? Yes, but the business and the people in it will not be as focused or as productive as they otherwise could be.

Best practice is to keep everyone focused and deliberate in their roles; by everyone having KRA’s that are aligned by department, leader, all the way to the front line. Some organizations include bonuses and around the success of meeting KRA goals, while others do not. Most organizations that have them most always include them as part of performance reviews.

Organizations have different approaches. My preference is KRA’s defined by quarter. This allows for a realignment due to project completions, or an adjust due to strategic reasons during the year. Some of the KRA’s can carry over from quarter to quarter as well, depending on the nature of the business. However, I have seen them written out to be monthly, every six months, and yearly. When done properly KRA’s enable businesses to become more focussed and productive. This allows for the people in that organization to achieve greater success  and be more focused in their roles.

Things to keep in mind about KRA’s.

  • KRA’s should align with your organizations goals, leaders, managers, all the way to the frontline.
  • The KRA should be relevant to the role of that person.
  • Before assigning KRA’s goals for your team, ask for their feedback on possible goals they see in their areas. This allows you insight to where their mind is at, and level set if needed.
  • Everyone should have a KRA.
  • Include success of KRA’s on performance reviews.
  • Checkin with your team on an ongoing basis to discuss KRA progress. If you have quarterly KRA’s meet at least once a month to discuss progress. If you meet with your team weekly add KRA’ s as a talking point to your agenda.

I hope this is helpful in the area of KRA’s. When done right they are great! If inside your organization you all are not using KRA’s start the conversation today about how they could be applied and help drive growth for you and the organization.