Key Result Areas

KRAs = Key Result Area

On this page, you’ll find information about Key Result Areas (KRAs), and guidance on how to create and monitor KRAs to help you and your team succeed. This page contains information on the characteristics of KRAs and how you can create a KRA. KRAs have been instrumental and absolutely essential to our team as we continue to grow and support other individuals and businesses in becoming more effective. The KRA is a Keystone for YES, Inc.

What is a Key Result Area (KRA)?

The term Key Result Areas (KRAs) refers to a short list of overall goals that guide how a team member does their job. A KRA is a keystone for how a business is run and how team members work with their teams. KRAs are key areas/ items for an organization or employee to be successful. A KRA helps you to know how to win in your role. KRAs are about outcomes, the key things a team member has to do to get the intended results. Workin with KRAs involves a mindset shift for the team whereby team members shift and begin to think, “oh, I own the results of my work, and I am going to do what it takes". KRAs are about the Outcomes and the results for the areas I am responsible for.”

KRAs create clear expectations and support a self-employed mentality. KRAs become the spirit behind everything a team member does because it drives your attitude and leads you to the result and outcome needed. A well-written KRA will define the best use of TIME, ENERGY and TALENT. A strog KRA will foster clear expectations, a self - employed mentality, and provide a feedback framework. A KRA is not a to-do list. It’s a way to set the table for the key area of responsibility and accountability. KRAs describe what winning looks like.

The difference between a KRA and a job description: A job description frequently talks about the inputs of a role, how someone will spend their time, but it doesn't talk about the outputs or the results of what occurs while a person is on the job. A KRA focuses on the output and results of a persons performance.

Example:

Job Description IE. It's your job to answer the phone when it rings.

KRI: Provide the best customer service to your customers when they call.

How To Create A KRA

What Does Winning Look Like?

KRAs must be specific, clear, and measurable so that you can pinpoint what success is going to look like. You'll need to discuss how you’re going to measure your KRAs ahead of time. KRAs must also involve tasks and work that is under the control of the person it's written for.

Have you heard about the 80/20 rule? The 80/20 rule says that 80 percent of the value of your work will come from 20 percent of your work. Therefore, it’s critical that you have an understanding and identify the most important 20 percent of your work. What is the relatively small portion of your work that brings the most value to your organization? Asking this question will help you as you develop your Key Result Areas.

Step one: Begin with a Conversation: You will want to have a meeting with those invovled to talk about and decide on the KRAs them. A team lead or supervisor will want to meet with the team member to consider and agree on appropriate Key Results Areas for the position/role.

Step two: Clarify Roles: KRAs should broadly define the job and give the team member clarity in their role and mission within the organization. The KRAs likely will include a list of functions and activities vital to success.

Step three: Ensure the KRAs Fit the Position: KRAs can require certain objectives from a teammember, only when the teammember has the ability within the organization’s structure to accomplish that objective.

Step four: Create SMART KRAs: Many experts believe that KRAs should be written in a manner that is SMART (specific, measurable, aligned, relevant, and time-bound).

Things to consider:

Set a Limited and Realistic Number of KRAs: KRAs should consist of the most important objectives (remember 80/20). 3-5 well-written KRA’s will set you up for success.
Tasks and Activities Grouped Together: Group tasks that are related to each other together.
Put KRAs in Writing: KRAs must be in writing, reviewed by all relevant parties, agreed upon, and signed by people involved — especially when the KRAs involve an employee’s role. KRAs should include the team members name, and supervisor’s name, and a description of some of the most important duties of the team members role and how it serves the organizations objectives. Written KRAs should also include details on several areas of expected performance including metrics that can help measure and assess the team members performance in those areas.

Welcome to YES, Inc.'s Page:

Key Result Areas

KRAs = Key Result Area

Keystone

How To Create A KRA

What Does Winning Look Like?

PDF Viewer

Welcome to YES, Inc.'s Page:

Key Result Areas

KRAs = Key Result Area

Keystone

How To Create A KRA

What Does Winning Look Like?

PDF Viewer

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