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Leadership ·

How To Create A KRA (Key Result Areas)

Updated for 2020

On this episode of The Chris LoCurto Show, we’re discussing how to create a KRA (Key Results Areas). The KRA is all about increasing productivity on your team, because everyone knows what winning looks like in their role when you have a proper KRA in place.

The major goal of a KRA is to improve communication…

If you’re not using KRAs, you and your team members are most likely being reactive instead of proactive

What’s a KRA?:

If you’re looking for a definition or the KRA meaning, you’re in the right place. A KRA is a list of the most important tasks you do every day to win. It’s a job description on steroids.

  • A good KRA includes the ongoing responsibilities of the position and the purpose and benefits of performing those responsibilities.
  • Tasks and activities that focus on one or more specific areas are grouped together.
  • Whatever is expected must be in writing, reviewed, agreed upon, and signed by both the employee and the leader so there’s no confusion when something isn’t getting done.

Screenshots of a KRA... don't worry, Chris LoCurto will help guide you on how to create a successful KRA for you and your company!

How To Develop a KRA:

The KRA should outline three to six major areas, with four to five bullets under each area drilling down on specific tasks.

  • Set aside an hour to evaluate how you are currently spending your time and write down a list of things you do (or should be doing).
  • Ask yourself, “What makes my position essential to the success of the company?” What are you working on every day to reach your mission and goals?
  • Make sure each key results areas are specific, measurable, actionable, and essential. If you don’t do it, no one else will. If you do it, you’ll win and the company will succeed.
  • Ask yourself, “Are there tasks or areas that can be delegated?” Delegation increases your productivity.
  • Review your key result areas frequently, and make sure your goals align with your daily tasks.

Click Here For More on KRA

KRA Meaning (Key Result Areas)

KRA Meaning: The What, The Why, and The How of KRA

Hi folks, I have a question for you. Are you ready to join the tons of people who are absolutely making this new year the best life possible? The strongest life? possible. If so, then Life Plan is the next event that you need to do. Forget new year resolutions, forget all that junk. If you want to be the strongest possible, you’ve got to come through Life Plan. If you want to understand why you make decisions the way you do; how you make decisions the way you do; why you are where you are in life; if you’re stuck where you are; if you struggle with things like people-pleasing or emotional abuse or if you’re having a phenomenal life and you just want it to be even stronger, even better, then you have to do Life Plan right now. Make sure that you go to chrislocurto.com/lifeplan and get involved right away, chrislocurto.com/lifeplan.

Welcome to the show, folks. We hope you’re having a fantastic day, we are. We’re having a blast over here in Franklin, TN, where the weather is a little rainy, unfortunately. But we got a great day going on. We just sold out, and I know we actually didn’t bring this much to a public launch but we’ve got a live event that’s coming up. It actually sold out very quickly. We didn’t even get it to a public launch. Hopefully, we will be throwing some more in there. If that is something you are interested in, this one is going to be about business and leadership. That something you’re interested in, we’re probably going to do more of those in the future as well as some events on life. That’s what we’re hoping to do but we want to hear from you – what do you want to hear from us? We are looking forward to that. 

Today on the show, we are kind of clarifying some more information. We give out so much free information and many times, people have a lot of questions. We’ll explain this a little further. We’re going to explain a little more about KRA. That is something that people cannot get enough of. We have known that forever. We constantly give out what we think is really good stuff. Keith is joining me. Welcome to the studio, Keith.

>> Yeah, hey, everybody.

>> Or in this side of the studio, I should say that. I’m actually on the other side of the office, in Franklin, TN. Keith is going to ask me questions about that and, hopefully, answering any questions that you have when in comes to KRA. Keith, take it away.

>> A lot of times, you know, Chris, you and Joel are back there doing the Life Plan, Strat Plan, and I’m floating in and out. But maybe I’m a bit more forward facing, so I see and I get to hear all the questions. A got a softball pitch for you but I’m still shocked, that although KRA, there’s a lot of intimidations with doing that. We’ve got a huge range of people that listen to us. They don’t know how to get started with KRAs. They don’t even really understand what it is. If they don’t have KRAs in their business and they are not the entrepreneur or they aren’t the owner, how do you implement it? How do you go about telling the entrepreneur and the leader, hey I think we need to do this. That’s where we are going with this but restate, again, what is a KRA.

Definition of KRAS, KPIs, Goals

>> For me, KRA it shows you how to win on a daily basis. It’s the things that you do on a daily basis that cause you to win whatever area you’re in. It’s not the in depth, to the nth degree like if you are somebody who mails out stuff.

>> A mailer?

>> Yes, sure. If you’re in a shipping department and part of what you do is mail, whatever, CDs. It’s not the

>> You’re killing me. Mailing CDs? What’s a CD?

>> What is a CD? That is ridiculous! But let’s say, you were back a hundred years ago. It’s not in depth of saying, walk over, get the envelope, put a CD in it or book or whatever, clothes. It’s not like that. KRA is saying, these are the things I need to do every single day to win at my job. These are the things I need to do every single day so that the company is making way more money that it’s paying me, so I know that I am winning. I know that at the end of the day I’ve done what I’m supposed to do. There’s no confusion. Everything is spot on, rock on. For somebody who would be answering a phone, if you have a receptionist in a building. Some of the areas of KRAs might be to make sure that they answer the phone at certain amount of time, certain amount of rings. If you had somebody who is working in the shipping department, some of the things in the KRA might be to make sure that all order are in today or at least to this point, make sure that all orders are mailed out by this time, or check to make sure nothing is new has come in or anything that says, if you’ve done these things all the stuff is going out the door. 

I like to ask the question to people and by the way, for those of you that want how to put this together, we’ve got some great stuff in our site. Templates and samples. If you’re listening through iTunes, just click my head. Click my head and they’ll be the information, the show note, you can just go straight through it. So that makes it very easy. But for me, I like to get back into it and say, if I did these things am I successful on it. As I make long list of whatever it is, I’m not looking for a five-page, I don’t mind being a page, page and a half. But it’s the details that say, I do these things, I win. So I want to go through them and say, do I understand what that looks like complete. Do I understand what that looks like complete, okay? If I’ve done these things, am I winning at this position? Is there anything that’s missing. That is how I look at a KRA.

More on KRAs and KPIs

>> Whose job is it to do that? Whose responsibility, not job.

>> Coming in, it should be the leader. When you’re hiring a position or you have positions, it’s the leader’s job to get the KRAs in place. Obviously, any entrepreneurs or business owners, it’s their job to make sure to make it happen. A lot of times it’s not going to happen because they’re not thinking about it. But it should be the leader’s role to make sure that every single in the team has a KRA. One, it helps you to say, yes, this is what’s I’m expecting of you. That also says to the person, like for me, everybody that comes on board here you make you drop the KRA after we’ve discussed it. We go through it and I’ll have you write up to say, do you actually understand what we discussed. Are you on the same page? Are we on the same page? Are you going to come in and tell me that, no, you’re the CEO of the company. No, this isn’t what we said or wait a second, you’re missing a piece over here. So we’re both on the same page, I can look at the KRA that you’ve done and compared it to the one that I’ve done, and say, do you understand your role? Because if you don’t, what’s going to happen? Confusions going to happen, going forward. I’m going to be expecting you to do things we didn’t discuss or we discussed them but you didn’t pick up on them. And I didn’t make sure that it was abundantly clear.

For me it’s the leader’s role to make sure that happens. You’d said on the last one question, what if they don’t put that in there. Well then, for me, as a team member, I want to know. A champion wants to know if they’re winning, period. Now obviously, if you looked at numbers, if you’re in sales, numbers always scream that you’re winning. But in any role, a champion wants to know if they’re winning at their job. Somebody who’s there for a paycheck, the doesn’t. They don’t care. I’m here to do my thing. As long as nobody yells at me, I’m happy. Gosh, don’t be that person. Be the person who wants to know what winning looks like. So if your leadership doesn’t create KRA, do your own. Put together your own KRA. Go to your leadership and say, hey, I just wanted to say this is my understanding of what causes me to win while I’m out there. My understanding is if I do these things, you’re very happy. You’re paying me to do whatever it is that I’m doing. Do you agree with these items? Do these things lined it out?

One thing that we do during Strat Plan, as we’re going through just ripping this business apart to discover these great opportunities and these great strategies, all these things and it’s very intense. It’s very emotional. And we get to this place where we all show them our core assumptions. I do it myself, I write it all up. I say, can we assume that if we do this in our strategy, we do this operation, we do this financially, that we’re going to make a lot of money? I turn it around, I usually have it hidden and I turn it around and I show them, my assumptions of our business that’s there. If we do these things, do we explode? Every single time, we have the whole leadership jut looking at it and it gets deathly quiet. I move away and all of the sudden, they go, yes, yes. Yes, that’s it right there. That is it. Those are the things we got. If we will do those things, we are going to explode. Now it’s been a day and a half that we’ve been working on this and I still have another day and a half to go. But it’s that ability to look at, ah, that is it! That’s it in writing. If we do that, we win. And it’s the same kind of thing with the KRA. If you can look at that KRA and show that to your leader and go, is this right? And they go, yeah. If you do those things, you’re winning. Fantastic! (10:20) 

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Interested in more? Here are some related articles:

KRA: The What, The Why, and The How of KRA (Podcast)

Why You and Your Team Need KRA’s

 

Filed Under: Leadership Tagged With: Business, career, Chris LoCurto Show, Coaching, KRA leadership, Personal Growth, self-help

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Reader Interactions

Comments

  1. Joel Fortner says

    February 10, 2016 at 9:50 am

    Hi Mel! I work on Chris’ team. Sign up above to get the KRA Samples and you’ll also receive lots of helpful resources to help create your KRA. Congrats on your new job!

  2. Mel says

    February 10, 2016 at 8:37 am

    Good afternoon Chris
    I was just appointed to the post of front office supervisor and was asked to get my KRA ready but it’s all new for me and am lost. Could you please help me

  3. Joel Fortner says

    September 16, 2015 at 4:19 pm

    Hi Judy! I work with Chris. You can get KRA samples above. Are you just making a KRA for you or is this something you’re doing across the company?

  4. Judy Gardose says

    September 16, 2015 at 9:05 am

    Hi Chris, I am a technical leader of our company. our boss asking me to make a KRA and KPI, could you help me or email me a sample of KRA and KPI?

  5. Jed Jurchenko says

    July 14, 2015 at 11:06 pm

    Thanks for the sample KRA charts. I can see how this would be valuable & help me to be more effective with my time. I’m looking forward to trying this out!

  6. evy says

    March 25, 2015 at 9:17 pm

    i am Quality Assurance in Ceramics Company, How KRA can help my work? thankz.

  7. aral says

    August 16, 2014 at 2:53 pm

    hi my position is high school administrative officer, since i am just a detailed employee in my present school i was assigned at the registrar office doing the following: receives request for tor or f137 and release the same, i also review the information encoded then i bring it to the principal for signature. i also answer queries of stakeholders on matters related to school credentials and advised them for any legal matters i.e. what to do to correct name in the birth certificate, secure second copy of diploma, cav of schools document, i also screen transacting people before they can proceed to the principal. based on the following pls. help me formulate kra, we have this new assessment tool being implemented this semester. Here are the following column titles: MFOs KRA, Objectives, timeline, weight per kra, performance indicators (quality, efficiency, timeless), actual results ratings and last column score. thank you aida

  8. Dustin says

    July 5, 2014 at 11:16 am

    Chris –

    What would a KRA for the President of a company look like?

  9. Chris LoCurto says

    June 17, 2014 at 3:01 pm

    I would love for you to comment here on how it goes for folks to see. Thanks James!

  10. James Roberson says

    June 5, 2014 at 12:14 pm

    Yes? Unfortunately I’m still on the “in progress stage.” This got pushed to my back burner just a bit. However, it is back on the front burner now. We actually discussed it during our team meeting Tuesday. I gave everyone a “draft” of the job descriptions and asked for feedback on the descriptions as well as what they think would be good KRA’s. Looking forward to getting some ideas back.

  11. Ken Trupke says

    June 4, 2014 at 9:27 pm

    Cool! Definitely looking forward to it. Thanks, Chris!

  12. Chris LoCurto says

    June 4, 2014 at 11:22 am

    hahaha…did that work out?

  13. Chris LoCurto says

    June 4, 2014 at 11:21 am

    Hey Frank, I will answer this as well on an upcoming podcast!

  14. Chris LoCurto says

    June 4, 2014 at 11:20 am

    I love it! How has that been going?

  15. Chris LoCurto says

    June 4, 2014 at 11:20 am

    Fantastic idea Josh! That’s exactly what it’s for.

  16. Chris LoCurto says

    June 4, 2014 at 11:19 am

    My pleasure Leo!

  17. Chris LoCurto says

    June 4, 2014 at 11:19 am

    There should be a link in the middle of this post that takes you to the KRAs. Thanks Debra!

  18. Chris LoCurto says

    June 4, 2014 at 11:18 am

    I’ll be answering this on an upcoming podcast Ken!

  19. Ken Trupke says

    January 31, 2014 at 2:36 pm

    Chris, two questions for you and the CLoTribe:

    1) How do you incorporate company values into KRA’s?

    Would you have “Be Friendly, Agile, and Innovative in all aspects of your work” as a KRA or would you reference them as part of the Position Summary above the list of KRAs?

    2) How do you use the KRAs during the dreaded annual performance review?

    Do you take notes on the KRA sheet during the meeting or create a separate Evaluation From listing the KRAs and commenting/evaluating performance of each?

    Thanks!

  20. Joshua Rivers says

    January 30, 2014 at 3:10 pm

    Thanks, Ken. I haven’t read that yet, but I’ll add it to my list!

    Joshua Rivers

  21. Ken Trupke says

    January 30, 2014 at 2:10 pm

    Great idea, Joshua!
    Kind of spin-off of Michael Gerber’s E-Myth idea of building a complete org chart even though your name goes in all the boxes at first.

  22. Debra Ross says

    January 28, 2014 at 10:35 pm

    Chris, can you possibly post some sample KRA’s to give folks some idea of their depth and focus? Sometimes it’s easier to do new things like this if we can kind of copy the rhythm, with our own information.

  23. Leo J. Lampinen says

    January 23, 2014 at 11:31 am

    Chris, this is great info. After hearing you talk about KRA’s so often this is the clarity I needed to take action on creating them for my team and I. Thank you.

  24. Joshua Rivers says

    January 23, 2014 at 10:51 am

    I’m planning on doing a KRA for myself in my solopreneurship. I know that this will help me to focus on what needs to be done. I may even develop a couple different KRAs, one for each aspect of the business. Then, when it comes time to hire, I have some things lined out already to help me during the hiring process.

  25. Sherry Carver says

    January 21, 2014 at 12:15 pm

    Thanks Chris — this is great information as I have my goals, now I need to define where I want to be — I will use your 5 tips every month to re-evaluate

  26. Frank says

    January 21, 2014 at 10:26 am

    How would you adapt this for coaches and athletes? I can draw some parallels, but wanted to get your take or other peoples’ ideas on this one.

  27. James Roberson says

    January 20, 2014 at 5:05 pm

    KRA’s are one of the things I’m working toward writing and implementing. However, after seeing your samples I realize that the

    job descriptions I’ve worked up may be too detailed and more
    a KRA. Which explains why I was having
    difficulty wrapping my mind around how I would make the KRA’s. So, I think I’ll take a
    little broader look at the job descriptions and see about making some
    adjustments.

  28. Jennifer Young says

    January 20, 2014 at 10:09 am

    Hi Chris, yes it does. Thank you.

  29. Chris LoCurto says

    January 20, 2014 at 8:34 am

    Hey Cookie Lady!

    I’m assuming that’s because you lose someone and have to replace them? If the issue is a revolving door, I would focus on the why.

    If it’s wages, then what’s being lost in the process by having to rehire all the time. Could you pay more for a more solid person who will stay?

    If it’s growth in the business, what are we not anticipating and filling roles to be prepared? We need to budget people as well as money so we don’t fall behind.

    Whatever it is, (It’s difficult without sitting down and getting more info) focus on WHY it’s happening and come up with a plan to be ahead of the game.

    I hope this makes sense.

  30. Jennifer says

    January 20, 2014 at 7:22 am

    Hi Chris, thanks for going over KRA. I just started my 4th year in my business and I have put the KRA’s in place. The most frustrating part is that every time I finally get people in place, something happens and I get sucked back into production instead of working on sales and marketing. It’s discouraging. Any wisdom you can offer? Thanks! The cookie lady, Duluth. MN

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