Running a small business often feels like spinning multiple plates at once—hitting sales targets, satisfying customers, paying bills, and guiding a team that looks to you for leadership.
It’s a lot to manage! But what if you had a clear way to ensure everyone, including yourself, knew exactly what success looks like?
That’s where KRAs (Key Results Areas) come in. KRAs are your secret weapon to get your team laser-focused on what truly matters and how to “win” every day.
Think of them as a roadmap for your team, defining the outcomes each person is responsible for achieving. Let’s break it down with some key checklists to help you assess where you stand and make sure you’re using KRAs to their full potential.
What Is a KRA and Why Should Your Team Have One?
A KRA is a list of the most important outcomes someone needs to deliver in their role. Unlike a lengthy job description, KRAs zero in on results, not just tasks.
Why KRAs Matter: If your team doesn’t know what winning looks like, how can they hit the mark? KRAs give clarity, set expectations, and allow your team to know exactly how they contribute to the business’s success.
For example, instead of defining a customer service rep’s job as answering calls and responding to emails, a KRA could be, “Provide timely and effective solutions that leave customers satisfied.” It focuses on the outcome, not the steps.
✅ Checklist: Do You Have KRAs for Every Role?
- Are your team members clear on what success looks like in their role?
- Have you defined outcomes, not just tasks, for each team member?
- Can your team members measure their own progress toward those outcomes?
Action Step: Review each team member’s responsibilities and outline KRAs focused on results. Make sure they know exactly what “winning” means in their position.
Should KRAs Be Created by Both Employer and Employee?
Creating KRAs shouldn’t be a one-sided effort. While you as the leader set the direction, involving your team ensures you account for the nuances of their roles. They may have insights or ideas you haven’t considered, making the KRAs more practical and aligned with day-to-day realities.
Why Collaborating Matters: When employees are part of the process, they’re more likely to take ownership and feel empowered to reach their goals. Collaboration also ensures that expectations are clear from both sides.
✅ Checklist: Do You Collaborate on KRAs?
- Do you review KRAs with your team after hiring or during role transitions?
- Does your team have input on their KRAs based on their experience?
- Are you and your team aligned on what success looks like for each role?
Action Step: Schedule regular discussions about KRAs with your team. Make sure both you and your team members are on the same page about expectations and outcomes.
How Often Should KRAs Be Reviewed?
KRAs are not “set it and forget it” documents. They should evolve as your business grows and your team’s roles shift. If you only review KRAs once a year, they can quickly become outdated. Checking in regularly ensures KRAs stay relevant and aligned with your business goals.
Why Reviews Matter: As your business goes through seasons of growth or change, your team’s KRAs may need to shift. Regular reviews keep everyone on track and aligned with the company’s current priorities.
✅ Checklist: Do You Review KRAs Regularly?
- Do you have a set schedule for reviewing KRAs (monthly, quarterly, etc.)?
- Are KRAs updated when your business needs change?
- Are you holding regular check-ins to make sure everyone is on track?
Action Step: Implement regular KRA check-ins (quarterly, for example) to assess progress and adjust goals as needed. In fast-changing roles, like sales or marketing, consider more frequent reviews.
What Would a KRA for a Company President Look Like?
As the leader, you need KRAs too! Just because you’re steering the ship doesn’t mean you don’t need clear outcomes to focus on. Your KRAs should reflect the bigger picture—focusing on business growth, strategy, and ensuring your team has the resources they need to succeed.
Example: A small business owner’s KRA could include, “Increase gross revenue by 15%” or “Create and implement a new customer retention strategy.” These are high-level outcomes that steer the business in the right direction without getting stuck in the day-to-day tasks.
✅ Checklist: Are You Clear on Your Own KRAs?
- Do you have specific, measurable outcomes for your role as a leader?
- Are your KRAs focused on high-level business growth and strategy?
- Have you delegated tasks that keep you from focusing on the big picture?
Action Step: If you find yourself bogged down by tasks that should be delegated, take a step back. Delegate day-to-day tasks and refocus on high-level outcomes that drive business success.
KRAs can be the difference between a business that runs like a well-oiled machine and one that’s constantly putting out fires. By ensuring both you and your team are clear on what success looks like, you can reduce stress, improve focus, and achieve better results. That’s what makes KRA powerful!
Once you’ve nailed down your KRAs, the next step is to align them with Key Performance Indicators (KPIs) and strategic goals for your business. It’s all about creating clarity and direction—so everyone knows what they’re working toward and how they’re contributing to the company’s success.
Ready to define your KRAs? Start with this checklist, and get more resources by filling out the form below!
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