KRAs (often called Key Result Areas) outline the main responsibilities and expected outcomes of a role, helping employees understand what they are accountable for.
What are KRAs?
KRAs describe the core areas where an employee is expected to deliver results. They help clarify expectations, guide performance discussions and link day-to-day work to broader business goals.
They also support decisions around development, rewards and career progression, making performance reviews more consistent and objective.
When KRAs are clear, employees understand how their work contributes to team and organisational success.
Things to know
- KRAs highlight what success looks like in a role and help set clear expectations.
- They support regular check‑ins between managers and employees throughout the year.
- KRAs often connect to performance ratings, bonuses and pay decisions.
- Well‑defined KRAs make performance and development reviews more structured, fair and evidence‑based.
- KRAs may change if responsibilities or business priorities shift.
- Good KRAs help employees understand how their work contributes to wider goals.
FAQs
What’s the difference between KRAs and Key Performance Indicators (KPIs)?
KRAs define the focus areas, whereas KPIs measure progress within those areas. Both work together to support performance discussions..
Who sets KRAs?
Usually managers and HR, with input from employees. Collaborative goal setting helps ensure expectations are realistic and aligned.
Can KRAs change mid-year?
Yes, if responsibilities and business needs shift. That’s why it’s important to update KRAs to keep performance expectations relevant.
How do KRAs affect payroll?
KRAs drive performance ratings, which may impact bonuses or pay increases. Clear KRAs help ensure pay decisions feel fair and consistent.
