Key result areas or KRAs are a very useful tool to increase employee understanding and accountability for the results they are being asked to deliver. KRAs help better align employees work to wider goals and make better use of resources. At an employee level KRAs focus individuals on delivering results rather than undertaking activity.

Learn what are key result areas and 5 great ways to use key result areas to improve team performance.
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Key result areas for team direction should align to company strategy and the function or business unit KRAs. Alignment is really important to maximise everyone efforts in the business to hitting targets and goals. I have provided some key result areas examples at company and team levels.

For performance management, less KRAs in number increases the focus – which is good for results. When setting goals for individuals, align these directly to the team KRAs.

Next think about the time periods over which you need the results. Set team KRAs that create the most valuable results to enable the wider function or business goals to be achieved.

Then set individual KRAs which relate directly to their roles and aligned into the team goals. This creates good performance management tools both at a team and individual level. Results are usually easier to track than activity. The KRA in performance management terms should has specific and clear measurable output.

Finally, always spend as much time planning the activities, initiatives and projects that will enable the individual to deliver the results set out in their KRAs. The employee is much more likely to deliver results when they have a clear plan or set of plans to enable them to deliver.

I view this final planning step as super important for success in improving team performance.

Creating good key result areas is a very useful tool to focus time and effort into the right areas. As a manager, you then need to work at keeping the KRAs front of mind and influencing what the team focuses their time and effort on. In the modern workplace, there are so many distractions, new initiatives and shiny projects that forgetting about the KRAs is easy to do unless the manager is constantly reminding the team.

Use KRAs to move employee thinking from activity to delivering results which are more aligned to the wider business.

If you have any questions on “5 Great Ways to Use Key Result Areas or KRAs to Improve Team Performance and Ownership”, please email me at support@enhance.training and I will get back to you.

Jess Coles

Enhance.training

Keeping team members happy, motivated, and performing is great for you and great for your team. Better team performance and an great working environment come from a happy team. Keeping staff happy is within your control as a manager and you can implement each of these actions quickly.

I share 7 ways to make your staff happy at work that every manager can implement easily.

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Keeping employees engaged and happy starts with communicating openly, honestly and frequently. Employees what to know how their job fits into the bigger picture and understand that what they do is valuable.

Keep team members happy by communicating what is happening in the company, how the company is performing ... in short share the news. Direction makes everyone’s job easier.

Listening to your employees is one of the best way to make your employees happy. You get a ton of valuable insights that really helps you increase team performance. Use the ideas, suggestions and solutions team members come up with. You increase team productivity while keeping everyone that much happier.

Treating your employees how you want to be treated is timeless advice, yet how many mangers really avoid the many common mistakes that damage trust, happiness and appreciation. I share tips to help you get into the right mindset.

Focus on solving employee problems as a manager. It’s a brilliant approach for how to make your employees happy. You also leverage your time and create significantly more value for your business by helping your team members work better, faster and smarter.

Do you praise enough? Research as shown that keeping employees happy requires you to praise them at least 3 times more than criticise or give corrective feedback. This ratio is even higher in high performing teams. Positive reinforcement is a great way to build higher team engagement and better team performance.

Finally, publicly demonstrate that you value your employees, their contribution, their skills and the results that they deliver.

If you have any questions on “Keeping Team Members Happy – 7 Actions Every Manager Can Easily Implement”, please email me at support@enhance.training and I will get back to you.

Jess Coles

Enhance.training

How to focus your team on the KPIs you measure is as hard as choosing the right KPIs in the first place. Greater focus from the team means more time and effort directed at what drives the KPIs, which will increase team performance.

I share 5 key tactics to get your team laser focused on the key performance indicators you measure.

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KPIs or key performance indicators are how you measure and track progress against the goals you have set. KPIs are a very useful too in performance management and business management and widely used as a result.

Setting KPIs that change behaviour of your team and align effort and action on the tasks, activities and projects that will best help the team reach the goals set is a critical first step.

Most businesses have information overload. After goal setting, working out which kpis and metrics to track to drive results is not easy.

Once you have chosen your key performance indicators, educating your team to why you have chosen these specific KPIs is the next step. If they don’t understand how the KPIs link to the goals and the why behind them, they will not be nearly as engaged and focused on undertaking activity in the right areas to maximise progress.

Next explaining to the team exactly what they need to do to improve a KPI measure is a must. Don’t expect them to know this or understand everything about what is needed. Explain and educate them. When the team know exactly what to do and how to do it, they are much more likely to deliver what you need.

In our extremely busy and distracting workplaces, it is not enough to talk about KPIs and goals a few times and expect the team to stay focused on delivering against them. You need to constantly remind them. I share 7 ways to do this very effectively.

Finally, to add even more focus on the tasks, activities and projects that will best progress the team to reaching goals, link all the benefit you can into kpi progress and reaching goals. There is a lot of benefit that don’t need budget and of course many that do. Clink a range of both to improving kpis and achieving goals.

If you have any questions on “How to Focus Your Team on the KPIs You Measure to Drive Better Performance”, please email me at support@enhance.training and I will get back to you.

Jess Coles
Enhance.training