What’s the difference between Goals and KRAs?

What Are KRAs?

Key Result Areas (KRAs) represent the core areas of responsibility tied to an employee’s role. These areas are directly derived from the job description and help define where an employee is expected to make an impact.

KRAs guide employees to focus on outcomes rather than just daily activities.

Example:
A sales manager’s KRA might be: “Increase regional sales performance.”

What Are Goals?

Goals are specific, measurable targets created within each KRA. They describe the concrete results an employee should achieve within a defined timeframe and typically follow the SMART criteria:

• Specific

• Measurable

• Achievable

• Relevant

• Time-bound

Example:
For the KRA “Increase regional sales performance,” a related goal might be:
“Achieve a 15% increase in sales revenue in Q3.”

How KRAs and Goals Work Together

KRAs and goals are tightly connected:

• KRAs define what areas matter most.

• Goals define how success in those areas will be measured.

This ensures that day-to-day efforts are aligned with the organization's bigger picture.

Illustration:

Why the Difference Matters

Understanding how KRAs and goals differ—and complement each other—is essential for:

• Clear Expectations: Employees know both their responsibilities and success criteria.

• Performance Tracking: Goals offer measurable ways to assess achievement within each KRA.

• Strategic Alignment: Ensures each individual’s efforts support broader business objectives.

Summary

• KRAs define the what—your core responsibilities.

• Goals define the how much and by when—your measurable targets.

Together, KRAs and goals provide a structured approach to performance management and help ensure everyone is aligned with the company’s strategic goals.What Are KRAs?