Hello all,
I want to know whether KRA or goals of a manager should be shared with subordinates. Is there any harm or negative impact of that? How will it be helpful to the goals of the team/organization? Is there any mandate for not sharing?
Kindly help me out with this.
From India
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I want to know whether KRA or goals of a manager should be shared with subordinates. Is there any harm or negative impact of that? How will it be helpful to the goals of the team/organization? Is there any mandate for not sharing?
Kindly help me out with this.
From India
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Dear Friend,
Please note that as a team, all employees need to work towards the organization's goals. Therefore, the goals of the organization should be distributed, and department goals should be set. The department consists of the Head of Department (HOD) to the lowest-level person in the hierarchy. Hence, every employee in the organization needs to understand the organizational, departmental, and individual goals. Except for one or a maximum of two specific assignments that may be confidential, all Key Result Areas (KRAs) and goals should be open to everyone.
In this context, I suggest not maintaining any secrecy or confidentiality regarding KRAs and goals. Failing to do so may result in negative consequences for the organization, unit, department, and individuals. There is a possibility that an employee could use lack of awareness of tasks as an excuse to avoid responsibilities.
Regards,
Kameswararao
From India, Hyderabad
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191Please note that as a team, all employees need to work towards the organization's goals. Therefore, the goals of the organization should be distributed, and department goals should be set. The department consists of the Head of Department (HOD) to the lowest-level person in the hierarchy. Hence, every employee in the organization needs to understand the organizational, departmental, and individual goals. Except for one or a maximum of two specific assignments that may be confidential, all Key Result Areas (KRAs) and goals should be open to everyone.
In this context, I suggest not maintaining any secrecy or confidentiality regarding KRAs and goals. Failing to do so may result in negative consequences for the organization, unit, department, and individuals. There is a possibility that an employee could use lack of awareness of tasks as an excuse to avoid responsibilities.
Regards,
Kameswararao
From India, Hyderabad
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Hi Mr.Kameswararao, I really appreciate for the reply given. This has really added to my knowledge.
From India
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From India
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The answer should depend on the all aspects not just limited to what you asked. There are assumptions you made that we don’t know.
The answer again will probably vary from department to department, and with the hierarchy of the person, and nature of his job.
Further, some of the managers may have a kra which is not in line with desires of the subordinate. For example, a manager may have a kra that requires him to discipline and reduce of certain unacceptable incidents, or a kra may be to reduce head count, outsource certain part of work, etc.
So you need to decide whether or not it is acceptable in your scenario, rather than in a generic scenario
From India, Mumbai
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The answer again will probably vary from department to department, and with the hierarchy of the person, and nature of his job.
Further, some of the managers may have a kra which is not in line with desires of the subordinate. For example, a manager may have a kra that requires him to discipline and reduce of certain unacceptable incidents, or a kra may be to reduce head count, outsource certain part of work, etc.
So you need to decide whether or not it is acceptable in your scenario, rather than in a generic scenario
From India, Mumbai
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Hi Mr.Banerjee,
An executive’s KRA were shared with Manager.
I suggested the Director Lets share the KRA of Manager with Executive too. As this will help to achieve company’s desired goals.
To which he blasted on me stating, ‘’NEVER TO SHARE KRA OF MANAGER WITH EXECUTIVE. As the executives may cross question to Manager.’’
I do not agree with him. And wanted to check if I Said something wrong.
From India
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An executive’s KRA were shared with Manager.
I suggested the Director Lets share the KRA of Manager with Executive too. As this will help to achieve company’s desired goals.
To which he blasted on me stating, ‘’NEVER TO SHARE KRA OF MANAGER WITH EXECUTIVE. As the executives may cross question to Manager.’’
I do not agree with him. And wanted to check if I Said something wrong.
From India
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Dear Anonymous,
I take this opportunity to plead with people raising questions to give all the facts of the scenario at the outset, rather than in dribs and drabs. This will help others to give considered suggestions rather than based on assumptions. My tutor had told me never to assume, as wrong assumptions make an ass out of you and me.
From United Kingdom
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I take this opportunity to plead with people raising questions to give all the facts of the scenario at the outset, rather than in dribs and drabs. This will help others to give considered suggestions rather than based on assumptions. My tutor had told me never to assume, as wrong assumptions make an ass out of you and me.
From United Kingdom
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KRA of a Manager can be revealed to the extent that subordinates know how their KRAs and the Manager's KRAs are linked to organizational goals. There may be certain KRAs allotted to the Manager that need to be kept under wraps, and one should be judicious in maintaining confidentiality while working to achieve the specific KRA concerned.
From India, Pune
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From India, Pune
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Indeed, Key Result Areas (KRAs) should cascade from the Balanced Scorecard (BSC) of the organization and, in turn, to each department/HOD so that all pull together in the same direction. Many organizations publicly display their BSCs. Unless the intended results are communicated to the lowest level, there will not be synergy in efforts.
From India, Mumbai
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From India, Mumbai
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KRA for Asst Training Manager.pdf
KRA - Results & Goals.xls
Team leader-U-manage r.jpg