The Real Reason Your Team Is Dropping the Ball (And How to Fix It)

What It Covers

Ramsey Solutions leader John Falcons explains Key Results Areas (KRAs), an outcome-focused job description tool that replaces task-based roles with measurable results, giving team members clarity on responsibilities and what winning looks like in their position.

Key Questions Answered

• •KRA Structure: Build each KRA with four components: a role summary (why the role exists), two to four key results areas, a one-sentence winning definition with specific numbers, and three to five actions required to succeed in each area.
• •One-Page Rule: Keep every KRA to a single page maximum. Documents longer than one page go unused. The goal is a simple, memorable overview of responsibilities — not a growth plan — so team members can reference and retain it.
• •Realistic Scope Test: A KRA should represent what one person can accomplish in a single week. If the role requires constant overtime or covers three people's workload, the KRA surfaces that problem and forces an honest conversation about fair expectations before frustration builds.
• •Annual Review Cadence: Revisit KRAs at minimum once per year or whenever a role changes to prevent role creep — the gradual accumulation of responsibilities that buries the original role. Both leader and team member sign the finalized document, creating mutual accountability.