Performance and KRAs in architecture and interior firms

Measurable KRAs by role

Each role produces outputs that can be counted without reducing design to numbers. Pick three or four per person, agree them at the start of the cycle, and weight them so the goals that matter most for the role carry the most.

• Architect: drawing sets issued by agreed dates, errors found at checking, submissions accepted without major queries
• Interior designer: layouts approved within planned revisions, BOQ accuracy against final bills, client sign-offs on schedule
• CAD technician: drawings to studio standards, revision turnaround, rework caused by drafting errors
• Site coordinator: snags closed before handover, deviations caught early, handover dates met
• BD manager: proposals sent, commissions won, fees collected against milestones

Adding design quality without guesswork

Design quality still matters most to a principal. Make it a named competency goal with a clear description, such as quality of design development, detailing and presentation, and rate it on the cycle's scale using specific projects as evidence. Peer design reviews during the year, where associates critique each other's schemes, give the principal more than one view. This keeps the subjective part of the review honest without pretending it can be counted.

Review rhythm around projects

Studios tend to run an annual review timed with increments, plus shorter checkpoints tied to project stages: concept approval, working drawings issued and handover. A half-yearly cycle suits many firms of 20 to 80 people, since projects of six to eighteen months span one or more cycles. Probation cycles for joiners and short reviews for interns run separately. Weighted goals, discussed at each project stage, give the principal a clear basis for the review meeting instead of a general impression.

Recognition between reviews

Much of a studio's best work happens in late nights nobody else sees. Use praise during the year: a principal or project architect can give a badge such as Above and beyond after a competition submission, or Customer first after a difficult client meeting handled well. The monthly praise leaderboard helps small studios notice people who quietly carry projects, and gives the principal concrete examples when review time comes.

How to set it up in ZeniaHR

1. Create a half-yearly or annual review cycle in Performance with your rating scale, plus probation cycles for joiners.
2. Add three to five weighted goals per person, typed as KRA or KPI for measurable outputs and competency for design quality.
3. Discuss goals at project stages such as concept approval, working drawings and handover, and keep notes for the review.
4. Share the cycle summary with project architects ahead of the principal's review meetings.
5. Encourage praise with badges after submissions and handovers, and look at the monthly leaderboard before reviews.

Read more about performance in ZeniaHR.

Roles this applies to

Frequently asked questions