Performance and KRAs in construction and real estate

KRAs for site and project roles

Keep four or five weighted goals per role, and make at least one of them something the person fully controls. Weights matter: a junior engineer might carry 40 for schedule, 30 for quality, 20 for safety and 10 for site records, so one bad month on a delayed pour does not decide the year.

• Site engineer: slab cycle days against plan, first-time quality checks, material wastage, safety observations closed
• Project manager: milestones against schedule, cost against budget, contractor bills certified on time
• Planning engineer: weekly schedule updates, delays flagged with reasons, look-ahead plans shared
• Quantity surveyor: contractor bills checked within the agreed days, variations documented
• Safety officer: toolbox talks held, permits audited, incidents investigated promptly

KRAs for sales and CRM teams

Sales KRAs look simple, bookings, but bookings that cancel or never register mislead. Weight registered agreements and collections above raw bookings, and add site visit conversion so the executive who turns walk-ins into second visits gets credit. CRM executives are measured on what buyers experience: demand letters sent on time, collections against the payment schedule, complaints closed, and possession handovers completed with snag lists cleared. Liaison officers can carry approvals obtained against target dates, with reasons recorded for any delay.

A review rhythm that follows the project

An annual review alone misses too much on a three-year project. Many developers run a quarterly cycle for site and sales staff, an annual cycle for head office, and a probation cycle for new joiners. Add an ad hoc cycle at major milestones, such as a tower's structure completion or handover, to capture the project manager's view while the work is fresh. When an engineer transfers mid-cycle, carry the goals to the new project and ask the old project manager for a short note before the move.

Where site reviews go wrong

Three mistakes repeat. Judging engineers only on schedule punishes whoever was given the hardest site. Letting one loud contractor complaint dominate the review ignores months of steady work. And reviewing sales staff on bookings alone rewards pushing buyers who later cancel. Discuss the weighted goals in a sit-down meeting, record ratings against the cycle, and use praise badges through the year so good site work is noticed long before review time.

How to set it up in ZeniaHR

1. Create review cycles in Performance: quarterly for site and sales staff, annual for head office, and probation cycles for new joiners.
2. Add goals for each employee typed as KRA or KPI, with weights that add up to 100 across schedule, quality, safety and records.
3. At each project milestone, discuss the weighted goals with the engineer and keep the evidence, such as pour dates and inspection results, ready for the review meeting.
4. Run an ad hoc cycle at structure completion or handover, and go through the cycle summary with each project manager.
5. Ask project managers to give praise with badges such as Problem solver or Above and beyond when a site team delivers.

Read more about performance in ZeniaHR.

Roles this applies to

Frequently asked questions