Performance and KRAs in event management companies

KRAs by role

Keep goals close to what each role controls, and weight them so the most important one carries the most. The same event can be a success for the coordinator and a loss for the event manager if the budget slipped, so goals must be role-specific rather than shared across the team.

• Event manager: events within budget, client feedback scores, margin per event, repeat bookings
• Coordinator: run sheet followed, vendor issues fixed on the day, guest complaints closed, post-event report on time
• Production manager: setup done before call time, no safety incidents on rigging and power, equipment returned intact
• Creative team: concepts approved within planned rounds, print and fabrication files on time
• Sales and BD: proposals converted, value of confirmed events, repeat and referral business
• Hospitality coordinator: room and transfer errors, guest feedback at check-out

Client feedback after every event

The client's view is the most honest measure in events, but it disappears if nobody asks. Send a short feedback request within two days of each event, with a few ratings and one open question, and keep the result against the event and the people who ran it. Over a season, this gives each event manager and coordinator a record built from many clients, which is fairer than one loud complaint or one glowing thank-you note.

Review at the end of each season

Annual reviews miss the rhythm of events. Many companies run a cycle at the end of the wedding season in March and another after the lean months, or tie a half-yearly cycle to the corporate season. New joiners have a probation cycle, and fixed-term seasonal staff get a short end-of-contract review that decides whether they are invited back. Give each person goals whose weights total 100, and discuss them face to face, with the season's event list and feedback on the table.

Recognising great show days

The best moments in events happen at 2 am, when a coordinator sorts out a generator failure without the client noticing. Use praise badges such as Problem solver, Customer first or Team player right after the event, while the story is fresh, and look at the monthly leaderboard at season reviews. Recognition in the moment matters more in a job where the usual reward for a good event is another event.

How to set it up in ZeniaHR

1. Create review cycles in Performance at the end of each season, plus probation cycles for joiners and ad hoc cycles for fixed-term staff at contract end.
2. Give each person four to six goals typed as KRA or KPI, weighted to a total of 100, drawn from the role measures above.
3. Collect client feedback after every event and bring it to the season review, using the cycle summary to see which reviews are done.
4. Ask event managers to give praise badges right after events, and check the monthly leaderboard before reviews.
5. Before increments are decided, confirm in the cycle summary that every coordinator's review is complete.

Read more about performance in ZeniaHR.

Roles this applies to

Frequently asked questions