Let’s take, for example, that a software development department has defined OKRs for themselves. An objective, in this case, could be something like, “We have close to no bugs and are lightning-fast at fixing the few that are reported.” The respective Key Results could be, “We have fewer than 10 reported bugs open at all times,” and “we fix 80 percent of bugs within 1 week.” Based on these definitions, Initiatives and measures that can be used to achieve the goals are developed. With help from performance management, employee performance can be defined and monitored at the execution level. This means performance management has a direct influence on the Initiative plan, which impacts the OKRs and, as a result, the company strategy and strategic KPIs.