Align goals. Measure progress. Grow your people.
Sommet360 lets managers define employee objectives, measure progress against KPIs and run structured performance assessments — in the same platform that already holds time, documents and employee data. No separate review tool, no year-end reconstruction.
Performance Management Demo
A walkthrough of the full cycle in the web application — creating objectives, tracking KPI progress and completing manager and employee assessments.
Objectives, progress and assessment — in one loop.
Set objectives
- Managers create structured objectives for each employee.
- Every objective carries a measurable KPI and target.
- Goals can span different time periods across the year.
Track progress
- Managers and employees follow objectives throughout the period.
- Visual progress indicators show what is on track or off track.
- Trend arrows highlight where attention is needed.
Assess performance
- Managers complete structured performance assessments.
- Employees complete their own self-assessment.
- Ratings and comments are stored with the full assessment history.
One review cycle, end to end.
Nothing lives in a spreadsheet or an inbox. Each stage hands over to the next inside the same workspace.
- Manager · Step 1Objectives created
The manager defines objectives for the review year, with the period each one covers.
- Manager · Step 2KPIs assigned
Each objective receives a measurable target — contracts closed, leads generated, deployment rate.
- Employee · Step 3Employee works towards objectives
Progress accumulates across the period and stays visible to both sides throughout the year.
- Employee · Step 4Employee self-assessment
The employee rates their own achievement per objective and adds supporting comments.
- Manager · Step 5Manager assessment
The manager rates every qualifying objective, comments, attaches evidence and submits.
- System · Step 6Performance history generated
The submitted review is locked, archived per year and can be exported as a document.
- Ongoing · Step 7Continuous development
Past assessments carry forward, so the next cycle starts from evidence instead of memory.
Everything the review cycle needs.
Objective management
Create measurable employee objectives linked to business outcomes.
Performance reviews
Conduct structured manager assessments using ratings and comments.
Employee self-assessments
Let employees evaluate their own progress before the manager review.
Performance history
Maintain historical assessments for continuous employee development.
KPI tracking
Measure achievement against predefined goals throughout the review period.
Continuous visibility
Always know which objectives are completed, in progress or need attention.
What changes operationally.
The value is not the review form. It is having the objectives, the evidence and the ratings in the same system the workforce already runs on.
- 01Alignment between employees and managers improves, because both work from the same objectives.
- 02Performance conversations become measurable instead of impressionistic.
- 03Objective completion is tracked continuously through the year, not reconstructed in December.
- 04Evaluation stays consistent across teams, entities and countries.
- 05Development is continuous, because every cycle starts from documented history.
See Performance Review inside your operating model.
We'll walk through objectives, KPI tracking and the full assessment cycle with your own review structure in mind.