Run your team’s performance. From annual reviews to objective-based bonuses, no more Excel and lost emails.
Design your review forms, set objectives with weighted KPIs, launch your campaigns in one click and let AI track progress. Objective-based bonuses are calculated automatically and sent as payroll variables.
Annual reviews happen in March. Bonuses are paid in July.
Word review forms fly by email, HR sends 4 reminders, objectives are set loosely, no one tracks KPIs during the year, and the objective-based bonus arrives 4 months late with no one able to justify the calculation.
Word and emails everywhere
The review form circulates as .docx by email. The manager loses the file. The employee submits 3 different versions. HR spends their time chasing.
Objectives never revisited
Set in March, forgotten in April, dug out in November. No KPI tracking during the year. No adjustment when context changes. The annual review uncovers gaps too late.
Bonuses calculated by hand
The controller pulls out an Excel, sums the weights manually, recomputes progressions. 4 days of work. 1 in 3 bonuses disputed. A month late on payroll.
A performance engine covering reviews, objectives, KPIs and bonuses.
Design your review forms (annual, mid-year, exit, 360°), set SMART objectives with weighted KPIs, launch the campaign in one click, track progress in real time. At close, AI calculates the objective bonus based on weights and sends the result as payroll variables.
- Customizable review forms with a library of ready-to-use templates
- All review types: annual, semi-annual, mid-year, probation, exit, professional, skills assessment, 360° feedback
- SMART objectives per employee, team or company (cascading OKR)
- Weighted KPIs (e.g. KPI 1 at 40%, KPI 2 at 30%, KPI 3 at 30%)
- Real-time progress tracking — not once a year
- Objective bonuses calculated automatically: target amount × Σ (weight × progress)
- Bonus frequency: yearly, semi-annual, quarterly, monthly
- Distribution: end of period, monthly, on milestone
- Employee self-assessment + manager assessment side by side
- 360° feedback: peers, reports, internal clients
- HR calibration: harmonize ratings across teams / divisions / companies
- Individual development plan (IDP) with actions and deadlines
- Automatic reminders (employee, manager, HR, N+2)
- Electronic signature on the review
- Payroll variable export (bonuses) in 1 click to your software
- Multi-country, multi-CBA, multi-currency (EUR, CHF, USD…)
9 review types covered. Customizable forms.
From hire to exit, every HR touchpoint is covered. Start with our templates or create your own forms in minutes.
Annual review
Full year-end recap, next-year objective setting, development plan. The structuring performance touchpoint.
YearlyMid-year / semi-annual
Mid-cycle objective check-in, course correction if needed. Avoids bad surprises at year-end.
Semi-annualProbation
1 month, 2 months, 3 months: validate the fit, identify adjustments. Decision to continue formalized and signed.
Quarterly360° feedback
Evaluation by peers, reports, internal clients. 360° view of soft skills and leadership. Anonymous or named, your choice.
Per cycleProfessional review
Every 2 years (FR): career project, training, evolution prospects. Compliant with French Labor Code.
2 years (FR)Skills assessment
Every 6 years (FR): summary of professional reviews, certifications, evolution. Mandatory in France.
6 years (FR)Return interview
Return from long absence (parental, sabbatical, long sick): re-onboarding, new objectives, adjustment plan.
On eventExit interview
Structured offboarding: reasons for leaving, experience feedback, recommendations. Precious data for HR.
On eventCustom review
30/60/90 onboarding, internal mobility, recalibration, expat: build your own review types with your own forms.
Your call3 pillars. 1 unified engine.
Reviews, objectives, bonuses: all linked. The KPI set in January feeds the bonus calculated in December, automatically.
Reviews & campaigns
Customizable forms, template library, one-click campaign launch, automatic reminders, e-signature. All review types covered.
- 9 predefined review types
- Customizable templates
- Bulk campaigns
- Reminders & e-signature
Objectives & OKR
SMART objectives per employee, team or company. OKR cascade: company → division → team → individual. Weighted KPIs with real-time progress.
- SMART objectives
- OKR cascade
- Weighted KPIs
- Real-time progress
Auto-calculated bonuses
The objective bonus is calculated automatically: target amount × Σ (weight × progress). Frequency: yearly, semi-annual, quarterly or monthly. Distribution: end of period, monthly, on milestone.
- Transparent auto calculation
- 4 possible frequencies
- 3 distribution modes
- 1-click payroll export
The bonus is calculated on KPI progress. No re-entry.
You set the target amount and weighted KPIs at the start of the cycle. Illizeo tracks progress in real time and computes the bonus due at close. The breakdown is visible to the employee, manager and payroll.
Sophie · Annual objective 2025 · Target 5,000 CHF
The suggested amount is calculated automatically from the weights and progress of each KPI. The manager can validate as-is or adjust with justification.
Formula: 5,000 × ((40% × 92%) + (30% × 78%) + (30% × 105%)) = 4,250 CHF
CALCULATION BREAKDOWN
From campaign launch to bonus paid. In 4 steps.
Connected to Salaries, Onboarding and Org.
Objective bonuses feed pre-payroll, new hires start their cycle automatically, manager and site reporting comes from org.
Powered by Claude: 8 AI features to streamline your performance cycles.
Illizeo’s AI helps you write SMART objectives, tracks KPIs continuously, alerts on drift, and summarizes the cycle for HR calibration.
SMART objective suggestions
From the role, position and team objectives, AI proposes 3 to 5 SMART objectives with KPIs and weights. The manager refines in minutes.
Objective drift alert
Mid-cycle, AI detects KPI progress too low to hit the target. Notifies the manager, suggests adjustment or action plan.
Self-assessment summary
AI summarizes the employee’s self-assessment in 5 key points (wins, challenges, asks). The manager arrives prepared in 5 minutes.
Assisted calibration
AI harmonizes ratings across teams / divisions / company. Detects too-strict or too-lenient managers. Proposes adjustments before final validation.
Development plan
From identified gaps, AI proposes a development plan (training, mentor, cross-functional projects) with concrete actions and deadlines.
Talent detection
AI identifies high potentials (top performers + soft skills + 360°) and flight risks (declining ratings, gap between self-assessment and manager). Leadership view.
Bias detection
Tendency to rate one team, gender, site higher than others? AI flags statistical bias across the cycle for HR. Corrective action before validation.
Auto cycle report
At cycle close: completion rate, rating distribution, top performers, flight risks, bonuses paid, development plans started. All in 1 page.
Security, compliance & flexibility, by design.
Compliance: French Labor Code & Swiss CO
Mandatory professional review every 2 years, skills assessment every 6 years, training plan traceability: all preset and alerted on time. HR-grade compliance.
Audit trail & e-signature
Creation, edit, validation, signature: every action logged by name with timestamp. Certified PDF e-signed (eIDAS). 5-year history, exportable for audit or litigation.
Multi-country & multi-CBA
A team in France Syntec, one in Switzerland executive CBA, one in Belgium: each entity has its forms, cycles and legal obligations. Group consolidation automatic.
European hosting & GDPR
Review data hosted in European data centers certified ISO 27001. No transfer outside the EU. Encryption at-rest and in-transit. GDPR and Swiss nFADP compliant. Sensitive data (ratings, 360°) encrypted separately.
−10 days/cycle on HR review steering.
For an SMB of 100 employees, Illizeo recovers on average 10 HR days/cycle spent chasing, distributing Word forms, consolidating ratings and computing bonuses. And payroll runs on time.
Add-on module from 1.81 CHF excl. VAT / employee / month.
The Performance & Objectives module is an add-on on top of your Illizeo subscription. Volume pricing based on employee count. All review types, OKR, auto-calculated bonuses, calibration: all included in the module.
- 9 preconfigured review types
- 100% customizable forms
- Template library
- Self-assessment + manager assessment
- 360° feedback (peers, reports, clients)
- SMART objectives + OKR cascade
- Weighted KPIs (real-time tracking)
- Auto-calculated objective bonuses
- 4 frequencies (yearly, semi-annual, quarterly, monthly)
- 3 distribution modes (end of period, monthly, milestone)
- HR calibration assisted by AI
- Individual development plan (IDP)
- Automatic reminders & escalation
- eIDAS e-signature
- 1-click payroll variable export
- Multi-country & multi-currency
- 5-year audit trail
Frequently asked questions
How does automatic objective bonus calculation work?
You set a target amount (e.g. 5,000 CHF) and several KPIs with their weights (e.g. KPI 1 at 40%, KPI 2 at 30%, KPI 3 at 30%). At each progress update, AI calculates the suggested bonus per the formula: target amount × Σ (weight × progress). The manager sees the breakdown, validates or adjusts with justification, and the bonus goes out as a payroll variable.
Can we create our own review forms?
Yes. Start with our templates (annual, mid-year, probation, exit, 360°…) or build your own from scratch. Sections, fields (text, choice, scale, KPI), visibility conditions (by role, seniority, team), required validation: all configurable. Forms can be versioned and applied per cycle.
How does OKR cascade work?
Set company objectives at year-start. Each division defines its aligned objectives. Teams cascade them. Employees receive their individual objectives linked to a team objective. Clear tree view: who contributes to what. When an individual objective progresses, the parent objective progresses proportionally.
How does 360° feedback work?
Define evaluators (peers, reports, internal clients), the form (anonymous or named), rating scale, evaluated competencies. Evaluators get an invite, submit their feedback. The 360° summary is delivered to the manager (and/or employee per setup) with self-assessment / 360° / manager gaps.
What is HR calibration?
At cycle close, HR harmonizes ratings across teams, divisions or company to prevent a too-strict manager from penalizing their team versus a too-lenient one. AI proposes a target distribution (e.g. 10% top performers, 70% standard, 20% under), detects bias and suggests adjustments to validate with managers.
Is e-signature legally valid?
Yes. Our e-signature complies with EU eIDAS regulation (advanced level by default, qualified level optional for highly sensitive subjects like termination agreements). Action history, timestamp, source IP and certified PDF are kept 5 years for evidentiary value.
Which payroll export formats are supported?
Payroll variable export (objective bonuses) is generated in the format expected by major payroll software: Sage, Cegid, Silae, ADP, PayFit, Workday, SAP SuccessFactors, Bob, Personio. Customizable CSV format for any other software. One line per employee, per bonus, with calculation breakdown (KPIs and weights).
Can we run several cycles simultaneously?
Yes. You can run in parallel an annual cycle company-wide, a 360° cycle on managers, a probation cycle for new hires, and an exit cycle for departures. Each cycle has its own form, deadlines and workflows.
Give your managers a performance cycle that runs itself.
Activate the Performance & Objectives module today. Add-on module from 1.81 CHF excl. VAT / employee / month.
Contact Illizeo