How does PeopleMuster track performance?
PeopleMuster tracks performance through an admin-only event log. Each entry records a positive or negative moment with a category such as ownership or collaboration, a written note, an author and a date. Staff feedback, awards and scheduled shoutouts sit beside it, so review conversations start from dated evidence rather than memory.
A review is only as good as what the manager can remember, and memory favours the last few weeks.
The event log fixes that. An admin records a moment when it happens. It gets a category, a written note, the author and the date. Positive and negative events are counted apart.
The text stays hidden behind a reveal, even for the admins who can open the log. Sensitive notes are not on screen for anyone walking past.
Come review time, the manager opens a year of dated entries instead of a blank page. That works with whatever review format your company already runs.
Staff feedback is the other direction. It moves through received, reviewed, addressed and closed, with names masked by default.
Recognition is the public side. Award types such as Employee of the Month keep a history by person, date and department. Shoutouts are scheduled to show for a chosen window, typed as innovation, teamwork, milestone or above and beyond.
Skills sit on the profile too, mapped against a company taxonomy, so strengths are recorded as well as events.
Related questions
Can employees see their own events?
The event log is admin-only, and entries stay behind a reveal even for the admins who can open it.
How do awards work?
An admin creates award types and assigns them. The history lists employee, award type, date and department.
Does it fit our existing review cycle?
Yes. The log gives dated evidence to write any review from, whatever form or schedule your company uses.