Onboarding

Onboarding information for general staff and departments

Welcome to Mattermost Onboarding! Our goal is to create a consistent, high-impact onboarding experience that sets new colleagues up for early contribution, lasting success, and meaningful connection to their team and our mission.

Onboarding is an all-company partnership between a new colleague and Mattermost. Specifically this includes a new colleague’s manager, functional and working teams, HR and MLT. It’s not just about getting up to speed, it’s about building clarity, trust, and direction from day one.

We follow a structured 30/60/90-day framework designed to create meaningful touchpoints, moments to align on expectations, share feedback, and invest in growth. These checkpoints ensure that every new hire receives the clarity, coaching, and direction needed to make an early impact and build long-term success.

New Colleague 90-Day Feedback Process

Throughout your first 90 days, you’ll have regular 1:1s with your manager and intentional check-ins focused on your onboarding journey. These 1:1s are designed to close feedback loops, encourage two-way communication, and ensure development and impact stay at the center of your onboarding journey. There are multiple milestones throughout the onboarding process where feedback is gathered. This feedback helps us understand how willing and enabled you are to bring your best self to Mattermost, aligned with your role expectations, goals, company focus, and our leadership principles.

Week-2 Check-In with the People Team

In your second week, you’ll be invited to a check-in with the People Team. This is a chance to reflect on your first week, ask questions, and revisit key resources, programs, and tools to support your onboarding. The conversation is casual and focused on helping you feel confident and supported as you get up to speed.

30-Day Onboarding Survey

You’ll be invited to share your own feedback about the onboarding experience after your first 30 days. Full-time staff will receive a short 30-Day Onboarding Survey via email in Lattice. Your input helps us understand what’s working and where we can improve, so we can continue to make onboarding more effective for every new hire. The feedback you share helps the People team identify opportunities to strengthen clarity, support, and connection across the onboarding journey.

30, 45, and 60-Day Check-Ins

Intentional conversations designed to reflect on your progress, reinforce goals, clarify expectations, and discuss any early challenges. These check-ins are focused on alignment and building momentum.

90-Day Check-In

A more structured conversation to reflect on your onboarding experience, discuss your performance readiness, and set direction for what’s next. Your manager will complete a short reflection and share feedback with you in your 1:1 and in Lattice.

How Our Principles and Mindsets Show Up in Onboarding

From the beginning, onboarding is an opportunity to build habits that support execution, growth, and trust, in how we work with each other, and how we deliver for our customers. Our onboarding journey is grounded in Mattermost's Leadership Principles, the core behaviors that shape how we work, build trust, and operate as a team.

• Ownership: We expect every team member to take initiative and follow through. Managers and new colleagues share responsibility for setting clear expectations and driving progress.

• Customer Obsession: We align goals with team and company priorities to deliver meaningful value to our customers. From day one, we connect individual impact to company outcomes and customer success.

• Self-Awareness: Regular reflection and feedback help us identify strengths, clarify growth areas, and improve how we work together.

• High-Impact: We prioritize high-value work so new colleagues can focus their time and energy where it drives the most impact.

• Earn Trust: We build trust through clear expectations, closed feedback loops, and consistent follow-through, starting from day one.

Our onboarding journey also reflects key Mattermost mindsets, shared tools we use to support learning, alignment, and progress from the start:

• Learn, Master, Teach: We expect new colleagues to actively learn, build mastery, and contribute back by teaching others, a cycle that supports growth and collaboration across the team.

• Slow is Smooth, Smooth is Fast: We prioritize clarity and alignment early, knowing that thoughtful, intentional onboarding leads to faster, more sustainable performance.

• Shoulder Check & brown M&Ms: We use the onboarding period to surface blindspots and small signals of misalignment early, so we can course-correct and set a strong foundation for long-term success.

Managers

As a manager, you play a key role in shaping a new hire’s onboarding experience. You’ll lead regular check-ins designed to build clarity, momentum, and connection, while reinforcing expectations and enabling early impact.

At both the 45- and 90-day milestones, you’ll complete a short internal survey to assess progress and surface any early signs of support or standout contribution. You’ll also write a short feedback summary (3–4 sentences) to share in your 1:1 and in Lattice. You may choose to request peer feedback in Lattice to provide a broader view and help identify blind spots, a simple but powerful way to strengthen team alignment. This approach is designed to be lightweight and repeatable. It ensures every new hire gets a consistent, high-impact onboarding experience.

New Colleagues

Onboarding at Mattermost is a shared responsibility, and you're expected to be an active participant. That means asking questions, surfacing blockers early, and staying focused on how you grow, contribute, and align with company priorities. Your 1:1s and check-ins are structured moments to reflect on progress, sharpen your focus, and calibrate what success looks like in your role. As you approach your 90-day check-in, take time to evaluate your impact, identify what’s next in your growth, and prepare to take on more ownership. You won’t need to submit anything in writing, but thoughtful engagement and self-awareness are essential to making onboarding successful.

Peers

You may be asked to share feedback on a new colleague during their onboarding journey. If so, you’ll receive a notification and email from Lattice with a prompt to contribute. Peer feedback is an important part of how we build trust, surface strengths, and support alignment early. Your input helps managers better coach their new team members, and reflects our leadership principles of Self-Awareness, Earn Trust, and High-Impact.