Things People Managers Must Know
Accounting and Finance Approvals:
Placeholder - invoices
Hiring Manager resources
We strive to provide a smooth onboarding experience that enables new hires into a safe and compliant working environment with a strong sense of belonging. Managers should familiarize themselves with onboarding in order to appropriately fill in any gaps for their new staff member. New staff members will have an Onboarding Checklist of activities to complete and join during their first 90 days.
We will continue to iterate and add activities to the Onboarding Program. Managers should review these responsibilities ahead of every new hire joining Mattermost.
Pre-day one
Assign an Onboarding Peer: The Onboarding Peer or peers should be an individual or group of people that can help answer questions about the team, department and Mattermost. In many ways, an Onboarding Peer may be an end-boss for specific AORs. Managers should ask permission of a potential Onboarding Peer prior to assignment.
Week one
Introduce our new staff member in the Welcome Channel using #newcolleague. Note: all new hires are asked to complete a short bio and share with their Managers. Managers should include this bio in the welcome message.
Review Team AORs. This is also a good time to review the new hire's AOR and onboarding expectations.
Review list of key internal partners the new staff member will work with and who the new staff member should set up meetings with during their first month or two.
Mattermost channels: Ensure your team member is added to appropriate channels based on team and role.
Team cadences: Review specific team cadences, operating norms and relevant playbooks.
Month one
Review Company and Team V2MOMs.
Align on role responsibilities and expectations.
New team members are invited to introduce themselves at COM during their second week. If they're not comfortable doing their own introduction, Managers will do so on their behalf.
Shoulder Check, assess potential blindspots and ask for feedback.
Month two
90-day New Colleague Feedback: Managers are notified to kick off the New Colleague Review Process on their new staff member's 65th day. The feedback will include a summary of the new staff member's responsibilities during the first 90 days. Managers should communicate these responsibilities to the new staff member during their first week.
Month three
Deliver New Colleague Feedback.
Performance Reviews: Managers will be invited to a High Output Management Managers Session ahead of writing a Performance Evaluation. Managers will need to read the required chapter of High Output Management ahead of the Session. The book is also a part of the Additional Training Resources recommended for new Managers. It's suggested to read the book during onboarding or upon becoming a Mnager at Mattermost.
Performance Feedback: Communicating explicitly is key in managing remote staff and teams and feedback is one of the most important tools a Manager has to set individuals and teams up for success.
Managers should address Brown M&Ms and Likes and Wishes in a timely manner to ensure expectations are aligned and to maintain asynchronous communication.
People Partners can help provide coaching and feedback on how to approach performance issues.