# Forematter for managers

> For line managers: fewer interruptions, a My team view of progress and anyone behind, and clear limits on what managers can see.

Source: https://forematter.com/for-managers/
Updated: 2026-09-28

## The actual worry

Either they interrupt the whole team constantly, or they go quiet, struggle, and don't ask anyone anything. Both are bad, and both happen more than you'd think. Forematter sits in that gap: it answers what it can, and it sends you only what actually needs you.

## What it does, in practice

- **Ask, any time.** When your new starter wants to know where something is or how something works, they ask Forematter in plain English. It answers from the company's own approved documents and shows exactly where the answer came from. If it can't answer properly, it says so and routes the question to whoever owns that topic (or to you). No guessing. That bit matters.
- **The reply loop.** Whoever gets the routed question answers it, the answer goes straight back into the same conversation, and an admin can save it so the next person with the same question gets it instantly. So the second new starter has fewer questions to ask than the first did.
- **My team.** One screen: your direct reports, their onboarding progress, anyone falling behind, and any questions routed to you specifically. You're not digging for this. It's just there.
- **Meet the team.** Built-in introductions, so your new starter knows who owns what before they've had to ask around and feel awkward about it.
- **Paced onboarding.** Short modules built from your company's own documents, spread across the first weeks rather than dumped on day one. When someone completes or acknowledges something, the exact wording they saw is recorded, and it can't be edited after the fact.

## "But can I see what they're saying to it?"

Fair question, and probably the first one you'd ask.

Not by default. Conversations belong to the employee. They stay private unless the company deliberately switches on visibility, and even then only after the employee has been clearly told it's happening. Not sneaked in. Told.

Once that's on, you only see what they ask *after* that point, never the backlog. Every read is logged, and the employee can see who looked and when. If you stop managing that person, your access goes with the reporting line, immediately. Managers outside someone's reporting line never get access at all.

So it's not a surveillance tool wearing an onboarding costume. It's designed the other way round: you get the signal (who's behind, who needs you) without the noise (what they typed at half nine on a Tuesday trying to find the expenses form).

## "Is this just another thing I have to manage?"

Barely. You're not building the onboarding journeys yourself: they're generated from documents your company already has and published by an admin. You're not chasing progress updates either, because they're already waiting in My team. The whole point is to take work off your plate, not add to it.

## Where it's at

Forematter is aimed first at UK knowledge-work companies, the sort with plenty of internal process and not enough time to explain it all personally to every new hire. It's in development and not open to customers yet.