Onboarding - Stages and Questions to help you do this better - Every time.

“Our goal is to accelerate speed to impact — from day zero to value.”

“Design backward from impact, then execute forward.”

“Limit each stage to three critical actions — simplicity drives clarity.”

Mike Simmons explores onboarding as a structured journey that begins before day one and continues far beyond. He shares how to simplify onboarding by focusing on conversions, observations, and clear checkpoints. With relatable stories and tactical advice, Mike shows how to create trust, build clarity, and drive meaningful performance from the start.

🔑 5 Key Takeaways
1. Onboarding is a Journey, Not a Task

It begins before a new hire joins — during the excitement of the hiring process.

Poor onboarding can kill momentum fast — it must be intentional.

Every step should move the person closer to impact, not just information.

2. Design Backward from Impact

Start with the end in mind: what does success look like in the role?

Build stepping stones backward from impact to day one.

This approach keeps onboarding aligned with outcomes, not checklists.

3. Use the Rule of Three for Simplicity

Limit each phase to the three most important things they must learn or do.

Simplicity helps focus and reduces overwhelm during high-stress transitions.

Clear, small wins build momentum early.

4. Leverage Observation and Demonstration

Before people do, they need to see what good looks like.

Observation helps translate theory into practice.

Let learners see success in action, then be observed themselves to confirm readiness.

5. Create Trust Through Documentation and Feedback

Use tools like shared Google Docs to co-create checklists and notes.

Feedback loops create trust and identify gaps in communication.

Confirm what was said, heard, and remembered — clarity drives progress.