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The Problem

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When I joined Mimi Paul Collective, new team members were coming in with no real clarity. There was technically an onboarding process, but it did not answer the questions that actually mattered. Who do I report to? Which tool do I use for what? How do we communicate? Where do I find things? The confusion was real enough that it contributed to a new hire resigning in their first few weeks.

I was experiencing the same confusion myself. So instead of just pushing through, I started documenting every question I had and every answer I figured out, and I used that to build something better.

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What I Did

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I designed a full week onboarding experience in ClickUp that walked every new team member through everything they needed to know, step by step, day by day.

The onboarding covered:

• Tools — what each one is for and how to use it
• People — who does what, who to go to for what
• Communication norms — how we speak, when we respond, what channels we use
• The why — the mission, the culture, the standards we hold ourselves to
• A practical session at the end where new hires could demonstrate their understanding
• End of day check-ins in the first week so nothing slipped through unnoticed

I brought this to the founder as a suggestion, walked her through the structure, and we implemented it together.

ClickUp housed our SOP documents to read through, it also housed most of our structure on how we operated, so we had a walkthrough per day based on the deliverbales for that day, had our check ins to understand and even assigned a task to see how they handled it.

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The Result

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New team members came in feeling calm, clear, and ready to work. They knew what was expected, how things worked, and why it mattered, from day one. The team stopped spending time re-explaining basics to every new person. What had been confusing and inconsistent became a clean, repeatable system that worked every time.