Onboarding of a new employee

Remember the relief of having someone to turn to on your first day on the job? Assigning a mentor or buddy can help new employees adapt easily. This person can help them ask questions, get support and learn about the company culture. A strong bond with a mentor can greatly reduce feelings of isolation. Assign an experienced employee to introduce the company and all processes; set a goal for them to befriend the new person. Competent onboarding is based on human friendships and then on responsibilities and control systems.

Be honest
Be honest with the employee about the stages of supervision and responsibilities. Tell them about the rules and about real situations. Be sure to tell him if you are going to monitor his calls or working hours.
Set the rules in advance

Imagine playing a game without knowing the rules. Frustrating, isn’t it? Remote employees need clarity on job expectations, performance metrics and communication norms. Schedule one-on-one or team meetings to discuss goals, responsibilities and career opportunities from the start.
Encourage integration into the team. Talk about traditions within the company.
Creating bonds remotely can be challenging. With employees scattered in different locations, how do you foster a sense of belonging? Encourage virtual team-building events, group projects, and casual conversations. Platforms like Slack and Zoom can be powerful tools for engagement beyond work tasks.
Supervise the employee regularly. Gentle supervision that is done systematically and from the very first day on the job saves a lot of time and monetary resources!
Ask for feedback.
It is also important to warn at once that there is no possibility to change EVERYTHING to the way a person wants it…. The fact that the manager is at least interested and tries to create a strategy of cooperation works here! Regular meetings-through video calls, weekly meetings, or feedback sessions-help employees feel supported and valued.

Managers should ask about concerns upfront and provide constructive feedback to ensure a smooth transition.

Effective remote onboarding isn’t just about sending a few emails and hoping for the best. It’s about creating an experience that makes employees feel empowered, connected and confident in their new role. So, what will you do to make your remote employees feel truly at home?
To keep them highly motivated and Truly engaged with your company and your brand! This is the task that you best think about before hiring…. And yes, in the internet environment, it is not easy, but it is possible! The fact that the manager is at least interested and tries to create a strategy of cooperation works here!
Contact us, and you will get your dream team.

Career growth is not a perk — it’s the deal

People don’t leave because someone offers them more money. Not always. They leave because they stop seeing a future with you. Growth isn’t a bonus. It’s a reason to stay.

Too often, companies sell career development as a buzzword. But when there’s no action behind it, the trust breaks. And rebuilding it takes much more than offering a free course on LinkedIn Learning.

Growth doesn’t mean promotion every year

Career growth isn’t just about titles. Not everyone wants to be a manager. Real growth is learning, responsibility, autonomy, and feeling that your work matters more than it did last year.

That might mean leading a new project. Trying a different role. Getting better tools or freedom to experiment. When people feel seen and supported — they stay.

Empty promises kill motivation faster than silence. If you say “we’ll grow you” and nothing happens, it’s worse than saying nothing at all.

Growth needs a map, not a mantra

“Growth” is too vague. Employees need something clearer. What does growth look like in your company? How long does it take? What does the path involve?

If you can’t answer that, don’t expect people to wait around and guess. Give them clarity. Not perfection — just a roadmap. Let them know what’s possible and what’s expected.

A strong growth culture is honest about limitations too. Not everyone can be promoted right now. But everyone can be challenged and supported.

Retention is built on action, not slogans

People won’t stay because your careers page says “we invest in people.” They’ll stay if they feel it, week by week. Through check-ins. Through feedback that leads to change. Through visible progress, not just praise.

If someone is doing the same thing for two years and you’re calling it growth — they know better. Don’t dress up stagnation as patience. It’s not the same.

Real growth is the best loyalty program

In a world where counter-offers come easy and recruiters are everywhere, growth is your anchor. Not perks. Not team-building. Not more pizza Fridays.

Give people a future they can believe in — or they’ll find one somewhere else. You don’t need grand speeches. You need consistency, honesty, and actual steps.

Onboarding of a new employee

Career growth is not a perk — it’s the deal