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.

The Employer Brand That Wins the Heart

Why Salary Alone Is Not Enough

In today’s job market, most companies offer similar salaries and benefit packages. Motivation at the “stomach” level — salary, office comfort, and perks — is balanced across many employers. Likewise, “brain”-level motivation, such as career development and learning opportunities, is no longer a unique advantage. These have become standard expectations.

This means companies can no longer rely on money or growth paths alone to attract and keep talent. The true competition starts elsewhere — on a deeper, emotional level.

The Power of Emotional Connection

The strongest employer brands are not those with the highest salaries. They are the ones that connect with people on the level of the heart. This is where loyalty, purpose, and identity are formed. Employees want to feel that their work matters. They stay where they are seen, heard, and valued.

Culture, trust, and inspiration cannot be copied as easily as compensation models. This is where real employer branding begins. People choose companies that give them meaning.

Communication That Builds Belonging

To win hearts, a company must communicate with authenticity. It’s not just about values on the wall or polished social media posts. It’s about daily actions. Leaders who listen. Managers who support. Teams that include.

When employees feel emotionally connected, they perform better and stay longer. They advocate for the company naturally. This emotional bond becomes the strongest advantage in a market where every other benefit can be matched.

Building a Brand from the Inside Out

An employer brand starts inside the company. Culture is the product of consistent behavior, not slogans. The more aligned a company’s words and actions are, the more trust it builds. This trust spreads — through word of mouth, social media, and every touchpoint.

Investing in employee experience is no longer a luxury. It’s a strategy. Emotional loyalty creates resilience and attracts top talent without overspending on perks or salaries.

Motivation at the stomach and brain levels is similar in most companies. Therefore, the strongest employer brand is the one that communicates most effectively at the level of the heart. In a world of equal pay and career paths, it’s the emotional connection that sets companies apart.

Onboarding of a new employee

The Employer Brand That Wins the Heart