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.

How to Build a Feedback Culture in Your Team

Let’s be honest: feedback isn’t always easy. It can feel awkward, forced, or even scary. But without it, teams break. People leave. Work gets stuck. So how do you build a culture where feedback feels natural—and even welcome? You don’t need a magic formula. Just real steps, taken consistently. Let’s talk about how to make it happen.

Start by Being Real, Not Formal

Nobody wants to sit through a robotic feedback session. If it sounds like a script, it will feel fake. Start with honest conversations. Talk like a human. Ask real questions. “How did that feel?” works better than, “Do you have any constructive feedback for me today?”

The tone you set matters. When leaders are open, the team follows. If you admit your own mistakes, your team will be more likely to speak up about theirs.

Normalize It. Make Feedback Part of the Everyday

If feedback only shows up during performance reviews, it becomes a monster. Make it small, casual, and constant. A quick Slack message. A two-minute hallway chat. A simple “Hey, nice job on that presentation. One thing to tweak…”

When it’s part of your daily flow, feedback stops being a big deal. It becomes just another way to talk.

Focus on Growth, Not Blame

Feedback is not about pointing fingers. It’s about moving forward. Always tie feedback to growth. Not “You did this wrong,” but “Here’s what can help next time.”

If someone feels judged, they shut down. But if they feel supported, they’ll listen. Choose words that build, not bruise.

Create Safety Before You Expect Honesty

No one gives honest feedback in a room full of fear. Psychological safety is step one. People need to know they won’t be punished for speaking up.

That means: no yelling, no sarcasm, no eye-rolls when someone says something hard. If feedback leads to conflict, people stop giving it. If it leads to action, they give more.

Keep It Two-Way—Always

This is a conversation, not a lecture. Ask for feedback as much as you give it. If you’re a manager, model this first. Say, “What should I be doing better?” And really mean it.

When people see that feedback flows both ways, they relax. It becomes normal. It becomes culture.

You don’t need posters on the wall that say “Feedback is a gift.” You need trust, honesty, and a team that sees feedback as fuel. It’s not about being perfect—it’s about being real, together. That’s how real cultures are built.

Onboarding of a new employee

How to Build a Feedback Culture in Your Team