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 Talk About Money with Employees: Mistakes HR and Managers Still Make

Money Talk Is Not a Taboo — So Stop Acting Like It Is

Many companies still treat salary discussions like a secret ritual. HR avoids the topic. Managers feel awkward. And employees stay silent, even when they’re unhappy. That silence creates mistrust.

Talking about money shouldn’t feel like walking on eggshells. If you want trust, clarity, and motivation, you have to face the topic head-on. And it starts with breaking old habits.

“Let’s Not Talk About That Now” — The Evasion Trap

Postponing money talks is one of the biggest mistakes. Delaying a conversation doesn’t make the issue disappear — it builds frustration. Whether it’s about a raise, bonus, or salary offer, avoiding it sends the wrong message.

People don’t forget promises or vague answers. They just lose respect. If you’re not ready to talk, say it honestly. Set a time. Prepare. But never pretend the question isn’t valid.

Being Vague Kills Motivation

Another common issue: fuzzy explanations. Telling someone, “You’re doing well, but the budget is tight,” is not an answer. Vague reasoning feels like gaslighting. It makes people feel unseen, even if you mean well.

If you have a clear compensation framework, explain it. If you don’t, admit that too — and share how decisions are made. Honesty builds credibility. Corporate lingo doesn’t.

One Size Doesn’t Fit All

Some managers think everyone should be happy with the same deal. That’s not how people work. Employees value different things — some want more cash, others more flexibility. If you don’t ask what matters to them, you won’t know.

Also, never assume people won’t leave “just because the team is great.” People need to pay rent. Loyalty is not a reason to underpay someone. It’s a reason to pay them fairly.

Real Conversations Build Real Culture

Money will always be a sensitive topic — and that’s okay. But the way you talk about it defines your culture. Avoiding the hard talk doesn’t make you kind. It makes you unclear.

If you want your people to be open, start by being open yourself. Share how compensation decisions work. Be clear when there’s no room for a raise — and be brave enough to explain why.

People don’t always need a “yes.” They need a real answer.

Onboarding of a new employee

How to Talk About Money with Employees: Mistakes HR and Managers Still Make