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.

HR Empathy: Superpower or Hidden Tool for Manipulation?

In the world of Human Resources, empathy is praised as one of the most valuable skills. A good HR professional listens, understands, and supports employees. But what if empathy is not always pure kindness? What if it can also be used to influence decisions, guide behavior, and control outcomes? The truth is that empathy in HR is powerful. And like any power, it can be used for good or for manipulation.

The Bright Side of HR Empathy

At its best, HR empathy builds trust. Employees feel heard and respected. This creates stronger engagement, lower turnover, and a healthier workplace. When HR truly understands an employee’s struggles, they can provide better solutions. Whether it’s resolving conflicts, supporting career growth, or improving mental health resources, empathy creates real change. In these cases, empathy is a superpower that drives loyalty and productivity.

When Empathy Becomes a Strategy

Not all empathy is emotional. Sometimes it’s calculated. A skilled HR professional can use empathy as a tool to get people to open up. This can be helpful for understanding workplace problems. But it can also be used to guide someone toward a decision the company prefers. For example, empathy can make difficult conversations—like performance reviews or restructuring—feel softer while still achieving a specific outcome. This is where the line between support and influence begins to blur.

The Fine Line Between Care and Control

Real empathy focuses on the other person’s needs. Manipulative empathy focuses on the company’s goals first. It uses understanding as a way to shape reactions and decisions. Employees may feel cared for, but the end result still serves business interests. This doesn’t always mean bad intentions. Often, HR has to balance employee well-being with organizational needs. But ignoring the power dynamics behind empathy can lead to trust issues if people sense they’re being guided more than supported.

Building Ethical Empathy in HR

The challenge for HR is to stay aware of how empathy is used. Transparency builds credibility. When employees understand that HR represents both people and the business, they are less likely to see empathy as fake. True ethical empathy means listening without hidden agendas and making decisions openly. This way, empathy remains a force for connection rather than a subtle lever of control.

Onboarding of a new employee

HR Empathy: Superpower or Hidden Tool for Manipulation?