Onboarding of a new employee

A woman is working on a computer remotely.

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 Longer an Employee Stays, the Less Motivated They Become

Laptop on the seaside .Metaphor of “an easy solution and a guide to selecting employees”

The Longer an Employee Stays, the Less Motivated They Become: A Closer Look at Employee Engagement

It’s a common belief in many organizations that the longer an employee stays, the more experienced and valuable they become. However, there is a growing recognition that prolonged tenure may lead to decreased motivation and engagement. Why does this happen, and how can employers counteract it to maintain a motivated and productive workforce?

When employees first join a company, they are often highly motivated and eager to prove themselves. They are excited about new challenges and the opportunity to grow within the organization. As they gain more experience and reach their initial goals, the novelty of the job begins to wear off. Without proper recognition and the continued opportunity for growth, employees can become complacent and lose the drive that initially propelled them forward. Over time, their work might feel repetitive, and they may begin to question whether they are making progress or still adding value.

One major factor that contributes to the decline in motivation is the lack of new challenges. When employees have mastered their roles, they may feel like they’ve reached a plateau. If the company doesn’t provide new responsibilities, learning opportunities, or career advancement paths, employees may feel stagnant. Without these growth opportunities, motivation naturally diminishes. As a result, they might begin to disengage, which affects their productivity and enthusiasm for the work.

Recognition and feedback also play a significant role in long-term motivation

Recognition and feedback also play a significant role in long-term motivation. In the early stages of employment, employees often receive frequent feedback, whether positive or constructive. However, as time passes, this feedback may become less frequent. The lack of acknowledgment for their achievements and the absence of constructive criticism can make employees feel overlooked and undervalued. A lack of feedback or recognition can severely impact their motivation, as they no longer feel that their contributions are being noticed or celebrated.

Another contributing factor to declining motivation is the feeling of being “stuck” in a role. When employees are in the same position for years without any clear career advancement or development, they may feel like their potential is being wasted. This sense of stagnation can lead to dissatisfaction, as employees start to feel that their work is not leading them toward a fulfilling future. In some cases, this dissatisfaction may prompt them to look for opportunities elsewhere.

Employers need to recognize that long tenure doesn’t automatically equate to high engagement. To combat this decline in motivation, organizations must prioritize ongoing career development, regular feedback, and the opportunity for employees to take on new challenges. Leadership should make an effort to offer new responsibilities, training, and projects to keep long-term employees engaged. Establishing a culture of recognition, where accomplishments are celebrated, and contributions are acknowledged, can help employees feel valued

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