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.

Mental Health Budget for Employees: Why It’s a Must-Have in 2025

We used to think mental health was personal. Something you manage on your own, after work, in private. But in 2025, that mindset is outdated. Work and well-being are connected. And if your company still doesn’t have a mental health budget, you’re not just behind — you’re risking real damage to your team and your culture.

Let’s talk about what’s changed, why mental health investments matter now more than ever, and how to make it work in real life.

Burnout Isn’t Buzz — It’s a Business Problem

You’ve heard the word burnout a thousand times. But this isn’t just a trendy term. It’s a serious, measurable issue. Burnout kills productivity, drains creativity, and drives good people out. And it doesn’t look like it used to. Now, it’s not always about working too many hours. It’s about lack of purpose, digital fatigue, emotional exhaustion, and feeling invisible.

Remote work, unstable global news, rising costs of living — they all add pressure. And let’s be real: therapy isn’t cheap. Neither is taking a day off if your job doesn’t support it. So unless your company steps up with real mental health support, people will stay silent, push through, and eventually leave.

That’s where a dedicated mental health budget comes in. It sends a clear message: “We care. And we’re not just saying it.” That kind of care creates loyalty. It creates culture. And most importantly, it keeps people human — not just productive.

What a Mental Health Budget Can Actually Cover

When we say “budget,” we don’t mean posters in the kitchen that say “It’s okay to not be okay.” We’re talking real support. Real resources that your people can use, when they need them.

This might be access to licensed therapists. It could be subscriptions to mindfulness apps or burnout coaching. Maybe it’s covered mental health days that don’t count as sick leave. Some companies offer stipends for retreats, movement classes, or even co-working spaces to reduce isolation.

The point is choice. One-size-fits-all solutions don’t work. Your team is made up of individuals with different needs. Some are dealing with anxiety. Some are overwhelmed parents. Some just need a quiet hour. A good mental health budget doesn’t solve everything, but it removes barriers — financial, emotional, or logistical — to getting help.

Investing in Mental Health Pays Off

Here’s the truth that finance teams need to hear: mental health spending isn’t a cost — it’s a smart investment. When people feel supported, they work better. They take fewer sick days. They collaborate more easily. And they stay longer.

Think about how much it costs to replace a burned-out team member. Think about the ripple effect when one person’s stress spills into the whole team. Now compare that to the cost of a few counseling sessions or well-being credits. It’s not even close.

Happy people do better work. And they make better leaders, too. A mental health budget isn’t just for individuals — it shapes the whole company’s energy. When leaders model rest, therapy, or setting boundaries, others feel permission to do the same. And that kind of culture? It’s priceless.

2025 Demands a New Standard of Care

The workplace isn’t going “back to normal.” 2025 is redefining what it means to work — and what it means to lead. You can’t expect 2015 results from a 2025 team. Today’s employees want more than free coffee and gym memberships. They want to feel safe, seen, and supported. And mental health is no longer optional — it’s expected.

In fact, many job seekers now ask about mental health support in interviews. If you’re not offering it, your competitors will. A budget for mental health is part of your employer brand. It shows that you understand people’s real lives, not just their LinkedIn profiles.

And it’s not just Gen Z driving this. Millennials are managing families and mortgages. Gen X is caregiving. Everyone’s dealing with something. Supporting mental health is not a trend. It’s the future of ethical leadership.

Start Small, But Start Now

You don’t need a six-figure wellness department to show you care. But you do need to start somewhere. Ask your team what would help. Make it anonymous. Listen. Then take one step.

Maybe it’s a $500 stipend per person. Maybe it’s a partnership with a mental health provider. Maybe it’s hiring a part-time well-being coach or offering optional group sessions. What matters most is consistency — and that it’s built into the budget, not just a “nice-to-have” if there’s money left over.

Once your team sees you’re serious, they’ll meet you halfway. And you’ll build something better than perks. You’ll build trust.

Onboarding of a new employee

Mental Health Budget for Employees: Why It’s a Must-Have in 2025