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.

Why Corporate Culture Is More Than a Buzzword

In recent years, corporate culture has become one of the most overused business terms. You see it in job postings, hear it at conferences, and spot it on company walls. But too often, it is nothing more than a set of nice-sounding phrases with no real impact on daily work life. Real corporate culture is what employees experience every single day. It shows in how people communicate, make decisions, handle challenges, and interact with clients. When culture truly works, it strengthens the team and drives the business forward. When it is just words on paper, it delivers nothing.

From Slogans to Real Action

Many companies start with declarations: values, mission statements, inspiring banners in the office. But corporate culture is built not through posters but through actions. If leadership talks about teamwork but only rewards individual results, employees will quickly notice the gap.
Real action means transparent communication, honest feedback, respect for personal time, and fair working conditions. Culture becomes part of the strategy when it shapes hiring decisions, onboarding processes, training programs, and performance evaluations. Only then do values move from theory into everyday practice.

The Role of Leaders in Shaping Culture

No corporate culture exists on its own. Leaders and managers set the tone. Their behavior defines what is normal and what is not. If a leader can admit mistakes and remain open to dialogue, employees feel they can be honest and take initiative. If an authoritarian style dominates, even the best-written values will never take root.
It is essential for leaders not only to talk about culture but to live it through their actions. When a leader shows respect, responsibility, and a team-first mindset, these qualities spread naturally throughout the organization.

Turning Culture Into a Working System

True corporate culture is a tool that helps achieve business goals. To make it work, it must be embedded in all key processes. That means values should influence partner selection, goal setting, and performance measurement.
Regular team discussions keep culture alive and relevant. Employees should understand how their daily work reflects the company’s values. Internal communication is important, but so is the way the company interacts with the outside world. When clients feel the same atmosphere that employees do, culture becomes part of the brand.

The Advantages of a Strong Corporate Culture

Companies with strong cultures gain much more than just employee loyalty. It boosts motivation, speeds up onboarding, and reduces turnover. Such teams handle change better because people know their values align with the company’s.
A strong culture also helps during crises. When everyone operates under shared principles and trust is high, the company can react faster and maintain internal stability. Clients notice this too. For them, it is a signal that the business is run by people they can trust.

Onboarding of a new employee

Why Corporate Culture Is More Than a Buzzword