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 Traditional Onboarding Is Dead — and What Comes Next

Let’s be honest. Most onboarding programs are just checklists. You get a welcome email. You meet some people. You watch videos you’ll never remember. You fill out forms. And then… you’re on your own.

This model is broken. It doesn’t create connection. It doesn’t build confidence. And it definitely doesn’t set people up for success. That’s why traditional onboarding is dead — and good riddance.

Now let’s talk about what actually works.

Onboarding is not a week. It’s a journey.

For years, companies treated onboarding as a one-time event. You’d have your “first day,” maybe a “first week,” and that was it. Done. But real life doesn’t work that way.

People don’t learn a job in five days. They don’t build relationships from one Zoom call. And they don’t feel safe, seen, or capable just because you gave them a welcome kit.

Modern onboarding understands that people need time. They need layers of information. They need context, support, and check-ins — not just tasks.

New hires need experience, not documents

Most onboarding is built around policies, procedures, and presentations. But people don’t remember slides. They remember feelings.

What makes someone stay isn’t how fast they got their laptop. It’s how quickly they felt included. How clearly they saw their role. How often someone said, “You’re doing great.”

In real life, onboarding should feel human. It should feel like mentorship, not orientation. Like someone’s walking with you, not just showing you the map.

One-size-fits-all doesn’t work anymore

Everyone learns differently. Everyone processes change at their own pace. Still, many companies give every new hire the same materials, same flow, same cold welcome.

But people aren’t templates. They’re individuals. Good onboarding adapts to the person — not the other way around. That might mean different timing, different tone, or different tools.

It also means making room for questions. For awkward starts. For real conversations, not just polished welcome speeches. Because connection isn’t built through structure. It’s built through presence.

What works now: slow, human, real

The best onboarding today doesn’t rush. It focuses on trust. It makes space for the messy middle — that strange time between being new and feeling part of the team.

This isn’t about “soft stuff.” It’s business-critical. When people feel lost or isolated at the start, they disconnect. But when they feel grounded, seen, and supported — they perform better, faster, longer.

So what replaces the old model? A mix of guided learning, mentorship, feedback loops, honest dialogue, and a company culture that actually shows up for its people. Not just in week one — but in month one, month three, and beyond.

Onboarding of a new employee

Why Traditional Onboarding Is Dead — and What Comes Next