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.

Work Without Bosses: Utopia or New Trend?

The Rise of Flat Teams

More teams are ditching traditional management. No bosses, no titles, no strict hierarchy. Instead — shared leadership, open decision-making, and trust-based culture. Sounds radical. But it’s already happening in startups, creative agencies, and even big corporations testing new models.

The idea? People work better when they own what they do. No need to wait for approval. No middleman. Just clarity, autonomy, and action.

Why It Feels Right (and Scary)

Most people hate being micromanaged. They want freedom — but also direction. Working without a boss gives space, but it also demands maturity. You make decisions, take responsibility, and navigate conflict without someone telling you what to do.

For some, that’s empowering. For others, it’s confusing. It’s not about chaos. It’s about switching from “command and control” to “trust and self-leadership.”

So, Who Does What?

Without managers, roles still matter — maybe even more. Clear agreements, goals, and shared priorities keep the team focused. Instead of “boss tells, team does,” you get collective accountability.

Some companies use models like Holacracy or agile squads. Others just create their own thing. The point is simple: no more bottlenecks, no more permission culture. Just people stepping up.

When It Works — and When It Doesn’t

Let’s be honest. This doesn’t work everywhere. It works when the team has high trust and shared values. It fails when there’s ego, silence, or unclear expectations.

No bosses doesn’t mean no leadership. It means leadership is distributed. Sometimes quietly. Sometimes by whoever’s best for the moment. It takes emotional maturity — not job titles.

The Future Is Hybrid

We don’t need to choose between chaos and control. The future of work is hybrid. Some teams thrive without formal bosses. Others still need structure. What matters most is clarity, feedback, and shared ownership.

Work without bosses isn’t a fantasy. It’s a choice — and a challenge. For some, it’s the future. For others, it’s already here.

Onboarding of a new employee

Work Without Bosses: Utopia or New Trend?