What is it like to start a new job at MindKey?
Today, the world marks World Mental Health Day - an important reminder that mental health is not only about preventing stress, but about creating sustainable conditions for wellbeing, balance, and human growth.
We believe that mental wellbeing should not be a campaign topic for one day a year - but a focus woven into the way we work and collaborate every single day.
Amalie's background and startup at MindKey
Amalie came to MindKey with a strong background in premarketing and communications. When she started with us, she was particularly attracted by our innovative approach to HR solutions and the potential she saw in the company.
“I was drawn to the opportunity offered by MindKey to unite technology with marketing in a way that could really make a difference. I knew it would be a challenge, but also a chance to learn and grow.”
A careful onboarding process
An important part of Amalie's first time at MindKey has been our onboarding tool, which plays a key role in ensuring that new employees get off to a good start and involve colleagues in the integration process. The tool has been developed to support both technical and cultural integration, which has helped make Amalie's start with us smoother.
“The onboarding tool was a great help for me to find myself in the company in a natural way. It gave me a good understanding of what was expected and how best to start. The introduction process included both task specifications, contact persons and information for both employees internally and stakeholders externally. I therefore felt well equipped to begin and it was really reassuring to have a helping hand to guide me through the first few weeks.”
How has Amalie used the onboarding tool?
The onboarding tool allowed Amalie to learn at her own pace, ensuring that she had a good understanding of both the technical aspects of the work and the cultural values at MindKey.
“I could take the time I needed and that meant a lot to me. The tool helped me feel more confident in my role and I could always come back and learn more when I needed to”
The tool also helped create a sense of community where Amalie could quickly become part of the team and understand how we work together.
“It helped me learn more about the company's culture and vice versa, and figure out how to best collaborate. That gave me a good start.”
Looking to the future
As Amalie looks ahead, she is excited about the opportunities and challenges ahead. She is ready to continue her development at MindKey and looks forward to contributing even more to the team's success.
“I look forward to continuing the journey here at MindKey. There's still a lot to learn and I'm grateful to be part of a place where there's so much potential for growth. '
Final Thoughts
Amalie's first year at MindKey has been a time of learning, integration and development. Her experience shows how important a well-considered onboarding process can be to ensure new employees feel welcome and supported in their new role. We look forward to following Amalie's continued journey at MindKey and the positive contributions she will bring with her in the future.
Mere fra Mindkey
Er jeres jobstruktur klar til løngennemsigtighed?
Løngennemsigtighed er ikke kun et spørgsmål om rapporter og procenter. Det begynder med noget helt grundlæggende og det er jeres jobstruktur. Hvis jobtyper, ansvar og niveauer ikke er tydelige, bliver dokumentation hurtigt besværlig og samtalerne svære at forklare. Men når strukturen er på plads, bliver løngennemsigtighed langt mere håndterbar. Det giver bedre overblik, mere fair beslutninger og en nemmere dialog mellem HR, ledere og medarbejdere.
Hvad kan løngennemsigtighed egentlig give virksomheder?
Vi har talt med John Beckmann, CEO i Mindkey, om løngennemsigtighed og hvorfor han ser det som en mulighed for virksomheder og ikke endnu et administrativt krav. For John handler løngennemsigtighed i højere grad om at skabe klarhed, sammenhæng og retfærdighed i lønarbejdet end om at leve op til ny lovgivning.
Er administration ved at skubbe det strategiske i baggrunden?
HR vil gerne arbejde strategisk? Men alt for ofte går tiden med drift, rettelser og manuelle processer. Med nye krav til dokumentation og løngennemsigtighed bliver spørgsmålet endnu mere presserende. Har I sat jeres setup op, så det frigiver tid eller så det sluger den? I dette indlæg ser vi på, hvorfor tid er blevet den reelle flaskehals for vækst og hvordan struktur og automatisering kan give HR plads til at støtte ledelsen mere strategisk.