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In today’s corporate world, positive thinking is often promoted as a key element of productivity and success. Motivational slogans, constant smiles, and a relentless pursuit of optimism are at the heart of many company cultures. But what happens when positivity becomes a compulsion? When does “It’s all good” start to harm instead of help?

Toxic positivity is the phenomenon where negative emotions and realities are dismissed or ignored in order to maintain an artificially upbeat atmosphere. In the workplace, this can lead to the suppression of real issues, the silencing of constructive criticism, and reduced team effectiveness.

What does toxic positivity look like in the office?

It can manifest in various ways:

• The “Just be positive!” expectation – Encouraging employees to smile and avoid negative topics, no matter the situation.

• Ignoring stress and overwhelm – Expecting people to “stay motivated” even when they’re on the verge of burnout.

• Avoiding difficult conversations – Refusing to acknowledge problems like poor organization, lack of communication, or financial troubles.

• Overused motivational phrases – “Look on the bright side!” or “Everything will be fine!” are used in place of real solutions.

What are the negative effects?

• Dampening authenticity – If people feel pressured to pretend they’re happy, it can lead to alienation and a loss of motivation. A healthy team culture should make space for both positive and negative emotions.

• Decreased productivity – When employees can’t speak up about issues, problems accumulate and eventually grow into major crises.

• Higher risk of burnout – If people are constantly told not to complain and to “focus on the positive,” they may suppress their emotions, leading to stress and emotional exhaustion.

• Lack of innovation – Real progress comes from critical thinking and constructive feedback. When everything is always portrayed as “perfect,” there’s no drive to improve or innovate.

How can we create a healthier work environment?

• Encourage open communication – Leaders should foster a culture where employees feel safe sharing concerns without fear of repercussions.

• Balance positivity with realism – It’s important to stay optimistic while also acknowledging challenges. A phrase like “I know this is tough—how can we improve it?” is more helpful than “Don’t worry about it!”

• Support instead of forcing positivity – Instead of demanding constant smiles, managers can offer real help: flexible schedules, mental health resources, and respect for personal boundaries.

• Promote constructive criticism – Honest feedback drives growth. Rather than avoiding tough conversations, companies should encourage dialogue and transparency.

How can we distinguish healthy optimism from toxic positivity?

It's crucial to tell the difference between genuine optimism—which motivates and supports—and toxic positivity, which suppresses and silences.

Healthy Optimism: Acknowledges challenges and sees them as opportunities for growth.

Toxic Positivity: Ignores or downplays difficulties, insists that “everything is fine.”

Healthy Optimism: Encourages open discussion and constructive solutions.

Toxic Positivity: Rejects negative emotions, demands constant cheerfulness.

Healthy Optimism: Offers real support like resources and emotional awareness.

Toxic Positivity: Relies on cliches and empty slogans instead of taking action.

Positivity is important—but when it becomes a requirement, it can do more harm than good. The workplace should be a space where employees feel free to express both their achievements and their struggles. True motivation doesn’t come from forced smiles, but from a sense of support, understanding, and real opportunities for growth.

An effective onboarding process is key to the successful adaptation of a company's workforce.

Preparation before the first day

The process should begin even before a new employee steps foot in the office or joins the team remotely. Make sure your preparation includes:

• Clear communication - Send a welcome email with information about the first day of work, required documents, contact information and basic guidelines.

• Workplace preparation - If the employee will be working from an office, provide a desk, equipment and access to necessary software systems. When working remotely, sending equipment on time is key.

• Access to internal systems - Signing up for corporate platforms (email, internal portals, HR systems) before day one can eliminate administrative delays.

Day One: Create a positive first impression

The first day of work leaves a lasting impression and can influence an employee's long-term engagement. To make it successful, you can take care of the following:

• A warm welcome - Arrange a brief meeting with the line manager and introduce the new employee to the team.

• Create an agenda for the first day - Providing a structured schedule including an introduction to the company culture, key processes and first tasks will make the day much more orderly.

• Mentor - Engage a mentor or colleague to help the new employee with the adjustment in the first few weeks.

Week One: Structured Adaptation Process

After the first day onboarding should continue with a well-defined onboarding process:

• Training and Resources - Provide access to training materials, webinars and manuals related to job duties and company standards.

• Clear expectations - Arrange regular meetings with the manager to clarify goals for the first 30, 60 and 90 days.

• Effective Feedback - Encourage open communication and predispose the new employee to share their impressions and ask questions.

Month One: Build engagement and productivity

The first 30 days are critical to whether the employee will feel like part of the team. For faster integration, emphasize:

• Regular meetings with the manager - Discuss the new colleague's progress, show a genuine interest in the challenges they face.

• Social integration - Hiring a new employee is a perfect time to organize more informal meetings, team building or virtual events.

• Recognition of success - Appreciating the first results achieved boosts motivation. Despite the hectic daily routine, try to celebrate successes, even the smallest ones.

Evaluate and optimize the process

After the 90-day period, it is important to retrospect and optimize the onboarding process:

• Evaluate the new employee experience - Conduct a survey or interview for feedback on the onboarding process.

• Optimize the program - Analyze the information gathered and improve areas that can be improved.

• Long-term development - Motivating, developing and retaining employees is a long-term process. Even after you have integrated the new employee into the team, be sure to nurture their development. Now is the time to develop an individual training and professional development plan.

Effective onboarding is more than an administrative procedure - it's a strategic process that helps new employees feel valued and set up for success. A well-organized process reduces staff turnover, improves productivity and boosts engagement. Investing in a good onboarding experience pays off many times over by building motivated and effective teams.

Choosing a job is one of the most important decisions in our lives. When faced with several offers, it's easy to feel confused. To make an informed and successful choice, follow these five key steps:

1. Clearly define your priorities

The first step to making the right choice is figuring out what's important to you.

Ask yourself:

• What are your main goals and needs?

• Do you want a higher salary?

• Are you looking for a better work-life balance?

• Are you looking for advancement in a specific field?

Tip: Make a list of your priorities and evaluate each offer against them. This will help you rank the options and choose the one that best matches your goals.

2. Research the company culture

Good pay is important, but the work environment and employee treatment play a huge role in your satisfaction.

Here's what to analyze:

• Do the company's values align with yours?

• Team dynamic: Will you feel comfortable and accepted?

• Employee Attitude: What is their opinion of their employer?

How do you find out more? Research reviews online, ask questions during the interview, or reach out to current employees to get authentic insight.

3. Assess development opportunities

Consider not only the present, but also what you can achieve in the future. Your job should be a platform for growth, not a dead end.

Key Questions:

• Is training or career development offered?

• Are there prospects for promotion or moving into new roles?

• Will you encounter challenges that will help you grow?

4. Analyze salary and benefits

Salary is often the first thing we consider, but let's not forget the other benefits. Many companies offer benefits that can make a job more valuable:

• Extra perks

• Health insurance and retirement plans

• Flexible hours or telecommuting

• Number of vacation days and compensation for transport

Tip: Weigh all aspects carefully. Often a well-organized benefits package can make up for a lower base pay.

5. Trust your intuition

Even when everything looks great "on paper," don't ignore your inner voice. If something makes you hesitate or if you just feel like one of the offers is "yours," listen to that signal.

Tip: Consider the emotional side of the decision too, because job satisfaction is not only professional, but personal.

Choosing a job is a long-term investment in yourself. So look not just for the best offer, but one that will make you happy and satisfied in your career. Remember that every new opportunity is a step towards your personal and professional development.

With the end of the year comes the end of our beloved series. For the finale, we've brought you the answers of a girl who is equally good at working with young children and finding the right fit for each candidate. Her story is proof that when you want something, there is a way. Without telling any more, we leave you to enjoy the answers of Violina Dimitrova - recruitment assistant in our company.

Hi, Vili! We would like to learn more about you. Can you tell us how a day of yours goes?

My daily life is full of dynamics and many activities that follow a pre-structured schedule. I am a children's teacher by profession and actively practice this profession, while also fulfilling my duties as a recruiter at Trenkwalder. I am married and a mother of two children. I love cooking and painting. I do sports three times a week. So far I have successfully combined all my commitments and enjoy the opportunity to be useful to people through my work and efforts.

What is the biggest challenge you face in your work?

The challenge is finding committed, responsible and honest people.

Can you share a difficult situation you have encountered in recruitment and how you resolved it?

One of the most challenging situations I've encountered has to do with client feedback. I've had cases where there are candidates available and an expressed desire to work together, but no feedback from the client. In such cases, I do my best to make contact with the client using different channels of communication. I organise meetings to improve our work together and build a more effective collaboration.

What mistakes do candidates most often make during an interview?

Many candidates have demands on the respective company and expect a high salary that does not match their competencies.

What catches your attention first when looking at a candidate's CV?

The photo. 🙂

What don't you like to see in a resume?

I don't hate anything, but I don't like freestyle descriptions.

What is the most important thing that makes you believe in a candidate and give them a chance, even if they don't have the right experience?

The interest and desire to develop.

What three pieces of advice would you give your candidates to get through an interview successfully?

Don't be late for an interview.

Write down the important things.

Stay patient and positive.

What are the main criteria employers have been paying attention to in recent months?

Employers insist on prepared candidates ready to start right away.

What is the best interview attire? What clothes would you recommend to leave a good impression?

I always go for black - it's a safe choice that you can't go wrong with.

What is the difference between a good candidate and a suitable candidate for a position?

A good candidate is willing to compromise, while a suitable candidate is willing to make decisions.

What are the main reasons why companies miss out on good candidates?

They have too high requirements for the position.

They don't provide a motivating salary.

Don't provide security and stability.

Which field is currently most in demand and dynamic?

The IT sector is one of the most sought after and dynamic fields right now. The demand for professionals in this field continues to grow, with companies often struggling to find qualified staff to meet the high demands of the market.

Can a candidate with no experience be preferred to a candidate with more experience? If so, why?

Possibly, if the client is in a bind and needs to fill the position urgently.

What clothing is not advisable to wear to an interview?

I would never recommend the trendy ripped jeans. 😃

What behaviors should we avoid during an interview?

We shouldn't look at our watch and phone, it can make a bad impression.

Can you give an example of a good profession that we can start a career with, even without specific education?

A good profession can also be your hobby. Many artists successfully combine their creative talents with professional skills, proving that art and craft can be not only a passion, but also a successful career. Manicurists, hairdressers, decorators, crafters and other creative professionals often excel with a high level of expertise in their fields while continuing to inspire and enrich the community with their skills.

If a candidate has the opportunity to choose only one thing to improve, what would you advise them to choose?

Common culture plays a key role in personal development as it enriches the worldview and expands the capabilities of the individual. A person with a broad general culture often has a greater ability to acquire new skills, such as mastering a foreign language.

What place does LinkedIn have in today's career world? And what is its contribution to your work?

In recent years, LinkedIn has established itself as a platform that connects professionals with potential employers. I personally use it to distribute ads.

What proportion of the candidates you find come from LinkedIn?

So far, I have not been able to find candidates from LinkedIn as my search is for different types of positions.

What is the best platform to search for candidates right now and why?

Facebook is the best place because it is accessible to everyone and my positions are usually lower skilled.

Are candidate expectations getting higher?

Yes, candidates often place an emphasis on high pay and prefer hours that don't involve shift work. This reflects their desire for stability and financial security, as well as a better work-life balance.

Are salary or working conditions more important to candidates?

Both are important.

And to finish, of course, something from you..

Always set clear goals. Your goals will be your guide to finding the right job and career success. be persistent. The process of finding a job that matches your skills and desires requires perseverance and and belief in your own abilities.

Meet Gergana Todorova - recruitment assistant in our company. Geri is placed at one of our largest partners and faces the task of finding the most suitable candidates on a daily basis. As before, today we'll ask her questions you've heard countless times before, but with one goal in mind - to gather the answers of professionals in the field who have proven over the years that they know what they're talking about.

First of all, we can't resist starting with our favorite question, who is Geri?

My name is Gergana Todorova and I am 29 years old. I come from one of the most old towns in Bulgaria, namely Kyustendil. I graduated in law in Blagoevgrad, but today I work in the field of human resources here in Botevgrad.Yet, if I had to describe myself in a few words I would say that I am a loving mother of a 5 year old daughter and wife of a wonderful man. It is with them that I like to spend my free time.

Great, but how do your not so peaceful days go?

My day starts dynamically and necessarily with a cup of aromatic coffee. After I sort out the tasks for the day, I move on to reviewing emails and having conversations with active candidates and companies.

There are certainly challenges in these dynamic days, what is the biggest one you face?

In my job, the hardest thing for me is telling candidates that they are not approved for interviews and even harder is terminating a candidate that started.

And what is the most difficult situation you can face in recruitment?

It's almost impossible to get into a difficult situation because I'm very calm and I know there's nothing irreparable.

One of the most important steps, and usually the first one, in looking for a new job is creating a CV. What are the most common mistakes that are made in this step?

A poorly structured CV and an inappropriate photo. In my day-to-day life I almost always have to assist candidates to make a good CV.

And what do you definitely not like to see on a resume?

Let's put it this way: it's better to have no photo than to use an inappropriate one.

Okay, we handle the resume and get invited for an interview. And here we almost always ask ourselves one question, "Well, what should I wear?" Do you have any advice on that?

I'm rather thinking at the moment about what not to wear during an interview, namely "disco" clothes. We often make this mistake in our attempt to look elegant, but these two things are quite different from each other.

What is the main mistake candidates make most often in an interview?

Being late for an interview without calling - this is a sure sign of not being serious from the start.

What should you never do during an interview?

It's not a good idea to start the interview by asking "How much are you going to pay me?". Instead, it's better to show interest in the role, the duties and the team first, and leave the conversation about pay for an appropriate time.

What's the main thing employers have been holding onto for the last 6 months?

The main thing employers have been holding onto over the last 6 months is that candidates have previous experience in the role. This requirement often comes up in my conversations with them.

Yet is it possible that a candidate with no experience could be chosen over a candidate who has experience?

Rather not.

And what makes you believe in a candidate and give them a chance despite their lack of experience?

Motivation and the desire to develop. There are people who are aware that to succeed you will probably have to start from a lower position and prove yourself and improve over time.

If a candidate only has a choice of one thing to improve at, what would you advise them to choose?

I would advise him to focus on foreign language and reading books regularly.

Turning last to our candidates, I would ask what advice would you give them?

Whatever you do, do it willingly and find a job you love so you don't have to work.

Geri, thank you for those answers and advice. I truly believe they would be helpful to many people. I hope you don't mind if I ask you a few questions aimed at the other side, namely our partners?

Of course!

What is the best platform to search for candidates right now and why do you think so?

My candidates are mostly from Facebook as people find it very easy to find us there.

Are candidate expectations getting higher?

Definitely yes, especially for candidates with less experience.

Which is more important to candidates - the salary or the working conditions?

For candidates at the beginning salary is more important, and after starting they start thinking about working conditions.

And last... Why do companies miss out on good candidates?

Very often it happens that companies are slower to make their decisions and the market is so dynamic that candidates disappear in SECONDS.

And to finish.. something from you.

Do more things that make you truly happy!