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Award-winning UKG consulting partner specializing in full-suite UKG implementation services, managed services, system integration, support, training, optimization, configuration, and customization.
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A Fresh Approach with Mosaic’s Client Side Support
UKGLaunching UKG Pro can feel like a massive undertaking, but with the right partner, it becomes an opportunity for growth, transformation, and efficiency. At Mosaic, we offer more than just support—we provide strategic expertise to ensure your launch not only meets your needs but positions your organization for long-term success.
Reimagining the UKG Pro Launch
UKG Pro is a powerful tool, but getting it off the ground requires careful planning and execution. At Mosaic, we don’t view this as a checklist of tasks; instead, we approach each launch as a strategic opportunity to unlock your company’s potential. By simplifying complex processes and removing roadblocks, we help your team focus on what matters—making decisions that shape the future of your organization.
A Partner, Not Just a Process
The journey to UKG Pro success doesn’t happen in isolation. With Mosaic, you have a partner who works with you at every turn, not only guiding the technical implementation but also serving as a sounding board for crucial decisions. We help you look beyond the immediate launch, considering future needs and long-term scalability.
Tailored Guidance for Unique Needs
We understand that no two organizations are alike, so your UKG Pro implementation shouldn’t follow a one-size-fits-all model. Mosaic invests the time to understand your specific challenges and opportunities, tailoring our approach to fit your exact situation. Whether you need help navigating the complexities of a large-scale deployment or require niche expertise for a specific challenge, our flexibility ensures that we deliver exactly what you need.
Beyond Implementation: Setting You Up for Success
A successful launch isn’t just about getting UKG Pro up and running—it’s about ensuring your entire team is ready to use it effectively. At Mosaic, we take an integrated approach, addressing not only the technical side of implementation but also the human side. We create training programs, communication strategies, and support structures to make sure that your organization is fully prepared to thrive in this new system.
A Clear Path Through Change
Change can be disruptive, but with the right strategy, it can also be transformative. Mosaic’s change management services ensure that every team member, from leadership to front-line employees, understands the benefits of the new system and is empowered to use it. We don’t just focus on the mechanics of change—we focus on helping people embrace it.
Expertise You Can Rely On
What sets Mosaic apart is our deep expertise with UKG Pro implementations. With years of hands-on experience, we’re equipped to anticipate challenges before they arise and provide solutions tailored to your organization. From strategic planning sessions to hands-on technical support, our team’s experience means we’re ready for any curveball.
Who Benefits from Mosaic’s Approach?
Our services are designed for organizations that want to move beyond basic implementation. Whether you’re launching UKG Pro for the first time or looking to revamp an existing system, we offer the expertise and strategic insight you need. If you’re navigating staffing changes, scaling your operations, or simply want to maximize your investment in UKG Pro, we’re here to help.
Looking Ahead to a Successful Launch
At Mosaic, we believe that a UKG Pro launch is more than just a milestone—it’s the beginning of a new era for your organization. With our support, you’re not just launching software; you’re laying the foundation for future growth, streamlined processes, and engaged employees.
Ready to take the next step? Let’s work together to ensure your UKG Pro launch is as seamless, strategic, and successful as possible.
Learn more!
Understanding the Change Curve: Insights from Dave Furst, VP of Managed Services
Mosaic Insiders NetworkChange is inevitable, and managing it effectively is crucial to ensuring a smooth transition for organizations and their employees. In a recent interview with John Carruthers on the Mosaic Insiders Network, Dave Furst, Vice President of Managed Services, shared his expertise on navigating change and the pre-stages of change management.
The Change Curve: Beyond Logistics
The change curve is often compared to the stages of grief. When change is introduced, employees go through a range of emotions, initially resisting or feeling uneasy about the shift. According to Dave, change management isn’t just about training materials or project steps—it’s about understanding the mindset of those experiencing change.
“We often bolt on training at the end of a project without considering the human aspect of change,” Dave explains. He highlights that organizations can see smoother transitions when they focus on how their employees are experiencing the change, instead of just the logistics. “I’ve seen both simple changes fail due to poor change management and complex changes succeed because we did it well.”
The Importance of Listening and Avoiding Assumptions
One critical aspect of effective change management is understanding the perspectives of employees. “We often make assumptions about how people will react to changes, but have we actually spent time listening?” Dave poses. He encourages leaders to first understand their employees’ viewpoints before moving forward with any change.
John Carruthers adds to this by emphasizing the dangers of assumptions, which can lead to poor communication and resistance. He asks Dave how leaders, especially HR leaders, can break down these barriers and engage in meaningful conversations with employees who may not even recognize the need for change.
Dave suggests, “Start by identifying your ‘change influencers’ or ‘change champions.’ These are individuals within the organization who can influence others and help spread positive perspectives on the change. It’s crucial to actively listen to these influencers and involve them early in the process.”
Creating Change Champions
In larger organizations, leaders may not have the capacity to listen to every employee. This is where the concept of “change champions” comes into play. Dave recommends starting with leaders from different departments and interviewing them to identify the influencers within their teams.
“Go beyond just sending out surveys. Speak directly to these influencers to understand what’s going well, what’s not, and how they do their work. When leaders take the time to listen, employees feel heard, and this builds trust,” Dave says. He shares an anecdote about a utility company that implemented a new system without listening to its employees, leading to chaos and frustration—both internally and externally. This could have been avoided by simply engaging with the workforce beforehand.
Patience and Perspective: Keys to Change
When asked about the one key factor organizations should focus on when starting a change process, Dave points to two essential components: perspective and patience.
“Understanding perspective is critical. You may have one view of the change, but the people you’re leading through it may have a completely different one,” he explains. Dave uses an insightful analogy to illustrate the importance of perspective: “Imagine two people looking at the same number from opposite sides—one sees a six, and the other sees a nine. Both are right, but they’re seeing things from different viewpoints.”
Patience also plays a significant role in guiding people through the change curve. “People move through the change curve at different paces, and as leaders, we need to be patient and empathetic, understanding that a change in perspective is what will ultimately lead to a successful change in process.”
Building a Relationship Through Change
One of Dave’s core messages is that change management is about relationships. Leaders must work to ensure employees feel heard and valued, which builds trust and reduces resistance to change. “Positivity spreads just as quickly as negativity,” Dave says, adding that when employees feel like their voices are being heard, they are more likely to buy into the change, even if they don’t necessarily agree with every aspect of it.
Conclusion: The Human Element of Change
Change management isn’t just about new systems or processes—it’s about guiding people through a shift in perspective. By actively listening, engaging influencers, and exercising patience, organizations can navigate the complexities of change more effectively.
As Dave sums it up, “It’s not about who’s right or wrong—it’s about understanding the other side, coming together, and moving forward in a way that benefits everyone.”
Who is HR for HR?
Mosaic Insiders NetworkI recently attended an event with HR leaders, and a central theme was: Who supports HR? For most, the answer was “no one.” While we may share bits with family, friends, or therapists, HR leaders largely face challenges alone.
Let’s be honest: you can’t go to your CEO and say you’re burnt out or feel like things are falling apart. We are expected to carry on, supporting our employees, HR teams, and leadership. We need to be there to help everyone else – but who is helping us?
In the last decade, HR’s role has shifted dramatically. Today, we are seen as trusted business partners and advisors. We have a seat at the executive table. Our voices are heard in the important conversations about company direction and strategy. And at the same time, we are also still a risk management function. A compliance function. Sometimes a payroll function. In fact – that’s predominantly the view of HR functions to this day: 63% of CEOs feel that HR is an administrative function.
The past five years, however, have pushed HR leaders further. The pandemic, economic fluctuations, and social movements have forced HR to evolve into a strategic partner in business resilience. Suddenly, HR is not only responsible for people management but also for being the voice of empathy in crises, ensuring employee well-being, and adapting to remote or hybrid work cultures.
With this transformation comes an immense emotional burden. HR leaders now absorb the stress of the entire organization, mediating between employees and management, often handling high-stakes situations like layoffs, conflict resolution, or mental health crises. And in many cases, HR leaders are also the sole decision-makers for critical areas such as employee relations and performance management strategies. It’s no wonder why 53% of HR leaders polled by Hogan feel burned out, and 44% say their stress has increased dramatically in the past year.
Given these challenges, it’s more crucial than ever for HR leaders to invest in ourselves and build support networks. Before we can help our teams, we need to put our own oxygen masks on first, establish healthy boundaries, and prioritize our health and wellbeing. Connecting with peers through events like Aspire, DisruptHR, or our Mosaic Insiders Network can provide a much-needed outlet and resource for shared experiences and solutions. Additionally, Mosaic offers an HR advisory service – a true “HR for HR.” With this service, you can retain a strategic HR consultant for ongoing support. Whether you need help brainstorming a benefits strategy, sharing best practices on performance reviews, or seeking guidance on elevating your HR team, we’re here for you. Think of us as a partner in every aspect of your HR journey, just a phone call away.
Building strong networks and leveraging resources like Mosaic’s HR advisory service isn’t just a luxury – it’s essential for staying effective and resilient. As we help others thrive, we should be just as committed to our own growth and well-being. You don’t have to do this alone.
Steering the Benefits Ship: How to Navigate Open Enrollment
Mosaic Insiders NetworkOpen enrollment can feel like a maze of benefits options that leave employees scratching their heads. When people are overwhelmed by choices, they tend to miss out on perks that could really enhance their lives. But here’s where you come in—business leaders have a golden opportunity to step up, cut through the confusion, and build a culture of well-being that boosts satisfaction, retention, and productivity.
Benefits Education: It Starts with You
Sure, HR traditionally runs the show on benefits education, but when leaders get involved, it sends a powerful message. You can make benefits like unlimited PTO and mental health support not just available, but actually used. By leading the way—literally showing that you prioritize well-being—you help create a workplace where everyone feels they belong and are supported.
How You Can Boost Benefits Utilization
If you want employees to take full advantage of their benefits, you’ve got to talk about them—and often. Your voice carries weight, so use it to highlight why signing up for benefits is so important. Sharing personal stories about how you’ve benefited from the company’s offerings makes it real for your team. Show them that the financial tools provided aren’t just numbers on a page—they’re practical resources for securing their futures. Additionally, by tracking and reporting on how employees are utilizing their benefits, you can better understand their needs and ensure that they’re taking full advantage of what’s available. Remind your team about PTO, mental health days, flexible schedules, and personal coaching to nurture a supportive and thriving workplace culture.
Keep the Conversation Going
Don’t let the benefits talk die after open enrollment. Regular check-ins throughout the year keep these resources top of mind, especially those lesser-known perks. By spotlighting benefits that tackle specific health concerns, you reinforce that you’re committed to their well-being all year round. Remind your team about PTO, mental health days, flexible schedules, and personal coaching to keep that culture of support thriving.
Walk the Talk
Leading is more than just giving instructions—it’s about showing the way. If you’re encouraging work-life balance, then you need to be the first to unplug during vacation. When execs truly disconnect, it sets the tone for everyone else to do the same. Join in on those workplace wellness challenges—it’s a fun way to promote health and build camaraderie at all levels.
Wrap-Up: Be the Change
HR might be the backbone of benefits education, but as a leader, you have the power to amplify those efforts. By actively engaging with benefits, sharing your experiences, and keeping the conversation alive, you can help your team navigate open enrollment like pros, fostering a culture that truly values employee well-being and success
Beyond Automation: How UKG Transforms the Employee Experience
HR, Strategy, UKGA highly engaged workforce is no longer a luxury—it’s a necessity. In an era where employee satisfaction directly impacts performance and business outcomes, companies are seeking innovative ways to enhance productivity and create a positive workplace culture. One of the leading solutions for achieving this is UKG, a robust tool that empowers organizations to streamline operations and boost employee engagement.
Let’s break down how UKG plays a critical role in shaping today’s workplace, driving productivity and satisfaction, and ultimately influencing organizational success.
A Shift Toward Efficiency: Simplifying Workforce Management
UKG revolutionizes workforce management by automating time-consuming tasks that typically bog down HR departments. Whether it’s tracking attendance, managing schedules, or processing leave requests, UKG simplifies these administrative duties. By automating repetitive tasks, companies can minimize human error, save time, and allow their teams to focus on more impactful, strategic work.
This efficiency extends beyond management—employees benefit too. With less focus on administrative bottlenecks, individuals can direct their energy toward achieving goals, fostering a higher level of engagement across the board.
Empowering Employees Through Autonomy
One of UKG’s standout features is its self-service portal, which grants employees control over various aspects of their work life. Employees can easily access their schedules, request time off, review their payroll information, and update personal details—all without HR intervention.
This level of autonomy gives employees a sense of ownership, leading to higher job satisfaction. When individuals feel empowered and trusted to manage their own administrative needs, they’re more likely to be invested in their work, increasing both engagement and productivity.
Seamless Communication for a Cohesive Team
The importance of communication in building engagement can’t be overstated. UKG strengthens organizational communication by offering real-time messaging, shift-swapping capabilities, and instant notifications. Employees stay connected with colleagues and management, facilitating smoother workflows and enhanced collaboration.
These seamless communication tools not only build stronger teams but also foster a culture of transparency and inclusivity, which is key to maintaining high engagement levels.
Continuous Development Through Performance Management
Regular feedback and clear performance goals are essential for any employee’s professional growth. UKG offers performance management tools that help managers set clear goals, track employee progress, and provide timely, constructive feedback. These conversations around growth are vital for employee motivation and retention.
By nurturing continuous development, UKG enables organizations to create a culture that values feedback, improvement, and recognition, contributing to a more engaged and productive workforce.
The Power of Data-Driven Insights
Organizations are increasingly turning to data to make informed decisions. UKG offers advanced analytics and reporting features, enabling businesses to collect data on key metrics such as employee performance, attendance trends, and engagement levels. These insights allow companies to identify gaps, forecast future needs, and implement targeted strategies for improving overall productivity.
By leveraging data, organizations can make smarter decisions that benefit both the company and its employees, ensuring long-term growth and satisfaction.
Conclusion: UKG as a Strategic Partner for Employee Success
UKG does more than automate processes; it transforms the employee experience by streamlining operations, fostering communication, and enabling growth. With tools that allow for autonomy, continuous development, and data-driven insights, UKG supports companies in cultivating a workplace where employees feel engaged, valued, and productive.
At Mosaic Consulting Group, we specialize in implementing UKG solutions tailored to your unique needs. Let’s work together to create a strategy that drives both employee satisfaction and organizational success. Ready to explore how UKG can elevate your workforce?
Contact us today!
Empowering HR Through Accountability: The Foundation for Long-Term Success
HRAccountability isn’t just a buzzword in HR. It’s the cornerstone of a well-functioning organization where talent processes are designed, implemented, and respected across all levels. Yet, all too often, HR leaders find themselves in challenging situations. The systems are in place, the best practices well-documented, but follow-through is sporadic, leading to underwhelming results and internal friction. Why? The answer often comes down to accountability—or the lack of it.
At Mosaic Consulting Group, we recognize this systemic gap and the critical role that HR plays in driving meaningful change. While accountability might seem like a leadership or team-specific issue, it is deeply embedded in the fabric of every department, starting with HR. Without it, the most sophisticated processes risk crumbling.
The Accountability Void: A Silent Culture Killer
Failure to uphold accountability within HR leads to more than just missed goals. It weakens leadership, demotivates employees, and fosters a culture where inconsistency becomes the norm. Ultimately, the organization suffers.
But HR doesn’t have to sit on the sidelines. Instead, HR leaders should become champions of accountability, working not only to build effective processes but ensuring that leaders and teams stick to them. When done right, the ripple effects reach every corner of the business—from boosting employee engagement to driving better talent decisions.
Breaking the Cycle: HR as a Change Agent
The real challenge? Getting people to stick to processes, even when it’s uncomfortable or unpopular. HR’s job goes beyond crafting efficient frameworks. It’s about fostering a mindset of adherence and setting the tone for the rest of the organization. But how can HR lead this charge?
1. Engage Executives from Day One
For accountability to thrive, it needs executive backing. Senior leaders must not only endorse HR processes but actively participate in their execution. By linking HR practices to business outcomes, HR can demonstrate that accountability isn’t an HR issue—it’s a business imperative.
2. Build a Culture of Ownership
Ownership starts with clear expectations. It’s essential to communicate what’s at stake when processes aren’t followed. This transparency ensures that every leader and team understands the direct correlation between their adherence to HR practices and the organization’s broader success.
3. Equip Leaders to Hold Their Teams Accountable
Empowering leaders with the right training and tools ensures they’re not just aware of the processes but are equipped to enforce them. HR should lead the charge in upskilling managers to recognize the importance of process discipline, making accountability a core leadership competency.
4. Measure and Act on Insights
It’s one thing to establish processes—it’s another to ensure they’re followed. Continuous monitoring is essential. By leveraging data to evaluate how closely teams adhere to HR processes, HR can intervene early, offering guidance or corrective actions where necessary. Success should be rewarded, and noncompliance must be addressed consistently.
When Accountability Hits a Wall: Moving Beyond Resistance
Sometimes, despite HR’s best efforts, executives may remain resistant to enforcing accountability. It can feel like pushing a boulder uphill, but there are ways to gain traction:
Leading Through Accountability
HR has the unique position of shaping the organizational culture from the inside out. The success of talent processes, leadership development, and even employee engagement starts with one crucial element—accountability. While it may be challenging to instill at times, the long-term benefits are undeniable.
At Mosaic Consulting Group, we partner with organizations ready to make accountability a priority. By ensuring that HR processes are not only developed but adhered to, we help businesses create sustainable success. Interested in how we can support your HR transformation?
Explore our HR Outsourcing Services today.