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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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Making Summer Work: How Smart Teams Stay Strong When the Office Empties Out
HRSunshine, PTO, and OOO notifications—it must be summer.
For most teams, the warmest months of the year bring a familiar challenge: how to keep things running smoothly while half the office is off the grid. It’s not just about plugging holes in the calendar. It’s about ensuring your team feels supported, work keeps moving, and burnout doesn’t spike for those left holding the fort.
At Mosaic Consulting Group, we don’t believe summer should feel like survival mode. With the right approach, vacation season can actually be a leadership advantage—an opportunity to build trust, test flexibility, and reinforce a culture that values both performance and well-being.
Here’s how we recommend making summer work—for everyone.
Start With Honesty, Not Policies
Before the spreadsheets and planning tools come out, have an honest conversation. Ask your team what matters to them this summer. Maybe it’s family time, solo travel, or simply an uninterrupted break. When leaders start the season by listening, employees are far more likely to collaborate and adjust around shared priorities.
Forget cookie-cutter rules. People-first planning starts with clarity and empathy.
Don’t Just Cover—Cross-Train
Instead of scrambling to cover absences, use summer as a moment to build resilience. Assign temporary roles, create buddy systems, and document key tasks before someone logs off. Cross-training isn’t just helpful—it’s culture-defining.
When coverage plans are intentional, people feel secure stepping away. That trust goes both ways.
Make the Calendar a Team Tool, Not a Secret
We’ve seen too many vacation plans derailed by miscommunication. Transparent planning is everything. Use a shared calendar that gives visibility into who’s off, when, and for how long. Encourage team members to coordinate with each other—not just leadership—when submitting time-off requests.
Bonus tip: Set a soft deadline for summer PTO submissions (think April or May) to make sure you’re not juggling major conflicts in late July.
Model the Behavior You Want to See
If leadership never takes time off—or worse, checks in constantly while they’re “off”—the message is loud and clear: rest isn’t safe. Executives who unplug fully send a much more powerful signal than any Slack status ever could.
Want your team to disconnect and return refreshed? Show them it’s possible. Better yet—show them it’s expected.
De-Prioritize Like a Pro
Not everything is urgent. And some things can absolutely wait until everyone’s back in the rhythm. Treat summer as a time to get sharp about what must get done and what can be deferred. Let your team know it’s okay to slow the pace strategically.
This doesn’t mean productivity plummets—it means effort is directed where it matters most.
Use Summer as a Stress Test—Then Evolve
If one person’s absence throws everything into chaos, that’s not a vacation problem—it’s a process problem. Summer is the perfect time to test your team’s structure, coverage plans, and clarity of responsibilities. Use it as feedback. What fell through the cracks? What worked seamlessly?
Refine your systems now so you’re stronger year-round.
Respect the Return
Too often, employees come back to a pile of unchecked tasks, a hundred pings, and the creeping sense that their time off created more stress than it relieved. Change that narrative. Reinforce a culture that protects time off not just during vacation—but after it.
Hold space for a soft re-entry. Don’t flood someone’s inbox their first hour back. Instead, check in, catch up, and let them re-engage with purpose.
Why It Matters
At Mosaic Consulting Group, we believe that how you handle vacation time says everything about your company culture. Do you support your people as humans—or treat PTO like an inconvenience? Smart summer planning isn’t just logistics—it’s leadership. And it pays off in engagement, retention, and performance.
Summer doesn’t have to be a balancing act. It can be a season of alignment, trust, and renewal.
Need Help Building a More Resilient Culture?
Our team at Mosaic specializes in turning people strategy into business results. Whether it’s vacation planning, cross-training programs, or long-term organizational design, we help leaders create systems that actually support their teams—and drive success.
Let’s make this summer your smoothest one yet.
Contact Mosaic Consulting Group to learn more.
The Silent Weight of Leadership: Why Executive Well-Being Can No Longer Be Ignored
HR, LeadershipLeadership is often synonymous with strength. The ability to chart a path through uncertainty, make high-stakes decisions, and shoulder the responsibility for an entire organization’s future—it’s what defines a great executive. But beneath the surface of this high-functioning exterior lies an emotional reality that’s rarely discussed and even more rarely supported.
At Mosaic Consulting Group, we work closely with decision-makers navigating some of the most pivotal moments in their careers. From major system implementations to enterprise-wide change initiatives, we’ve seen firsthand that even the most strategic minds face a kind of emotional strain that isn’t visible in boardroom recaps or stakeholder reports.
It’s time to stop assuming that high performance equals immunity to pressure. Leadership comes at a cost—and ignoring that cost is no longer an option.
When the Toughest Decisions Are Also the Loneliest
There’s a common misconception that executives thrive on pressure. That they’re somehow built differently, more capable of making cold, logical decisions without emotional interference. But the truth is far more human.
Behind every restructuring, reduction, or major shift is a person who has weighed the ripple effects. Real people, real lives, and real consequences are tied to strategic moves—and leaders know it. Often, they carry the full emotional weight of those decisions silently. Not because they’re unaffected, but because the expectation is that they should be.
Over time, this leads to an erosion of emotional well-being—one that looks like fatigue, but cuts much deeper.
The Hidden Symptoms of Leadership Fatigue
The pressure to maintain composure, inspire teams, and deliver results can create a unique kind of burnout. One that isn’t always easy to detect from the outside but is deeply felt by those experiencing it. Some common—but often overlooked—effects include:
Decision Paralysis
Even the most decisive leaders can begin to second-guess themselves after carrying the weight of emotionally charged decisions. The mental residue builds, making each new choice feel heavier than the last.
Detachment from Team and Culture
Executives who are emotionally depleted may become less engaged with their teams—not because they don’t care, but because they’re emotionally stretched thin. This can create a domino effect, where teams feel less seen, heard, and connected.
Emotional Isolation
Many leaders describe feeling alone at the top. Without spaces to process the emotional side of leadership, they withdraw, internalizing stress that often manifests as anxiety, sleeplessness, or even physical illness.
Loss of Vision and Creativity
When emotional capacity is maxed out, the ability to think long-term or imagine new possibilities shrinks. Leaders who once thrived on vision and bold thinking may find themselves stuck in reactive mode, just trying to keep up.
Why This Needs to Change—Now
The stakes of ignoring executive well-being are high. Organizations may lose some of their most talented leaders not because they’re ineffective, but because they’re unsupported. A 2022 Deloitte study found that 70% of senior leaders considered leaving their roles due to mental health concerns. Let that sink in.
In a landscape marked by volatility, transformation, and constant reinvention, sustainable leadership requires more than sharp strategy. It demands emotional resilience—and that resilience must be built and supported, not just expected.
Three Ways Organizations Can Support Executive Well-Being
1. Normalize Emotional Conversations in Leadership Spaces
Create environments where leaders can reflect, feel, and process without judgment. Leadership roundtables, coaching check-ins, or even off-the-record peer discussions can create much-needed relief and clarity.
Encouraging executives to keep a private decision journal—a space to document what went into major decisions and how they felt about them—can provide valuable insight and emotional closure.
2. Provide Access to Confidential Emotional Support
Therapists, executive coaches, or even internal well-being resources can be a lifeline. The key is privacy and trust. Leaders need space where they can process guilt, fear, and fatigue without it becoming a performance issue.
This isn’t about therapy replacing performance reviews—it’s about giving leaders the same support we’d give anyone navigating chronic pressure and emotional strain.
3. Build Honest Peer Networks
One of the most powerful tools for executive well-being is simple: connection. Hearing “I’ve been through that too” from another experienced leader can immediately reduce the sense of isolation and restore perspective. Whether internal or external, peer networks provide context, shared wisdom, and a reminder that no one leads alone.
It’s Not Weakness. It’s Capacity.
Emotional capacity is just as important as strategic acumen when it comes to effective leadership. At Mosaic Consulting Group, we believe that when you invest in the emotional well-being of your leaders, you protect your company’s future.
True leadership isn’t about pretending everything is under control—it’s about knowing when to ask for support, when to pause, and when to realign with your purpose.
When leaders feel seen and supported, they lead better. They build stronger teams, make clearer decisions, and drive cultures grounded in trust—not fear.
Let’s stop pretending emotional strain is a side effect of leadership. It’s part of the job. And it’s time we treated it that way.
Partner With Mosaic to Build Sustainable Leadership
Mosaic Consulting Group specializes in aligning people strategy with business growth. Our Culture & Leadership Services are designed to help organizations thrive through every transition—without burning out the leaders at the helm.
We help build executive development plans that support both performance and well-being. From succession planning to organizational design and leadership coaching, our work ensures your team leads with clarity, resilience, and empathy.
Let’s redefine what strong leadership looks like—together.
Contact Mosaic Consulting Group to start the conversation.
Building Better Foundations: How Mosaic Makes UKG Implementation Seamless
Implementation, UKGImplementing a full-suite HR system like UKG® is one of the most powerful moves a business can make—but let’s be honest, it’s also one of the most intimidating.
Between leadership expectations, evolving business processes, scattered data, and shifting team dynamics, it’s easy for even the most experienced organizations to feel overwhelmed before implementation even begins. That’s why at Mosaic Consulting Group, we don’t just focus on the software—we focus on building a foundation that lasts.
With more than 13 years of experience and a team of over 250 UKG-certified specialists, Mosaic has guided hundreds of organizations through successful implementations across every module of the UKG suite. And while no two clients are the same, we know one thing for sure: a smooth integration starts with clarity, strategy, and the right partner.
Start with Strategy—Not Software
Before any configuration happens, we sit down with our clients to align UKG capabilities with their business goals. What is your workforce struggling with today? Where do inefficiencies show up most often? How is your data currently structured—and how should it be?
Through hands-on workshops and strategic assessments, we help uncover your real needs, not just the ones that show up in RFPs. The goal isn’t just to “turn on” UKG. It’s to use it in a way that elevates your business and unlocks long-term value.
Implementation That Feels Like Collaboration
Once alignment is clear, the process becomes smoother, more intentional, and more collaborative. Our team doesn’t drop a pre-built solution onto your existing structure. We work side-by-side with you, configuring the UKG system to reflect your policies, your workflows, and your way of operating—while helping you rethink outdated processes along the way.
Data is treated with equal care. We guide your team through cleansing, standardization, and migration, ensuring that what goes into the system is not only accurate, but future-proof. Because great software is only as good as the data driving it.
Testing with Purpose
We believe testing should do more than just check boxes—it should build confidence. That’s why our process includes functional testing, user acceptance testing, and real-world simulations that invite feedback from the people who will be using the system every day. When they tell us what works—and what doesn’t—we refine, adjust, and optimize before launch. No surprises. No last-minute chaos.
Deployment Is Just the Beginning
A successful go-live isn’t a finish line—it’s a launchpad. What happens after deployment is just as critical as what came before it.
That’s why Mosaic stays engaged beyond launch day, providing live support, system tuning, and hands-on training to ensure your teams not only understand the platform but embrace it. Change management is woven into everything we do, helping employees at every level navigate the transition and adopt new systems with confidence.
Who We Serve Best
Mosaic’s implementation model is especially impactful for organizations:
New to UKG and unsure where to begin
Struggling with turnover and lost internal knowledge
Seeking to avoid a “lift and shift” of broken processes into a new system
Needing a fresh perspective after years of maintaining outdated workflows
If that sounds like your team, you’re not alone. And you’re exactly who we’re built to support.
The Mosaic Difference
There’s a reason our clients return to us not just for implementation, but for optimization, analytics, and long-term strategic support. They trust that we don’t offer off-the-shelf answers—we bring insight, expertise, and a commitment to helping them grow.
A successful UKG rollout isn’t about how fast you can go live. It’s about how well your system works six months later. One year later. Five years later. And it all starts with the foundation.
Let’s build it right.
Ready to make UKG work the way it was meant to?
Contact Mosaic Consulting Group to start a conversation about your roadmap.
Want Smarter Reports in UKG Pro? Start With One Simple Shift
BI ReportingAt Mosaic, we help clients navigate some of the most advanced reporting tools out there—but even the best tech needs the right technique. One of the easiest ways to take your reporting game from average to outstanding? Pages.
We know, we know—pages don’t sound that exciting. But if you’ve ever wished your BI reports were easier to follow, cleaner to present, or quicker to audit, you’ll want to pay attention.
Let’s break it down.
What If Your Report Could Think Like a User?
Ever opened a 20-tab spreadsheet and immediately wanted to cry? That’s how your team feels when they open a report that’s packed with raw data but lacks structure.
Now imagine opening a report that gives you:
A clear overview
Separate layouts for different audiences
Instant access to filtered views
Only the data you need, right when you need it
That’s the power of pages in UKG Pro BI reports.
One Report, Many Stories
Why create six different reports when you can create one—smartly structured with pages? Each page becomes a chapter of your story:
Page 1: Executive Summary
Page 2: Headcount by Region
Page 3: Payroll Exceptions
Page 4: Year-End Audits
Page 5: Prompt Selections (so viewers see what filters were applied)
This isn’t just easier on the eyes—it’s easier on your entire process.
Pages Make the Experience Click
Here’s what you unlock when you start using pages the right way:
🟣 Clarity – Pages separate sections so you’re never lost in a scroll.
🟣 Flexibility – Want to show the same data three ways? Use three layouts on three pages.
🟣 Speed – Only want to preview one page while building? Go for it. No need to run the full report every time.
🟣 Shareability – Enable tabs so your report feels like a modern app, not a giant printout.
Use Cases We Love
Clients are always surprised by how much more organized their reports feel with this simple shift. Here are a few real-world favorites:
Pre-Check Payroll Review – Run audit flags like zero net pays and unapproved hours on their own pages.
Post-Payroll Package – Bundle all relevant data into one easy-to-read report for leadership.
Employee Change Audits – Track new hires, terminations, or job changes—clearly separated.
Compliance Tracking – Keep your audit trail clean and well-documented, page by page.
Design Tips from Our Team
Want your report to feel professional? Do this:
✔ Add headers and footers through the top menu
✔ Use tables from your toolbox to format content
✔ Drop in text elements to guide the reader
✔ Display run date/time and applied prompts so nothing gets lost in translation
✔ Use layout calculations to show filtered results dynamically
Design isn’t about decoration—it’s about communication. And pages give your report a voice.
You Don’t Need More Reports. You Need Better Ones.
The truth is, pages aren’t a bonus feature—they’re a strategy. And when you start designing your BI reports with structure in mind, everything else gets easier: collaboration, auditing, even decision-making.
If you’re tired of overwhelming reports, it’s time to simplify—and elevate—your process.
Let Mosaic help you rethink the way you report.
Connect with our experts and discover how the right design makes all the difference: Contact us here
Remote Work Isn’t Broken — But the Way We Work Might Be
Company Culture, HRThere’s a lot of noise out there about remote work—some claim it’s the downfall of productivity, others call it the future of work. But here’s the truth: remote work isn’t the problem. The real issue is the outdated systems we’re still trying to operate within.
The question isn’t “should we be remote or in-person?” It’s: “Are we designing work in a way that actually works—for our people and our business?”
Let’s dive into what’s really going on—and what companies need to do now if they want to stay relevant, competitive, and human.
We Didn’t Lose Control—We Lost the Illusion of It
When the world shifted to remote work, it didn’t create new problems. It just made old ones impossible to ignore.
Without the physical structure of an office, many organizations realized they didn’t actually have clarity. Or alignment. Or a shared sense of purpose. They had proximity. That’s it.
People weren’t thriving just because they were in the same room. They were surviving in systems that relied on outdated rituals: endless meetings, managerial oversight, and the assumption that presence equals performance.
So when those rituals were removed, what was left?
Confusion. Miscommunication. Burnout. Attrition.
Remote Work Isn’t a Perk. It’s a Mirror.
Blaming remote work for low engagement or poor productivity is like blaming a mirror for what it reflects.
Here’s what we’ve seen working with organizations across industries: Remote work simply shines a spotlight on the parts of your culture and systems that need real attention. And that’s a good thing—if you’re willing to do something about it.
The companies that are winning right now aren’t the ones forcing employees back to their desks. They’re the ones rebuilding their internal architecture to fit the way people actually work today.
The Shift: From Managing Time to Designing Impact
The smartest organizations are shifting their mindset from managing hours to designing impact. And it starts with three essential moves:
1. Clarity Isn’t Optional Anymore
When people aren’t in the same room, vague expectations don’t cut it. They never did—but now, the consequences show up faster.
Teams need to know:
What matters most right now?
How will success be measured?
How does my work contribute to something bigger?
At Mosaic, we help businesses build performance cultures rooted in clarity. That means redefining roles, aligning objectives, and creating visibility across the org—so everyone knows where they stand and where they’re going.
2. Communication Must Be Intentional
The days of relying on hallway chats and last-minute syncs are over. Communication today has to be designed, not assumed.
That means:
Choosing the right channels for the right conversations
Setting norms around responsiveness and availability
Repeating key messages consistently until they land
We work with teams to build internal communication systems that support connection, not chaos—so your people stay informed, aligned, and engaged.
3. Tools Should Serve the Work, Not Distract from It
Adding more tools doesn’t mean better productivity. In fact, it often leads to more confusion, context-switching, and wasted time.
The real question isn’t “What’s the latest tool?”
It’s “Does this tool make work easier, clearer, or faster?”
We help organizations streamline their systems—especially within UKG® environments—so the tools enable flow, not friction.
So What’s the Missing Piece? Culture.
Not the posters-on-the-wall kind. Not the holiday-party kind. The kind that shapes how people behave when no one’s watching.
That’s where Mosaic’s Culture Consulting Services come in.
We work with companies to build cultures that drive performance, resilience, and growth—especially in today’s hybrid reality.
Here’s how we do it:
→ Aligning HR Strategy with Business Growth
We turn your HR function into a strategic growth engine—so it’s not just supporting your goals, it’s fueling them.
→ Developing Talent and Leadership
We help you build leaders who can navigate change, inspire teams, and grow with the business.
→ Optimizing Organizational Design and Change Management
We prepare your structure—and your people—for what’s next. Whether you’re scaling, merging, or pivoting, we help you get there smoothly.
→ Enhancing Employee Engagement and Experience
We dig into what truly motivates your people and design systems that support autonomy, connection, and meaning at work.
→ Leveraging HR Analytics
We translate workforce data into strategy—so you can make informed decisions that actually move the needle.
Learn more about our approach here: mosaic-cg.com/culture-consulting
The Future of Work Doesn’t Have an Address
Whether your people are at HQ, in their living rooms, or spread across time zones, one thing remains the same: what they need to do their best work hasn’t changed.
They need clarity.
They need trust.
They need a culture built for now.
At Mosaic, we help organizations rethink how work happens—so they can build teams that are connected, agile, and high-performing, no matter where they log in.
The future isn’t office-first or remote-first. It’s people-first. Let’s build toward that.
Ready to reshape the way your organization works? Contact Mosaic Consulting Group.
Why Great Employees and Great Leaders Think Alike
Company Culture, HRWhen we talk about great leadership, the conversation often sounds like it’s reserved for the C-suite. Leadership books, keynote speeches, LinkedIn thought pieces—they all tend to spotlight the one person at the top. But let’s be real: no organization thrives on leadership alone.
The best teams aren’t built on a few exceptional leaders. They’re built on a culture where leadership qualities are shared—by everyone.
At Mosaic Consulting Group, we spend a lot of time helping organizations build strong, aligned cultures. And one truth we’ve seen play out again and again? The qualities that make someone a great leader… also make them an incredible employee.
Let’s explore what that really means—and why it matters.
Can You Spot the Difference Between a Strong Leader and a Strong Employee?
Probably not.
Because here’s the catch: the most impactful traits—courage, clarity, empathy, accountability—aren’t tied to job titles. They’re habits, choices, and attitudes that anyone can embody.
Question: What do the best teams have in common?
Answer: A shared standard for how people show up—regardless of role.
Trait 1: They Run Toward the Hard Stuff
Whether it’s a system overhaul, a process bottleneck, or a difficult conversation, both strong leaders and engaged employees lean in. They don’t wait to be asked. They’re already asking: What’s the smartest way through this?
They speak up with ideas. They ask the tough questions. They challenge assumptions—not to be difficult, but to make things better.
They don’t fear the challenge. They become the challenge. And that energy? It spreads fast.
Trait 2: They Own Their Work (and Their Mistakes)
Everyone loves to take credit. But what about owning a misstep before someone else points it out? Saying, “That one’s on me,” without flinching?
Good leaders and good employees both do this. And more importantly, they learn out loud. They share what didn’t work and invite others into the lesson. That’s not just accountability—it’s leadership at every level.
Trait 3: They Care About More Than Themselves
The best cultures aren’t built on individual ambition—they’re powered by shared goals.
People who lead well—regardless of job title—understand the we. They know their success is tied to others. They don’t operate in silos. They’re connectors, collaborators, and constant communicators.
They check in. They check on. They make time. And they don’t just say, “Let me know how I can help”—they actually help.
Trait 4: They Stay Curious, Not Comfortable
When something’s working, it’s tempting to coast. But growth doesn’t come from comfort—it comes from creativity, experimentation, and yes, a little mess.
The teams that thrive are the ones that play. They test new ideas. They say “What if?” more than they say “We’ve always done it this way.” They let the process breathe.
And when it fails? They laugh, learn, and move on. Because curiosity is more valuable than control.
Trait 5: They Make the Work Feel Human
Here’s something we don’t talk about enough: people who enjoy what they do are contagious in the best way. They bring energy. They crack jokes. They lighten the mood when things get heavy.
They understand that culture isn’t just built in quarterly meetings or company retreats. It’s built in the day-to-day. In how people treat each other. In whether it feels good to be here.
That’s why emotional intelligence and good humor aren’t “nice to have” soft skills. They’re competitive advantages.
So What’s the Takeaway?
The traits we often associate with standout leadership—resilience, empathy, ownership, innovation—aren’t exclusive to leaders. They’re cultural values. And when those values are encouraged across your entire organization, magic happens.
Good leaders don’t just set the tone.
Good employees don’t just follow directions.
Together, they co-create something bigger than either group could do alone.
At Mosaic Consulting Group, we help organizations build cultures where leadership is a behavior, not a title. Through our Culture Consulting Services, we help define the values, expectations, and habits that allow your people—and your business—to thrive together.
Because when leadership lives everywhere, so does growth.
Ready to build a culture where leadership is a team sport?
Learn more about our Culture Consulting Services →