Latest News
Everything thats going on at Enfold is collected here
Hey there! We are Enfold and we make really beautiful and amazing stuff.
This can be used to describe what you do, how you do it, & who you do it for.
Ensuring Payroll Continuity in Unforeseen Times
Managed PayrollIn today’s fast-paced business environment, it’s crucial to be prepared for the unexpected. This includes having a plan in place to ensure that your payroll operations continue to run smoothly, even in the face of unforeseen challenges. That’s where Contingency Payroll from Mosaic comes into play. It serves as your safety net, providing seamless payroll support when you need it most. In this blog post, we’ll delve into the concept of Contingency Payroll and why your organization needs it.
Understanding Contingency Payroll
Contingency payroll is a specialized service designed to safeguard your payroll processes during times of crisis or disruption. At Mosaic, we offer tailored Contingency Payroll services exclusively for UKG Pro clients. This service steps in to assist your business in two primary scenarios:
Unforeseen events like natural disasters, sudden staffing changes, or other unplanned disruptions can wreak havoc on your payroll operations. Contingency Payroll provides a ready-to-deploy backup plan, ensuring that your employees are paid accurately and on time, even in the midst of chaos.
There are occasions when your payroll team requires temporary support. Whether it’s due to planned leaves of absence, mergers, acquisitions, or other transitional periods, our Contingency Payroll services offer short-term staff augmentation. This ensures that your payroll functions seamlessly during these transitions, maintaining accuracy and continuity.
How Contingency Payroll Works at Mosaic
At Mosaic, we take a proactive approach to Contingency Payroll, ensuring that your payroll processes are well-prepared for any potential disruption:
Our process begins with a deep understanding of your payroll operations. Our experts shadow your entire payroll workflow, from employee time approval to generating GL (General Ledger) files. This can be done on-site or virtually, depending on your preference. By gaining a comprehensive understanding of your processes, we are prepared to seamlessly take over when needed.
During the shadowing process, we identify opportunities to enhance your existing payroll processes. By integrating industry best practices and automation efficiencies, we ensure that your payroll functions optimally and accurately.
The outcome of payroll shadowing is a comprehensive Standard Operating Procedure (SOP) document that details your payroll process from start to finish. These SOPs serve as guides during routine shadowing sessions and emergency activations. They are continuously updated to reflect any process changes within your organization.
Why Opt for Contingency Payroll
Choosing Contingency Payroll from Mosaic offers several compelling benefits for your organization:
Rest easy knowing that your essential payroll functions are secured, no matter the circumstances. Our Contingency Payroll service acts as your safety net, ready to catch any unexpected disruptions and ensure that your employees are paid accurately and on time.
Our team of UKG Pro subject matter experts brings forth industry best practices and process improvements. These recommendations are seamlessly integrated into your payroll workflow, ensuring optimal efficiency and accuracy.
Managed payroll, including Contingency Payroll, offers enhanced security through segregation of duties. This reduces the risk of manual errors or manipulation, safeguarding your payroll data and finances.
Beyond Contingency Payroll, consider the benefits of fully managed payroll services. By outsourcing tactical duties such as payroll processing, your internal team gains the freedom to focus on strategic business endeavors that drive growth and innovation.
In conclusion, Contingency Payroll from Mosaic is your partner in ensuring payroll continuity, no matter what challenges come your way. By proactively preparing for unforeseen events and disruptions, you can maintain the trust and satisfaction of your employees while also optimizing your payroll processes for long-term success. With Contingency Payroll, you’ll have the peace of mind that your organization is well-prepared for whatever the future may hold.
Mastering the Art of Meaningful Feedback
HRFeedback is a powerful tool. It has the ability to elevate performance, motivate individuals, and drive positive change. However, providing effective feedback is not always straightforward. Without structure and clarity, feedback can lose its impact, leaving both the giver and the receiver uncertain about its value. In this blog post, we will explore the qualities of constructive feedback and delve into strategies for giving and receiving meaningful feedback.
The Qualities of Constructive Feedback
Constructive feedback is the cornerstone of employee engagement. It provides individuals with valuable insights into their performance, helping them understand how they align with their role expectations. To be effective, feedback should possess the following qualities:
Feedback that lacks these qualities can leave employees unsure of how to improve and may fail to communicate that their growth is a top priority for the organization.
Understanding Good and Bad Feedback
Effective feedback is built upon a solid structure. Let’s explore examples of both positive and negative feedback to illustrate the importance of structure.
Examples of Positive Feedback:
Bad feedback: “Great work!”
Why it doesn’t work: Nondescript praise like this fails to provide employees with specific information on how to replicate their success.
What to say instead: “Thanks so much for your hard work on our report launch last week. You did such a great job leading the data analysis and went the extra mile to support the entire team. We truly appreciate your leadership skills and teamwork on this project.”
Examples of Negative Feedback:
Bad feedback: “Your performance is lagging. You need to do better.”
Why it doesn’t work: Negative feedback without specifics can feel hurtful and does not offer a path for improvement.
What to say instead: “We’ve always appreciated your teamwork and positive attitude. However, we’ve noticed some challenges with time management lately. We’d like to understand if you’re facing any blockers and how we can help you address them more proactively in the future. Is there a better way we can support you?”
When and How to Give Employee Feedback
Structured feedback is most effective when integrated into an organization’s culture and processes. Here are some key moments for delivering feedback:
While structured processes set a rhythm for feedback, it’s crucial to avoid waiting for performance reviews. Providing timely feedback, as close to the event as possible, is more impactful as it allows for specific details and helps employees make progress continuously.
When to Ask for Feedback
Feedback should be a two-way conversation, and employees should feel empowered to seek feedback when needed. Opportunities to ask for feedback include:
To maximize feedback opportunities, it’s essential to be intentional and specific about what you’re seeking. Requesting feedback on a particular aspect of your work or performance helps provide actionable insights.
4 Feedback Strategies to Boost Employee Engagement
Feedback is not just a transaction—it’s built on a foundation of trust and transparency. Effective feedback cultures require leaders to set the right norms and processes, while also embodying vulnerability and empathy. When feedback is given and received thoughtfully, it becomes a powerful driver of individual and organizational growth.
Maximizing Your UKG Software Experience with Change Management Consulting
UKG, UKG ProImplementing new software, like UKG (Ultimate Kronos Group), can be a transformative step for your organization. It promises increased efficiency, streamlined processes, and enhanced productivity. However, the key to realizing the full potential of your UKG software lies in effective change management consulting.
In conclusion, change management consulting is a vital component of your UKG software implementation. It prepares your employees for the change, effectively communicates process modifications, mitigates risks, and ensures your organization reaps the full benefits of the new software. Don’t underestimate the importance of change management when embarking on your UKG software journey.
Enhancing Employee Growth: The Power of 360-Degree Feedback
HRIn today’s dynamic work environments, employee performance and development are no longer the sole responsibility of HR departments or managers. To foster a culture of continuous improvement, organizations are turning to 360-degree feedback. This comprehensive feedback system involves input from various sources, including managers, peers, colleagues, and even clients. In this blog post, we will delve into the concept of 360-degree feedback, its benefits, drawbacks, and offer practical tips for implementing this powerful tool in your organization.
What Is 360-Degree Feedback?
Traditionally, employees received feedback solely from their managers, which often led to bias and limited perspectives. 360-degree feedback seeks to address this issue by gathering feedback from multiple angles, including peers, colleagues, and clients. This process can be incorporated into formal performance reviews or integrated into ongoing feedback practices. The goal is to provide employees with well-rounded, constructive feedback that helps them enhance their communication, collaboration, and overall performance.
Who Is Involved in 360-Degree Feedback?
360-degree feedback involves input from various stakeholders within the organization:
Employees: They can participate in the process through self-evaluation, reflecting on their strengths and areas for improvement. Additionally, employees may provide upward feedback to their managers, contributing to leadership development.
Managers: Managers play a crucial role in the 360-degree feedback process. After employees complete their self-assessments, managers provide their feedback, focusing on strengths, areas for improvement, and goal achievements.
Peers: Peer feedback is invaluable, as colleagues often have a deeper understanding of an employee’s daily performance. They can provide actionable insights to improve communication, collaboration, and teamwork.
External Partners: In some cases, businesses choose to collect feedback from external stakeholders such as customers or vendors, especially for employees who work closely with them. This external perspective can help strengthen partnerships and enhance service quality.
Pros and Cons of 360-Degree Feedback
To determine whether 360-degree feedback is suitable for your organization, it’s essential to weigh its pros and cons.
The Pros of Using 360-Degree Feedback:
Improved Working Relationships: Granular feedback from peers and external partners can help employees become better teammates, enhancing collaboration and communication.
Identifying Development Needs: Multi-source feedback highlights common themes for employee growth, enabling the creation of personalized development plans.
Year-round Development: 360-degree feedback can be a year-round practice, providing real-time insights and a competitive edge.
Enhanced Employee Motivation: Continuous feedback satisfies employees’ desire for improvement, offering guidance to turn insights into actions.
The Cons of Collecting 360-Degree Feedback:
Negative Feedback Impact: Excessive negative feedback can demotivate employees, particularly when it comes from daily colleagues.
Time-Consuming Process: Formal 360-degree feedback can be time-consuming, from selecting feedback sources to creating action plans.
Reluctance to Share Honest Feedback: Some may hesitate to provide honest feedback, fearing it might damage relationships. Training on constructive feedback is essential to mitigate this issue.
Tips for Implementing 360-Degree Feedback
Here are four best practices to successfully implement 360-degree feedback in your organization:
Make it Easy: Utilize technology to streamline the feedback process, allowing participants to share their perspectives easily and regularly. Tools like Lattice Performance can help integrate feedback seamlessly into daily workflows.
Train Employees: Provide training on effective feedback delivery and reception, emphasizing the importance of specificity and action-oriented feedback.
Incorporate Feedback Regularly: Integrate feedback into team meetings or one-on-ones to make it a consistent part of your organizational culture.
Tie Feedback to Company Values: Encourage employees to connect their feedback to company values, reinforcing the significance of these values in daily operations.
360-degree feedback is a powerful tool for promoting employee growth and enhancing organizational performance. By collecting input from various sources, organizations can gain a holistic view of employee performance and foster a culture of continuous improvement. While there are challenges in implementing this system, the benefits far outweigh the drawbacks when done correctly. With the right approach and commitment to training and development, 360-degree feedback can become an integral part of your organization’s success.
Ensuring Employee Financial Stability During Critical Times with Emergency Payroll
Managed PayrollIn the fast-paced world of business, unexpected challenges can arise at any moment. From natural disasters to unforeseen emergencies, there are times when organizations need to focus on critical issues while ensuring that their employees continue to receive accurate and timely compensation. That’s where our Emergency Payroll service comes into play. In this blog post, we’ll explore how our specialized Emergency Payroll service can provide uninterrupted compensation during critical moments, allowing you to navigate challenges while maintaining the trust and financial stability of your workforce.
Emergency Payroll: A Reliable Solution
Ensuring Uninterrupted Compensation During Critical Moments
At Mosaic, we understand that paying your employees accurately and on time is non-negotiable, especially during times of crisis. Our Emergency Payroll service is designed to be your reliable solution when faced with unexpected circumstances that demand immediate attention. Whether it’s a natural disaster, a sudden crisis, or any situation that requires your full focus, our specialized service ensures that your organization can swiftly process payroll without disruptions.
The Benefits of Emergency Payroll
Our Emergency Payroll service offers several key benefits that can make a significant difference during critical times:
Dedicated Payroll Experts: We have a team of payroll experts who are well-versed in handling payroll under challenging circumstances. Their expertise ensures that your employees’ compensation remains a top priority.
Advanced Technology: We leverage advanced payroll technology to streamline the process, making it efficient and accurate even in the most challenging situations.
Peace of Mind: With our Emergency Payroll service, you can have peace of mind knowing that your employees will continue to receive their hard-earned pay without interruptions.
Emergency Payroll Packages
We understand that every organization’s needs are unique. That’s why we offer three distinct Emergency Payroll packages to cater to a range of requirements:
Guidance:
This package is tailored for clients who have an existing payroll team but may have reservations about executing payroll autonomously during critical times. In such cases, Mosaic steps in as a supervisor and advisor, offering comprehensive guidance to facilitate the client’s payroll processing efforts. This ensures that your team can handle payroll confidently, even in challenging situations.
Basic Payroll:
Designed for clients who lack a dedicated payroll team or operate with a streamlined staff, the Basic Payroll package is a lifeline during emergencies. Clients provide the necessary import files, which we process on their behalf. The processed data is then used to generate comprehensive reports for client verification before finalizing the payroll posting. This package ensures that payroll remains accurate and on time, even when resources are limited.
Just Pay People:
Some clients may not have access to timekeeping systems during critical moments but still prioritize the crucial task of employee compensation. In such cases, the Just Pay People package is the ideal solution. Our consultants use data from the previous period to replicate payroll for the current period. Client engagement is essential, as they are required to endorse any alterations and approve the final outcomes before finalization. This package streamlines the payroll process, allowing organizations to focus on their core responsibilities during emergencies.
The Heart of Your Company: Understanding Organizational Culture and Why It Matters
HREvery company has a story, a unique essence that defines its identity – this is what we commonly refer to as its organizational culture. However, having a well-crafted mission statement is just the beginning. It’s the daily actions, behaviors, and values upheld by everyone in the organization that truly shapes its culture. In this blog post, we’ll delve into the concept of organizational culture, its significance in today’s competitive job market, warning signs of a toxic culture, and how to build and evolve a strong and thriving culture within your organization.
Defining Organizational Culture
Organizational culture is the heartbeat of a company. It goes beyond the mission and values statement, encompassing how those values are lived and breathed every day at all levels of the organization. It’s about fostering an environment where employees feel motivated, appreciated, and aligned with the company’s core principles. Here are some essential elements that contribute to a thriving organizational culture:
Investing in Career Growth: Companies with strong cultures actively promote employee growth through robust learning and development programs and upskilling initiatives. This empowers employees to prepare for future success, fostering a culture of continuous learning and improvement.
Valuing Work-Life Balance and Providing Robust Benefits: A company’s approach to time away from work, whether it’s paid time off, flexible work hours, or comprehensive benefits, reflects its organizational values. A healthy culture respects employees’ well-being and encourages a work-life balance that contributes to their overall satisfaction.
Committing to Diversity: Inclusion and diversity are integral to a positive culture. Organizations that prioritize diversity and equity demonstrate their commitment to creating an inclusive workplace where every voice is valued and heard.
Warning Signs of a Toxic Culture
On the flip side, there are clear warning signs indicating that a company’s culture may be unhealthy or heading in the wrong direction:
Lack of Transparency: A culture that lacks transparency can breed mistrust and confusion among employees. When decisions are made behind closed doors without employee input or communication, it can erode the sense of community within the workplace.
High Turnover Rates: Consistently high turnover rates may indicate underlying issues within the culture. Employees may leave due to dissatisfaction, poor leadership, or a lack of growth opportunities.
Resistance to Change: A culture that resists change and stifles innovation can become stagnant and less adaptive in a rapidly evolving business landscape.
How to Build and Evolve a Strong Culture
Building and nurturing a strong organizational culture takes dedication and commitment. Here are three key steps to help you create and maintain a thriving culture:
Listen to Employees: Employees are the heart of your organization, and their voices matter. Encourage open communication and collect feedback through surveys, town hall meetings, and focus groups. Act on this feedback to demonstrate that you value their input.
Hire in Alignment with Company Values: Ensure that your hiring process aligns with your company’s core values. Seek candidates who not only have the skills for the job but also resonate with your organizational culture.
Be Open to Change: Embrace change and be adaptable. As your organization evolves, your culture may need to as well. The shift to remote or hybrid work models, for example, requires finding new ways to maintain and foster your culture regardless of physical location.
Why Organizational Culture Matters
Organizational culture is not just a buzzword; it’s a fundamental driver of success for any organization. A positive culture leads to happier and more resilient employees who are better equipped to navigate challenges and contribute to the company’s long-term success. When employees feel valued, motivated, and aligned with shared values, they are more likely to remain loyal to the organization, ultimately reducing turnover rates and attracting top talent.
In today’s competitive job market, job seekers are increasingly prioritizing strong, positive, and robust organizational cultures when choosing where to work. It’s no longer just about the job; it’s about the environment and the sense of belonging that comes with it. Organizations that invest in cultivating a thriving culture are not only more likely to retain their talent but also to thrive in the ever-evolving business landscape.
In conclusion, organizational culture is the beating heart of your company. It defines your identity, shapes your workforce, and drives your success. Investing in a strong and positive culture is not just an option; it’s a necessity in today’s business world. It’s the secret sauce that sets you apart, attracts top talent, and ensures your organization’s long-term prosperity.