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.
How to Build Pay Strategies That Help Retain Talent
HRIn today’s fast-paced business world, companies need to make the most of their resources to achieve their goals. A big part of this is finding and keeping top performers, as these employees play a crucial role in the company’s success. By offering competitive pay and linking rewards to performance, companies can create an environment where employees know what’s expected of them and feel valued for their hard work.
Paying for Performance
Paying for performance means rewarding employees based on their achievements. This approach aligns employee behavior with the company’s goals and values. Once you identify your high performers—the ones who consistently deliver results and boost profitability—you need to develop strategies to retain them.
Here’s how to do it:
Retaining high performers can be expensive due to performance bonuses and payouts. Therefore, it’s crucial to ensure you’re rewarding the right outcomes—those that positively impact the company’s bottom line and help retain talent. Align rewards with company goals by tying incentives to key performance indicators (KPIs) that drive financial growth. Provide transparent criteria so employees understand how they’re being evaluated, ensuring a fair system for everyone.
Paying for Potential
One of the biggest mistakes employers make is setting unachievable targets for their top performers. This can demotivate employees and make them question the performance management system. To avoid this, consider paying for potential—compensating employees based on their future promise rather than just their current performance.
Here’s how to implement this strategy:
Paying for potential allows you to invest in employees who may not be performing at their peak now but have the capability to excel in the future. This ensures your company has a ready pool of talent to step up when needed.
Combining Strategies for Success
Using a mix of these pay strategies can help your organization meet both current and future goals. High-achieving employees drive financial growth, while promising talent stays engaged, aiming for future rewards. This combination leads to increased productivity, reduced turnover costs, and improved corporate performance.
By blending performance-based and potential-based pay strategies, your organization can:
Creating a balanced pay strategy that rewards both current performance and future potential ensures your company is well-positioned for long-term success.
Ready to transform your pay strategy? Start today by evaluating your current compensation plans and exploring ways to incorporate these expert tips for a more motivated and loyal workforce.
Enhancing Financial Support for Frontline Workers
HRIn recent years, the advent of on-demand pay has been a game-changer for hourly workers, giving them the freedom to access their earnings whenever they need them. This innovation has freed many from the clutches of predatory payday lenders and reduced the burden of late fees and overdraft charges. It’s a significant step forward in enhancing workers’ financial well-being. But while on-demand pay is a welcome advancement, it’s not the panacea for all financial challenges faced by frontline workers.
Frontline workers often struggle with financial stability due to the unpredictable nature of their income. Their paychecks can fluctuate based on the number of hours worked, which makes it hard to budget for regular expenses like rent, groceries, and car payments. Many frontline employees also lack access to traditional benefits, which means they often face additional financial stress from medical expenses and lack of health insurance. Coupled with previous financial missteps that might have left them wary of financial institutions, it’s clear that more comprehensive support is needed.
So, how can employers take financial support for their frontline workers to the next level? Here are four essential questions to consider:
Is Your Financial Wellness Program Truly Inclusive?
Financial wellness programs should be designed with inclusivity in mind. If your program’s requirements are buried in fine print or involve complicated procedures, it’s likely that many employees won’t engage. Aim to create solutions that are easy to understand and accessible to everyone, regardless of their financial background or experience.
What Does Participation Look Like?
High participation rates are a strong indicator that your financial wellness program resonates with employees. Ideally, you want to see at least 30% engagement. If your program falls short, it might be time to revisit how it’s communicated and whether it meets the actual needs of your workforce.
Are You Helping Employees Build Savings?
Saving can feel like an abstract concept, especially for those living paycheck to paycheck. Consider implementing programs that encourage goal setting and provide visual tools to track progress. Making saving a tangible and manageable goal can help employees develop better financial habits.
Do You Offer an Ownership Model?
Providing opportunities for employees to build value through ownership can have a dual benefit: it empowers them financially and strengthens their connection to the company. Whether through stock options, profit-sharing plans, or other incentives, an ownership model can enhance both individual financial security and overall business performance.
By addressing these questions, employers can create a more robust financial support system that goes beyond the basics of on-demand pay. Investing in comprehensive financial wellness programs not only benefits employees but also fosters a more engaged and productive workforce. Remember, when you invest in your employees’ financial health, you’re also investing in the health of your business.
Effective leaders align business with culture
LeadershipAt Mosaic Consulting Group, we understand that leadership is a long game, requiring resilience and adaptability. Leaders must become sustainability experts, nurturing the roots of their organizations to withstand any circumstance. The key to achieving this lies in fostering interconnectedness by focusing on the people who drive the business forward.
The idea that “People are the heart of your business” is timeless. However, the rapidly evolving world we operate in is transforming how we practice this belief. Many leaders are navigating through uncomfortable, unfamiliar times, often feeling like they’re changing more than they’re maintaining. Despite these challenges, prioritizing interconnectedness is not only possible but essential. It simply requires the right mindset.
Building a Connected Workplace
To create an interconnected, people-first culture, consider these five strategies:
Redefine Sustainability:
Recent HR research highlights that practices related to human sustainability lead to stronger business results. Factors such as diversity, equity, inclusion, skills development, worker health and well-being, social responsibility, and well-funded workforce initiatives are crucial. Determine what your organization—including your workforce—needs to simply exist today, then build towards a sustainable future.
Cultivate an Atmospheric Culture:
Organizational culture should be atmospheric, impacting all aspects of the workforce experience. It must include elements that keep employees engaged and productive, helping the organization thrive under any conditions. Key characteristics might include leadership, communication, collaboration, innovation, training, education, and teamwork. Remember, culture is more than just a set of values posted on your website; it’s fundamental and pervasive.
Ensure Everyone Thrives:
Each member of your workforce has unique goals, and building people-centric strategies helps address their needs, fostering continuous professional development and career management. This requires organizational understanding through data like culture gap analysis, work profiles, skills planning, and other methods. Leaders must support these solutions as part of their workforce strategy.
Marry the Macro and Micro:
Historically, culture has been viewed from a top-down perspective. However, preparing your workforce for the future requires examining what’s happening from the bottom up. For instance, identify highly innovative employees and place them in roles that leverage their skills. Integrating macro and micro perspectives enhances job fit and overall operations in the organization.
Adopt and Adapt to Technology:
Technology can enable human sustainability, often involving elements of AI or automation. Whether you’re an early adopter, fast follower, or laggard, the shift is inevitable. Your workforce and organization are gearing up for the future, and as business cases for people analytics and talent intelligence continue to emerge, it’s crucial to use technology to your advantage.
Leading in an Evolving World
Leading in today’s evolving world requires understanding your organizational culture and the people within it. While people may come and go, they are the backbone of productivity and, ultimately, profitability. Therefore, investing in your workforce and creating a connected, people-first culture lays the groundwork for long-term success.
At Mosaic Consulting Group, we are committed to helping organizations navigate these challenges, fostering sustainability, and building a thriving workplace culture. Contact us today to learn how we can support your leadership journey and drive your business forward.
Your Payroll Lifeline in Crisis
Managed PayrollLife is unpredictable, and not all surprises are pleasant. When unforeseen challenges arise, your employees’ paychecks shouldn’t be in jeopardy. That’s where our Emergency Payroll service steps in, acting as your dependable hero, ensuring seamless payment processes during critical times.
Why Emergency Payroll is Essential
In the fast-paced world of business, disruptions can happen at any moment. Be it a sudden crisis, a natural disaster, or any unexpected event, your employees still count on their salaries. Our specialized Emergency Payroll service offers stability and assurance when you need it most, providing peace of mind in unpredictable circumstances.
Our Tailored Solutions
Why Choose Mosaic
With Mosaic Consulting Group by your side, you’re never alone in navigating the rough seas of business disruptions. Our dedicated payroll experts, cutting-edge technology, and unwavering commitment to efficiency ensure your employees receive their paychecks, regardless of the challenges you face.
So, when the unexpected happens, don’t stress. Let Mosaic be your lifeline, enabling you to focus on overcoming hurdles while safeguarding the financial stability and trust of your invaluable workforce.
Are You Ready to Navigate the Waves of Emergency Payroll?
Dive into our services and ensure you’re prepared for any scenario.
Emergency Payroll: Ensuring Smooth Payments in Tough Times
When faced with unexpected circumstances, natural disasters, or urgent situations, accurate and timely payroll becomes a top priority. Our specialized service ensures that your organization can quickly process payroll even in the most challenging situations, guaranteeing your employees’ compensation without any disruptions.
With a team of dedicated payroll experts, state-of-the-art technology, and a commitment to efficiency, our Emergency Payroll Service offers the peace of mind you need, allowing you to focus on the challenges at hand while ensuring the financial security and trust of your workforce.
Our Emergency Payroll Packages
1. Expert Support
Perfect for clients with a payroll team needing extra help. Mosaic provides supervision and expert guidance to help your team handle payroll processing efficiently.
2. Comprehensive Payroll Management
Ideal for clients without a dedicated payroll team or with limited staff. You supply the necessary data, and Mosaic processes it, generating thorough reports for your review before finalizing payroll.
3. Direct Employee Payment
For clients without timekeeping systems, focused on ensuring employees are paid. We use previous period data to replicate payroll, with your approval of any changes before finalization.
Dependable Emergency Payroll Support
Mosaic Consulting Group is your partner in ensuring uninterrupted compensation.
PARTNER WITH US
Ready to keep your payroll running smoothly, even in the most turbulent times? Trust Mosaic Consulting Group to be your emergency payroll safety net. Contact us today to learn more about how we can help your business thrive!
Transforming HR Management
HRIn today’s competitive business environment, managing human resources efficiently and effectively is crucial for success. Mosaic Consulting Group is here to provide unparalleled HR outsourcing services, ensuring your business thrives by focusing on what truly matters. Whether you’re a startup or a multinational corporation, our comprehensive solutions are designed to meet your unique needs, offering a strategic approach to human resource management.
Understanding HR Outsourcing
HR outsourcing involves transferring HR tasks that were previously handled internally to external specialists. This strategy allows companies to access expert services, reduce costs, and focus on core operations. By leveraging Mosaic’s HR outsourcing services, businesses can streamline their HR processes, enhance employee management, and achieve their strategic goals.
Why Outsource HR?
Several factors drive the decision to outsource HR functions:
Types of HR Outsourcing
Mosaic Consulting Group offers various HR outsourcing models tailored to your business needs:
These models can be further customized to enhance efficiency and effectiveness, ensuring alignment with your company’s strategic goals.
Services Offered by Mosaic’s HR Outsourcing
Our HR outsourcing services cover a broad spectrum of HR functions:
Benefits of HR Outsourcing
Outsourcing HR with Mosaic Consulting Group offers numerous advantages:
Why Choose Mosaic Consulting Group?
At Mosaic, we understand that every business is unique. We offer personalized HR outsourcing solutions that integrate seamlessly with your operations. Our dedicated HR consultants work closely with your team to ensure a smooth transition and continuous support.
Ready to Simplify Your HR Administration?
Empower your HR strategy with Mosaic’s outsourcing solutions. Focus on what truly matters and leave the HR management to us. Partner with Mosaic Consulting Group and experience the best in HR outsourcing services.
Learn more about how we can help your business succeed!
Overcoming Workplace Resistance to AI
AI, HRThere’s something big happening in the world of work. While it isn’t new by any means, it has recently exploded into the limelight, shaking up how businesses operate and forcing leaders to rethink the very fabric of their organizational culture. If you guessed the answer is artificial intelligence, you’re right.
AI is undeniably changing how we work. But instead of being open to its possibilities, fear is the common sentiment pervading many organizations—fear of displacement, fear of the unknown, and, perhaps most significantly, fear of failure in the face of revolutionary change. Recent research shows that more than 75% of respondents are concerned that AI adoption will lead to a loss of jobs. So if people fear losing their jobs to AI, why would they embrace it?
Rather than giving in to this fear, I think there’s a better solution—one that starts in HR. If leaders in this field become the first to adopt AI in their organizations, they can lead the entire workforce through this era of transformation with confidence.
It’s About the Little Things
AI’s spotlight in the corporate world often illuminates the technology’s most groundbreaking and disruptive capabilities. It’s painted a picture where hyperproductive algorithms overshadow the human element of work. This grandiose view can understandably be intimidating, which is why many approach AI with hesitation. But we need to recognize that artificial intelligence’s strength is in augmenting human capabilities, streamlining processes, and enriching the workplace experience in subtle, yet profoundly impactful ways.
The real value of AI is its ability to handle tasks that, while necessary, can be mundane and time-consuming. At my organization, for example, AI is being used to enhance efficiency across the board. Corporate functions and frontline employees alike utilize automation for small tasks like email sorting and responses, thread summarization in communications, swift comparisons in datasets, and meticulous recording of meeting notes.
In HR, this technology could be used to automate administrative duties like writing emails, parsing résumés for key skills, or even answering common employee inquiries through intelligent chatbots. This shift would then allow you to spend more time on personal interactions, strategy, and nurturing a vibrant workplace culture—the core elements that truly make a difference in an organization’s success.
Overcoming Resistance Won’t Be Easy
Much like rolling out any new initiative, you’ll likely encounter some resistance to adopting AI. So your role in this transformation will be leading through education, transparency, and engagement. By demystifying AI and providing clear, accessible information on how it will be used and the benefits it brings, you can alleviate fears and build enthusiasm among employees. This might involve organizing workshops, training sessions, or demo days where employees can see AI in action and understand how it will support their work.
When people feel they have a say in the change, resistance begins to wane. Plus, it’s been shown that an employer’s transparency around AI matters. According to a 2023 UKG study, while “63% of employees say AI would increase job satisfaction and engagement,” more than half don’t know how their companies are actually using it.
I’ve seen the positive impact of transparency firsthand. In my company’s efforts to overcome resistance, we’ve incorporated showcasing AI’s capabilities live during all-hands meetings, particularly with the C-suite leading the demonstration. By employing AI tools in real time, our leaders get the opportunity to talk about the technology’s potential and visibly integrate it into their workflows. This helps break down barriers of skepticism and fear because employees watch how AI can augment their experience.
The next best thing you can do is lead by example. Demonstrating successful AI use cases within HR can inspire confidence and support across the organization. You might showcase how AI-driven analytics can improve operations, virtual assistants can provide resources, and machine learning algorithms can predict trends. When other departments see the tangible benefits you’ve seen—such as improved efficiency, better decision-making, and enhanced employee satisfaction—they’ll be more likely to embrace AI within their own teams.
The Promise of AI: A More Human Workplace
Employees must understand that, by taking over routine and repetitive tasks, AI will actually allow us to focus more on what makes us uniquely human: creativity, empathy, and strategic insight. As HR leaders, our role in this era of transformation is to do more than simply integrate AI into organizational processes. We need to ensure that this technological advancement serves to enhance the human experience at work.
AI offers the promise of a more inclusive, equitable, and engaging workplace. By leading the charge on integration, you can help realize this promise. This will turn potential disruptions into opportunities for growth, innovation, and deeper human connection.
This is the moment for shaping a future where technology and humanity coexist in harmony, each enhancing the other. The journey starts now, and HR is at the helm.