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.
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
From Hire to Retire: Streamline Every HR Process with UKG and Mosaic
HR, OptimizationNavigating the employee lifecycle can be a complex journey, but the right tools can transform it into a seamless process. From welcoming new hires to ensuring a smooth exit, every touchpoint matters in shaping an employee’s experience. For organizations aiming to streamline this journey, UKG provides a powerful suite of solutions designed to support every stage of the employee lifecycle. Let’s dive into how UKG simplifies each phase and why Mosaic Consulting Group can help maximize its potential for your business.
Onboarding: Building Momentum from Day One
Onboarding is the first major step for any new hire, setting the tone for their future within the company. UKG’s onboarding tools are designed to make this process intuitive and engaging. By automating documentation collection, compliance tasks, and personalized introductions, the software ensures a smooth transition for both HR teams and new employees. Customized workflows make sure no step is missed, and training resources are easily accessible, allowing new hires to hit the ground running. With UKG, onboarding becomes more than just paperwork—it becomes the foundation for long-term employee success.
Driving Performance: Continuous Growth Through Feedback
Once employees are integrated, continuous development becomes key. UKG’s performance management tools empower businesses to cultivate a culture of growth by offering a structured way to set goals, track progress, and provide timely feedback. Managers can monitor employee achievements and identify areas that need improvement through real-time analytics, ensuring that development plans are both targeted and effective. By streamlining performance evaluations, UKG helps create an environment where employees are supported in their professional growth, boosting engagement and productivity.
Workforce Management: Streamlined Operations for Maximum Output
Efficient workforce management is critical for any organization. UKG’s workforce management capabilities simplify the complexities of scheduling, time tracking, and attendance monitoring. The platform offers intuitive shift scheduling, time-off management, and compliance with labor laws, ensuring that businesses not only optimize productivity but also keep labor costs in check. This level of organization eliminates manual errors and gives both managers and employees clear visibility into scheduling, boosting overall efficiency.
Talent Acquisition: Attracting the Right Fit with Ease
The search for top talent never stops. UKG makes talent acquisition a breeze with its integrated applicant tracking, resume screening, and interview management features. HR teams can easily post jobs, track candidate progress, and collaborate with hiring managers all in one place. By automating much of the administrative work and providing insightful data, UKG enables businesses to find and hire the best candidates faster, saving both time and resources.
Offboarding: Leaving on a Positive Note
Offboarding is more than just a formality; it’s an opportunity to maintain a positive relationship with departing employees. UKG’s offboarding tools centralize the process, ensuring that all exit interviews, paperwork, and system access revocations are handled smoothly. It also facilitates knowledge transfer, helping businesses retain valuable information even after an employee has moved on. A streamlined offboarding process not only ensures compliance but also leaves a lasting, positive impression on former employees.
Why Mosaic? Unleashing the Full Potential of UKG
While UKG offers a robust suite of tools to manage every aspect of the employee lifecycle, tapping into its full potential requires a deep understanding of the system. That’s where Mosaic Consulting Group comes in. We specialize in optimizing UKG’s features to ensure that your HR functions run as smoothly and efficiently as possible. Whether you need help customizing workflows, configuring data analytics, or simply ensuring compliance, Mosaic’s team of experts is here to guide you every step of the way.
Managing the employee lifecycle is essential for fostering engagement, productivity, and long-term success. With UKG and Mosaic Consulting Group, you can transform your HR operations into a streamlined, efficient, and people-centric system.
Ready to get started? Reach out to us today and see how we can support your organization’s growth through better workforce management.
Transform Your UKG System into a Powerhouse of Productivity
Strategy, UKGTake the Stress Out of Payroll with Mosaic
Managed PayrollRunning payroll shouldn’t feel like a constant uphill battle. Yet, for many companies, managing payroll takes up valuable time, energy, and resources, not to mention the risks that come with compliance and accuracy issues. That’s where Mosaic Consulting Group comes in. Our Managed Payroll Services (MPS) are designed to relieve your team of the burden, while helping your company operate more efficiently and securely.
Why Choose Mosaic’s Managed Payroll Services?
Choosing to work with Mosaic means you’re not just outsourcing payroll; you’re partnering with experts who understand every facet of payroll operations. Our MPS isn’t simply about processing payments—it’s about driving efficiency, reducing risks, and providing the kind of comprehensive support that allows your team to focus on growing your business.
Here’s how we make that happen:
Reducing Corporate Risk: Payroll Compliance Without the Stress
Compliance with payroll laws and regulations is a critical aspect of running a business. The cost of non-compliance, from penalties to damaged reputation, can be steep. Mosaic takes the guesswork out of managing payroll risks. Our payroll specialists are trained to navigate the complex regulatory landscape, ensuring your payroll operations stay compliant with ever-evolving tax laws, labor regulations, and industry standards. This means your company’s financial stability is protected, and you’re safeguarding your corporate reputation.
Comprehensive Payroll Management: From Start to Finish
We understand that payroll is more than just issuing checks. It starts with data entry and ends with ensuring that funds are transferred correctly and on time. With Mosaic’s Managed Payroll Services, we provide end-to-end support, handling every step of the process with accuracy and attention to detail. Whether it’s calculating taxes, administering deductions, or ensuring compliance with garnishment orders, our team has your back. You can rely on us to deliver exceptional service that allows you to focus on other essential aspects of your business.
Optimized Payroll Models: Boost Efficiency Across the Board
Efficiency is at the heart of our Managed Payroll Services. Payroll operations can often become bogged down by outdated processes and unnecessary complexities. We take a close look at your payroll model and fine-tune it to eliminate inefficiencies. This ensures not only that your payroll runs smoothly but also that your HR and finance teams are freed from tedious, manual tasks. With Mosaic in charge, your team can devote more time to what truly drives your business forward—strategic growth initiatives, talent development, and employee engagement.
Key Features of Mosaic’s Managed Payroll Services
When you choose Mosaic, you’re not just getting basic payroll processing. We offer a comprehensive suite of services designed to support every aspect of your payroll operations:
Experience a Better Way to Manage Payroll
What sets Mosaic apart is the level of dedication and expertise we bring to each client relationship. Our certified payroll experts don’t just process payroll—they become an extension of your team, fully integrating with your business’s needs and providing insights that can help your company grow. With our services, your HR and payroll departments will experience a level of freedom and efficiency that wasn’t possible before.
Imagine focusing on your core business functions while knowing that payroll is handled accurately, compliantly, and with the utmost care. By partnering with Mosaic, you not only avoid the stress and complexities of managing payroll internally but also experience a significant reduction in operational costs. Instead of investing in expensive payroll software or additional staffing, you gain access to our team of experts who specialize in UKG payroll systems and have an intimate understanding of the intricacies involved.
Your Partner, Not Just a Service Provider
When you opt for Mosaic’s Managed Payroll Services, you’re making a decision that goes beyond just outsourcing a task. You’re partnering with a team that values your success as much as you do. We operate as an extension of your business, tailoring our services to your specific payroll needs and always ensuring timely, accurate, and compliant payroll processes.
Let us help you simplify, streamline, and secure your payroll operations. With Mosaic at your side, you can spend less time worrying about payroll and more time focusing on growth and success.
Ready to make payroll easier? Learn more here!