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The Path to Becoming a More Empathetic Leader
HRIn today’s ever-evolving workplace, empathy has emerged as a crucial quality for effective leadership. As employees seek a balance between work and personal life, empathetic leadership has gained prominence. It not only enhances employee engagement but also allows leaders to connect with their team members on a deeper level. Empathetic leadership involves listening genuinely, acknowledging emotions, and understanding unique circumstances, thereby fostering trust, collaboration, and support in the workplace.
In the diverse and global business landscape of today, empathetic leadership plays a central role in creating cohesive and engaged teams. It bridges gaps between individuals with diverse backgrounds and perspectives, cultivating a sense of belonging and shared purpose. Empathy goes beyond hierarchies, nurturing an environment where every team member feels valued, respected, and heard.
For those in leadership roles, here are some essential considerations as you endeavor to become a more empathetic and understanding manager:
1. Master the Art of Active Listening
Empathetic leaders excel at active listening. They recognize that truly hearing and comprehending others’ perspectives are critical for building meaningful relationships. Active listening involves providing undivided attention, maintaining eye contact, and being fully present in conversations. It also requires leaders to refrain from interrupting, judging, or formulating responses prematurely. By actively listening, leaders create an environment where team members feel valued, validated, and understood.
2. Cultivate Emotional Intelligence (EI)
Empathetic leaders possess high emotional intelligence. They are not only aware of their own emotions but can also effectively manage them while empathizing with the emotions of others. By recognizing and regulating their emotional responses, empathetic leaders navigate challenging situations with grace and composure. Moreover, they can discern the emotional needs of their team members, offering the necessary support and guidance for their success.
3. Prioritize Trust-Building
Empathy and trust are intertwined. Empathetic leaders prioritize trust by demonstrating integrity, authenticity, and consistency in their actions. They create an inclusive and safe environment where team members can freely share their thoughts, concerns, and ideas without fear of judgment or reprisal. Psychological safety is fostered through open communication, respectful feedback, and a genuine willingness to understand and address individual needs within the team.
4. Embrace Diverse Perspectives
Empathetic leaders understand the value of diverse perspectives and actively seek input from team members. They encourage collaboration by fostering an environment that celebrates different ideas and opinions. By embracing diversity of thought, empathetic leaders promote innovation, creativity, and problem-solving, while empowering team members to contribute their unique strengths and experiences.
5. Prioritize Team Growth and Well-being
Empathetic leaders invest time in understanding their team members’ aspirations, strengths, and areas of growth. They provide the necessary support and resources to help them succeed, including mentorship, training opportunities, and regular feedback for professional and personal development. Empathetic leaders also recognize and acknowledge the achievements and contributions of their team members, boosting morale and creating a positive work culture.
Cultivating a High-Performance Culture: A Blueprint for Success
HRIn the ever-evolving landscape of today’s workplaces, one question reigns supreme: What sets the most productive, creative, and engaged companies apart from the rest? The answer often boils down to something tangible, yet often overlooked—company culture, specifically, a high-performance culture.
Contrary to popular belief, company culture is not an intangible concept but is deeply rooted in the infrastructure that shapes employees’ path to success. It encompasses HR policies, manager enablement, and people programs that strike a balance between performance and well-being.
Building a high-performance culture isn’t a vague notion. It’s about implementing the right processes, behaviors, and values that empower your employees to thrive and consistently deliver their best. Here’s a guide to get you started on your journey to creating a high-performance culture in your company.
Defining a High-Performance Culture
Before we dive into the how, let’s clarify what a high-performance culture entails. It’s an environment meticulously designed to enable employees to support business objectives and add value to the organization. As per Gartner’s research, it results from continuously balancing investments in people, processes, physical environments, and technology to enhance workers’ ability to learn, innovate, collaborate, lead, and achieve efficiency and financial benefits.
In simple terms, it’s a workplace where employees are not just productive but also highly motivated to surpass their goals, share the company’s core values, and are profoundly aligned with its purpose.
Key Characteristics of a High-Performance Culture
High-performance cultures share similarities with high-performance teams. They prioritize teamwork over individualism, establish common goals, and provide clear direction. Trust and psychological safety are their cornerstones.
Although there’s no one-size-fits-all formula for achieving high performance, successful organizations often exhibit these common traits:
1. Inspirational Leadership: Leaders play a pivotal role in shaping a high-performance culture. They set the tone by embodying the company’s values, fostering trust, authenticity, and mutual respect, and motivating employees to excel.
2. Empowered and Engaged Employees: Strong leadership leads to highly engaged employees. Engaged employees are more likely to go the extra mile, overcome challenges, stay committed, and take pride in meaningful work.
3. Embracing a Growth Mindset: A commitment to continuous learning and growth lies at the heart of high-performance cultures. It encourages employees to generate innovative ideas and prioritize skill development.
4. Trust and Psychological Safety: Trust is the foundation of a high-performance culture. When trust and psychological safety are high, team members feel empowered, take calculated risks, and engage in constructive conflicts, resulting in continuous improvement.
Benefits of High-Performance Cultures
Cultivating a high-performance culture yields a plethora of benefits for organizations:
Improved Performance and Profitability: High-performance cultures are directly linked to enhanced financial results due to increased productivity.
Boosted Innovation and Creativity: Trust and open communication fostered in such cultures lead to greater innovation.
Talent Retention: Employees in high-performance cultures are engaged and motivated, reducing turnover.
Enhanced Customer Satisfaction: Satisfied employees lead to satisfied customers, promoting long-term success.
Cultivating a High-Performance Culture
Creating a high-performance culture is achievable with the right approach:
Prioritize Communication: Foster clear, two-way communication between managers and employees. Regular one-on-one meetings are valuable for ongoing feedback and progress updates.
Define Meaningful Values: Establish company values that matter and embody them in corporate messaging and interactions.
Embrace Performance Management: Create a culture of continuous improvement and feedback. Performance reviews should be part of this approach.
Set Career Development Goals: Show commitment to employees’ continuous learning and growth through development conversations and effective goal setting.
A high-performance culture benefits both organizations and individuals. Engaging employees, supporting them, and empowering them to excel ultimately leads to higher performance and productivity. By focusing on communication, company values, performance management, and employee development, you can set the stage for a culture that consistently delivers its best.
How to Talk to Your Manager About Work Burnout: A Step-by-Step Guide
HRIn today’s fast-paced and demanding work environment, it’s not uncommon to find yourself overwhelmed, unmotivated, and mentally exhausted. These feelings often stem from a phenomenon known as burnout, which has become increasingly prevalent, exacerbated by factors like the global pandemic and workplace stressors. It’s crucial for both employees and employers to recognize and address burnout promptly to ensure employee well-being and maintain a motivated, engaged workforce.
Understanding Burnout
Burnout is a term coined by psychologist Herbert Freudenberger in 1974 to describe the state of mental and physical exhaustion experienced by professionals, particularly in helping fields like healthcare. Today, burnout isn’t limited to specific professions; it can affect anyone.
The World Health Organization (WHO) officially recognizes burnout as an occupational syndrome resulting from chronic workplace stress that hasn’t been effectively managed. It is characterized by three dimensions:
Exhaustion: Feeling physically and emotionally drained.
Cynicism: Developing a negative attitude and distancing oneself from work.
Reduced Efficacy: A decline in performance and effectiveness at work.
Burnout is a gradual process, often unrecognized until it becomes overwhelming. A Gallup study found that 76% of employees experience burnout at least sometimes, emphasizing the need for early intervention.
Common Symptoms of Burnout
Burnout doesn’t just affect your work; it can have severe consequences on your overall health and well-being. Recognizing its symptoms is essential for early intervention:
Physical Symptoms:
• Fatigue
• Sleep disturbances
• Difficulty concentrating
• Headaches
• Stomach problems
• High blood pressure
Emotional Symptoms:
• Lack of enthusiasm
• Low self-confidence
• Increased apathy
• Feeling worthless or isolated
Behavioral Symptoms:
• Irritability
• Withdrawal from colleagues
• Procrastination
• Increased absenteeism
• Cynicism
• Self-medication
• Talking to Your Manager About Burnout
If you suspect you’re experiencing burnout, it’s essential to address it rather than suffer in silence. Here’s a step-by-step guide on how to approach your manager:
1. Identify Your Symptoms: Before discussing burnout, take a moment to recognize your symptoms. Ask yourself questions about your work, well-being, and any changes in your attitude or behavior.
2. Pinpoint the Causes: Determine what’s causing your burnout. It could be long hours, an overwhelming workload, a toxic work environment, or unclear priorities.
3. Brainstorm Solutions: Come prepared with potential solutions to improve your situation. This shows your manager that you’re proactive about finding a resolution.
4. Initiate the Conversation: Approach your manager openly and honestly about your burnout. Share your symptoms and the identified causes. Here’s an example of how to start the conversation:
“I’ve been feeling overwhelmed lately due to the high workload, and it’s taking a toll on my well-being. I’d like to discuss this with you and explore possible solutions.”
5. Collaborate on Solutions: Work with your manager to find solutions that address the root causes of your burnout. These may include workload redistribution, hiring additional team members, or temporary leave.
6. Prioritize Self-Care: Don’t neglect your well-being. Taking time off or seeking professional help can be crucial for your recovery.
7. Seek Further Assistance If Needed: If your manager doesn’t take action, consider escalating the issue to HR or exploring new job opportunities that prioritize your well-being.
Burnout is a prevalent issue that affects many employees. However, it’s essential to recognize the signs early and have an open conversation with your manager to find solutions. Prioritizing your well-being is crucial, and taking steps to address burnout is a proactive way to ensure a healthier work-life balance. Remember, you don’t have to face burnout alone; your manager and HR are there to support you in your journey to recovery.
Effortless Data Integration with Mosaic’s Data Conversion Services
ImplementationIn today’s data-driven world, businesses rely on accurate and efficient data integration to make informed decisions and drive growth. Mosaic’s data conversion services offer a meticulous and tailored approach to seamlessly integrate third-party or legacy data into UKG Pro CORE, unleashing the full potential of your data resources.
Understanding Data Conversion
What is Data Conversion?
Data conversion is the process of harmoniously merging third-party or legacy data into the UKG Pro CORE system, using specialized UKG data conversion templates. Conversely, it can also involve extracting data from UKG Pro CORE, as specified in our comprehensive Service Offerings. While our MCG Tech Team excels at transforming data into the UKG ecosystem, it’s essential to note that data conversion from UKG to third-party systems is not within our scope. However, we do provide standard UKG Exit Files, which are detailed in the UKG Exit Files Export Definition section.
Our approach is built on flexibility, and we are open to exceptions when clients provide templates or specific requirements. In such cases, we can create tailored SQL extraction processes that align with each client’s unique needs. It’s crucial to be aware that UKG restricts database access for certain modules, including Recruiting/Onboarding, UTA, and UTM, both for conversion and extraction purposes. This limitation defines our operational boundaries in these specific areas.
Our Service Offerings
Our data conversion services cover a wide range of offerings to ensure a comprehensive data integration process. Some of our key services include:
Source Data Mapping: Analyzing and converting masterfiles for US and CAD/Global clients.
Opening Balance Conversion: Conducting tests and final conversions for US and CAD clients.
Additional Data Conversion: Handling job/salary history, status history, review history, contacts, dependents, beneficiaries, documents, EE photo extraction and loading, UKG exit files, and company transfers (year-end only).
Why Partner with Mosaic?
UKG Expertise: Whether you’re transitioning from legacy systems or harnessing the power of UKG Pro CORE, we have the expertise to facilitate a streamlined and tailored approach that matches your unique needs.
Commitment to Excellence: Our commitment to excellence ensures that your data conversion process is efficient, accurate, and compliant with UKG standards.
Adaptability: We understand that every business is unique, and we are flexible in accommodating exceptions and specific requirements to meet your data integration goals.
Get Started Today
Seamless data integration is essential for your business to thrive in a competitive landscape. Partner with Mosaic to unlock the full potential of your data resources and take your data journey to the next level.
Contact Us: https://mosaic-cg.com/connect/ to learn more about how Mosaic’s data conversion services can transform your data integration processes and drive business success.
Crafting an Engaging and Unforgettable Employee Onboarding Journey
HRFirst impressions are undeniably significant, and in the realm of employment, the onboarding process serves as a pivotal gateway for new hires. This process plays a crucial role in seamlessly assimilating employees into the company culture while equipping them with the essential skills and knowledge needed to excel in their roles. An engaging and memorable onboarding experience can wield a profound impact on employee retention and productivity. Considering that studies have suggested that up to 33% of new hires depart within their initial 90 days, it becomes evident that overlooking the onboarding experience can be a costly mistake. To lay the foundation for new employees on the right footing, we wholeheartedly recommend the following strategies:
Commence Before Day One:
Onboarding extends its influence well before the first official day of work. Initiate the process by dispatching a welcome email to new hires. This email should furnish vital information concerning their inaugural day, including expectations and any pertinent materials they should bring along. Elevate this gesture with a brief video message from the hiring manager or team leader, extending a warm welcome and providing insights into what lies ahead in their journey with the company.
Infuse Personalization:
The power of personalization should not be underestimated. Infuse the onboarding experience with a personalized touch to make new hires feel genuinely embraced and valued. Assign a mentor or buddy to each new recruit who can serve as a guiding presence, addressing queries and offering an introductory tour of the workplace. Delve further into personalization by adorning the employee’s workstation with their name, favored snacks, or a personalized note from their manager.
Craft a Holistic Onboarding Program:
A holistic onboarding program should encompass all facets necessary for new hires to thrive in their roles. This includes comprehensive coverage of the company culture, policies, procedures, and performance expectations. Opt for a modular approach, breaking down the onboarding program into manageable sections, ensuring that new hires can absorb the information effectively.
Promote Interaction and Collaboration:
Foster an environment conducive to interaction and collaboration right from the outset. Encourage new hires to engage with their fellow team members and involve themselves in collaborative projects or tasks. Consider organizing team-building activities or assigning newcomers to cross-functional projects, thereby facilitating an organic acquaintance with colleagues and an immersion into the company’s culture.
Sustain Ongoing Support:
The onboarding process is an enduring journey that extends beyond the initial one or two weeks. It necessitates continuous support and monitoring of new hires’ progress. Schedule periodic check-ins to gauge their adaptation and well-being. Consider orchestrating a follow-up meeting between the new employee and their mentor or team leader after the first month to delve into their progress and pinpoint areas where additional support may be required.
An engaging and unforgettable onboarding experience serves as a linchpin for employee retention and productivity. By taking proactive steps such as commencing the process prior to day one, embracing personalization, establishing a holistic program, promoting interaction and collaboration, and perpetuating ongoing support, you can shape a profoundly effective onboarding experience. The ultimate aim is to seamlessly integrate new hires into the company culture while furnishing them with the requisite skills and knowledge for stellar job performance. With these strategies in your arsenal, you can cultivate a triumphant onboarding experience that leaves new hires feeling cherished and well-prepared for their journey ahead.
9 Employee Engagement Trends to Boost Your Business in 2023
HREmployee engagement is the secret sauce that fuels a thriving business. When your employees are motivated, committed, and content, your organization reaps the rewards of enhanced performance, lower turnover, and a positive company culture. To ensure you’re on the right track, here are 10 employee engagement trends for 2023 that you need to know about:
1. A People-First Culture: Listening and Valuing
Creating an environment where every employee feels valued and heard is paramount. Regular employee opinion surveys and check-ins can help you gather feedback and gauge engagement levels. The key is not only to collect feedback but also to act upon it, addressing both minor and major concerns. Recognition plays a significant role in this culture. When employees feel recognized, they’re 40% more engaged, making tailored recognition and rewards programs a must.
2. Flexibility and Work-Life Balance: Embracing Change
Flexible and remote working has become the norm, offering employees better work-life balance and boosting productivity. Research shows that 43% of employees feel more productive with flexible arrangements. From choosing work sites to adjusting shift schedules, flexibility takes various forms, resulting in happier, more energetic employees who remain loyal.
3. Employee Health and Well-being: A Holistic Approach
Companies are placing more emphasis on employees’ overall well-being, including both physical and mental health. Offering health insurance, gym discounts, wellness programs, and mental health resources demonstrate your commitment to their well-being. Be vigilant about overworking, offer support for work-related stress, and train supervisors to lead with empathy.
4. Fostering a Community Culture: Bridging the Gap
The pandemic exposed the importance of maintaining a sense of community, whether in-person or virtually. Utilize communication tools, work chats, and social intranets to keep employees connected. Virtual or in-person events, like company parties, strengthen team bonds, fostering a sense of belonging and boosting engagement.
5. Career Growth and Professional Development: Nurturing Ambitions
Supporting employees’ career aspirations drives engagement. Offering training sessions, mentorship programs, and learning budgets allows them to develop beyond their current roles. Recognizing when employees are ready for promotion ensures a skilled workforce and enhances loyalty.
6. Diversity, Equity, and Inclusion (DEI): A Necessity
The focus on DEI is growing. Implement unbiased hiring practices, fair promotion and pay structures, and offer inclusive programs and resources. Employee resource groups, diversity events, and being respectful of cultural holidays foster inclusion.
7. Relevant Benefits for Younger Generations: Customized Perks
Tailor benefits to millennials and Gen Z, who value flexibility, mental health support, and autonomy. Offer generous paid time off, health insurance, and unique perks like rent subsidies to cater to their needs.
8. Artificial Intelligence and Machine Learning: Insights for Improvement
AI and ML provide insights into employee needs and the effectiveness of engagement initiatives. Analyzing social feed interactions and identifying recurring HR issues aid engagement strategies.
9. Employee Engagement: The Winning Strategy
Engaged employees are productive, loyal, and elevate your business. By staying attuned to these trends and adopting strategies to align with them, you can create an effective plan that retains employees, enhances your company’s reputation, and positions you as a leader in the quest for top talent.
In the ever-evolving landscape of employee engagement, understanding these trends and customizing your approach will ensure your organization remains ahead of the curve and reaps the benefits of a motivated and committed workforce.