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.
718 Thompson Ln STE 108-232
Nashville, TN 37204
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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6 Simple Steps to Discover Your Dream Career
HRImagine waking up every morning excited about your work, where it feels more like play than a job. It’s a dream many have, but not everyone knows how to turn it into reality. If you find yourself yearning for a more fulfilling career, here are six simple steps to help you discover and pursue your dream job.
1. Go After It:
If you already have a clear idea of your dream career, it’s time to take action. Whether it’s starting your own business or making a career shift, muster the courage to pursue what truly excites you. If graphic design is your passion, start that part-time business while maintaining your current job. Slowly build it up until you can turn it into a full-time venture.
2. Consider Your Hobbies:
If you’re unsure about your dream career, begin by exploring your hobbies. Research different jobs related to activities you enjoy. Reach out to people already working in those fields and seek advice. Their insights may lead you to discover a new and exciting career path.
3. Look to Your Strengths:
Identify your unique talents and consider how you can turn them into a fulfilling career. Everyone possesses at least one special talent. For instance, if you have a knack for drawing cartoons, explore opportunities in publishing or classic animation styles. Your strengths can be the foundation for a satisfying and successful career.
4. Attend a Job Fair:
Job fairs are excellent opportunities to explore new careers and industries. Even if you need additional training, attending a job fair provides valuable insights into companies that are hiring. It’s a chance to learn about various career paths and make informed decisions about your future.
5. Complete a Career Assessment:
Take advantage of career assessments, including free tests available online. Answering questions about your personality and preferences can provide a list of potential careers aligned with your interests and talents. It’s a systematic approach to narrowing down options and discovering the best fit for you.
6. Take a Class:
Invest in yourself by taking a class related to your interests. This doesn’t just provide valuable knowledge; it’s an exploration of potential career options. If you enjoy the class, you can pursue opportunities in that field. If not, consider it a steppingstone to discovering the next possibility.
Remember, it’s okay to give yourself time to figure things out. Being self-aware and understanding what truly makes you happy are crucial elements in finding your dream career. View the journey as an investment in yourself, and with determination and patience, the efforts you put into your search will be well worth it in the end.
Building a People-First Culture: Beyond Perks
HRIn the evolving landscape of work, company culture has shifted from the lure of perks to the essence of authenticity and genuine human connection. No longer defined by the selection of office snacks or the varieties of coffee on tap, a company’s identity is woven through the fabric of employees feeling genuinely valued and supported in their success.
Building a culture rooted in authenticity and humanity is a journey, not an overnight transformation. It begins with a commitment to listen to employee feedback and translate those insights into meaningful actions.
Understanding Employee Needs Today
The changing societal and work landscape has redefined what employees value most. Beyond generational shifts, the rise of remote and hybrid work post-pandemic has reshaped expectations. Today’s workforce seeks organizations that appreciate them as individuals—where they are seen, heard, and supported.
Facilitating a people-focused culture involves tangible actions. Prioritize team building in daily interactions, foster individual communication, and invest in learning and competency development. Providing a consistent flow of constructive feedback empowers employees, boosting confidence and motivation.
By aligning priorities collectively, employees feel encouraged to bring their authentic selves to work, fostering long-term loyalty to the company.
HR’s Role in Cultivating Company Culture
Human Resources, often rebranded as People Operations, plays a pivotal role in setting the tone for company culture. Beyond the traditional HR functions, it involves shaping policies and procedures aligned with the company’s values. HR becomes the advocate and promoter of this culture, starting from recruitment through employee development.
Strategies for HR Teams to Build and Enhance Company Culture
Creating a robust company culture demands intentional effort. Here are key strategies for HR teams:
1. Be Accessible and Approachable:
Regular, clear, and authentic communication is paramount. Go beyond by physically connecting with team members. Visiting office locations and sitting in open areas demonstrates approachability, encouraging genuine conversations.
2. Model Desired Behavior:
Leadership sets the tone for the entire organization. Leaders’ behaviors, attitudes, and approaches become templates for employees. Setting professional boundaries, even in communication while on vacation, fosters a healthier work environment.
3. Allocate Time for Meaningful Activities:
Focus on activities that add value to employees’ careers and personal growth. Provide leadership training for career development and integrate philanthropy into regular company initiatives for personal growth.
As the workforce undergoes pragmatic shifts, business and HR leaders must stay attuned to employee needs. Leading with values and a people-first approach yields positive outcomes, while clinging to outdated norms risks falling behind. The essence of a vibrant work culture goes beyond employee benefits—it’s a driving force for business success. So, shift the focus from perks to creating an authentic and human-centric culture.
Diversity 2.0: The Power of Unique Personalities
HRIn the not-so-distant past, diversity initiatives were hastily implemented by companies eager to bolster their teams and stay competitive in recruitment. Fast forward to today, where the ever-changing market dynamics and immediate business decisions seem to have shifted the focus away from building and sustaining diverse teams. However, leaders must recognize that diverting attention solely to spreadsheets and profit margins is a shortsighted approach.
To truly thrive in the long run, companies need to go beyond the surface level of diversity and delve into the intricacies of individual personalities. Research consistently highlights the enhanced performance of cognitively diverse teams. Effectively managed, diverse viewpoints within a team can lead to comprehensive strategies, better problem anticipation, and a capacity to seize opportunities beyond the reach of a homogenous workforce. It is now imperative for companies to embrace the unique needs of their diverse workforce and leverage individuality as a catalyst for team strength and high performance.
Recognizing the Power of Personality
Recent shifts in executive mindset reveal a growing acknowledgment of the influence of personality in the workplace. Personalities are shaped by individual cultures and experiences, bringing diverse perspectives, approaches, skills, and strengths to the table. For instance, confidence can instill stability, while a strong sense of humor can make teamwork enjoyable and foster collaboration. A harmonious blend of personality traits within a team can be transformative. Authenticity in the workplace fosters a unified team identity and spirit.
To build adaptable teams, hiring teams must evaluate interpersonal traits alongside hard skills. Understanding candidates beyond their professional background—exploring their community involvement, sports interests, or weekend activities—provides insights into how they will engage within the team.
Building Strong Bonds Through Open Communication
At Safeguard Global, a guiding principle is “Speak openly and bring context.” Creating a space for open discussions might seem challenging, but emotional safety dismantles barriers arising from diverse communication styles and cultural expectations.
Effective teams embrace diversity in problem-solving approaches without judgment. Establishing strong bonds can be as simple as casual meetings where team members share their backgrounds and interests. This practice is especially crucial for global teams, fostering communication clarity and cohesion.
Leadership plays a pivotal role in creating environments free from ego and judgment. Opportunities for genuine engagement, like incorporating five minutes of authentic connection in team meetings, allow team members to understand each other’s personalities beyond professional contexts.
Steering Diversity for Optimal Results
While cultivating diverse teams centered around openness, candor, and respect takes time, the rewards are worth the investment. Fostering compatibility and deeper connections creates a fertile ground for innovation and transformative outcomes. Embracing diverse perspectives, particularly those stemming from unique personalities, becomes a key that unlocks innovative ideas and methods, propelling teams toward their growth goals. In the realm of Diversity 2.0, it’s the richness of individuality that propels teams to new heights.
Crisis-Proof Assurance: Mosaic’s Contingency Payroll
Managed PayrollIn the dynamic world of business, uncertainties can arise at any moment, putting your payroll operations at risk. Enter Contingency Payroll at Mosaic—a bespoke solution tailored exclusively for UKG Pro clients. Let’s explore what Contingency Payroll is, how it works, and why it’s the safety net your business needs.
Understanding Contingency Payroll
Contingency Payroll is your shield in times of crisis, offering a seamless backup plan designed to tackle unforeseen situations that could disrupt your payroll operations. Here are two scenarios where our services shine:
1. Event Preparedness:
Natural disasters, sudden staffing changes, or unplanned events can wreak havoc on your payroll process. Contingency Payroll provides a ready-to-deploy backup plan, helping you mitigate risks and ensuring business continuity.
2. Short-Term Backup:
During planned leaves, mergers, acquisitions, or transitional periods, our contingency payroll services offer short-term staff augmentation. This guarantees that your payroll remains accurate and uninterrupted when your team needs temporary support.
How Contingency Payroll Works at Mosaic
1. Payroll Shadowing:
We begin by delving into the intricacies of your payroll process. Our experts shadow your entire workflow, understanding every aspect from employee time approval to generating GL files. This comprehensive understanding prepares us to seamlessly take over when needed.
2. Incorporating Best Practices & Efficiencies:
Through 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.
3. Standard Operating Procedure (SOPs) & Payroll Processing Checklist:
The outcome of payroll shadowing is a comprehensive SOP detailing your process from start to finish. These SOPs guide us during routine sessions and emergency activations, continuously adapting to any process changes in your organization.
Why Opt for Contingency Payroll at Mosaic
1. Peace of Mind:
Rest easy, knowing that your essential payroll functions are secured, regardless of the circumstances. Our contingency payroll service acts as your safety net, ready to catch any unexpected disruptions.
2. Process Enhancement:
Our UKG Pro subject matter experts bring forth industry best practices and process improvements, seamlessly integrated into your workflow for optimal efficiency.
3. Enhanced Security:
Managed payroll offers enhanced security through the segregation of duties, reducing the risk of manual errors or manipulation.
4. Strategic Focus:
Beyond contingency payroll, explore the benefits of fully managed payroll services. By outsourcing tactical duties, your team gains the freedom to focus on strategic business endeavors.
In conclusion, Contingency Payroll at Mosaic is not just a backup plan; it’s a strategic partner, ensuring your business sails smoothly through the unpredictable waves of the business landscape. With us, your payroll operations are fortified and ready to withstand any storm.
Guide to Successful UKG Software Implementation in Your Organization
UKGIntegrating UKG software into your organization promises substantial benefits by enhancing HR and workforce management processes. To ensure a seamless transition and unlock the full potential of this powerful workforce management solution, our blog explores the best practices for implementation, offering valuable insights and tips.
1. Clearly Define Objectives and Scope
Start by setting clear objectives and scope for your UKG software implementation. Address specific pain points and establish realistic expectations, ensuring alignment across your organization.
2. Thoroughly Assess and Prepare Your Data
Data migration is pivotal; assess the quality and completeness of your existing data. Cleanse and standardize it for accuracy, involving stakeholders from various departments to gather specific data requirements.
3. Engage Key Stakeholders Early
Involve key stakeholders from different departments early in the process. Their input is vital for aligning the software with your organization’s needs. Regular communication, workshops, and training sessions ensure their concerns are addressed.
4. Plan and Prioritize Configuration
Leverage the configurability of UKG software by creating a detailed plan based on your requirements. Prioritize tasks based on impact and complexity, utilizing the expertise of implementation consultants and your internal team.
5. Develop Comprehensive Training Programs
Invest in comprehensive training programs covering system functionality and process-specific training. Consider diverse learning styles and preferences, offering ongoing training and support to help users adapt.
6. Test and Validate
Before the organization-wide rollout, conduct thorough testing to validate functionality and configuration. Involve end-users for feedback and address any issues before final implementation.
7. Establish Change Management Strategies
Craft a comprehensive change management plan involving communication, training, and ongoing support. Engage employees at all levels, effectively communicating the benefits of the new system and aligning it with organizational goals.
8. Monitor, Evaluate, and Optimize
Post-implementation, monitor the system’s performance, evaluate its impact, and establish key performance indicators (KPIs). Leverage reporting and analytics capabilities to make data-driven decisions and optimize configuration and processes.
Remember, undergoing a UKG implementation is a time-consuming process, but with the right configuration, the payoff is incredible. If you’re considering expert support, enlist Mosaic to guide you through each step, minimizing your workload and ensuring a successful setup. Get in touch, and let’s discuss how Mosaic can assist you in achieving your goals with the UKG system!
The Art of Remote Onboarding
HRFirst impressions matter, especially in the competitive global talent market. For businesses navigating the complexities of remote work, mastering the art of onboarding is crucial. With a structured approach, companies can not only retain top talent but also enhance engagement, productivity, and overall employee satisfaction.
3 Key Benefits of a Well-Structured Onboarding Program:
A robust onboarding program instills confidence in new hires, fostering immediate engagement. Building connections with managers and colleagues is essential for cultivating committed employees.
Clear role understanding and aligned expectations empower new employees to contribute meaningfully from day one. A structured onboarding process accelerates the integration of remote hires into productive team members.
Providing a positive, supportive onboarding experience contributes to employee satisfaction and longevity within the organization. A valued remote employee is less likely to seek opportunities elsewhere.
Best Practices for Onboarding Remote Talent:
Develop an organized, step-by-step guide for onboarding remote employees. A standardized approach ensures consistency, preventing missed steps, and delivering a seamless onboarding experience.
Navigate the legal complexities of onboarding global talent by staying compliant with local labor laws. Legal experts can be instrumental in tailoring the onboarding process to meet specific regulations in each employee’s location.
Leverage technology to enhance efficiency throughout the remote onboarding process. Chatbots provide instant language-specific support, secure digital apps facilitate virtual document signings, and online education software aids in remote training.
New hires provide valuable insights into the onboarding process. Solicit feedback on their choice of the company, their perceptions, and overall experiences. This information guides continuous improvement and strengthens bonds with the remote team.
In the global job market, a positive first impression is essential. When onboarding remote talent across borders, a clear, compliant process, strategic use of technology, and feedback collection are paramount. A well-executed onboarding strategy not only ensures happier employees and better outcomes but also significantly boosts retention rates. Mastering the art of onboarding remote workers isn’t just a task; it’s a game-changing strategy for long-term success.