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.
Mo-Fr: 8am-5pm
Sa: closed
Su: closed
This site uses cookies. By continuing to browse the site, you are agreeing to our use of cookies.
Accept settingsHide notification onlySettingsCookie and Privacy Settings
We may request cookies to be set on your device. We use cookies to let us know when you visit our websites, how you interact with us, to enrich your user experience, and to customize your relationship with our website.
Click on the different category headings to find out more. You can also change some of your preferences. Note that blocking some types of cookies may impact your experience on our websites and the services we are able to offer.
These cookies are strictly necessary to provide you with services available through our website and to use some of its features.
Because these cookies are strictly necessary to deliver the website, refusing them will have impact how our site functions. You always can block or delete cookies by changing your browser settings and force blocking all cookies on this website. But this will always prompt you to accept/refuse cookies when revisiting our site.
We fully respect if you want to refuse cookies but to avoid asking you again and again kindly allow us to store a cookie for that. You are free to opt out any time or opt in for other cookies to get a better experience. If you refuse cookies we will remove all set cookies in our domain.
We provide you with a list of stored cookies on your computer in our domain so you can check what we stored. Due to security reasons we are not able to show or modify cookies from other domains. You can check these in your browser security settings.
We also use different external services like Google Webfonts, Google Maps, and external Video providers. Since these providers may collect personal data like your IP address we allow you to block them here. Please be aware that this might heavily reduce the functionality and appearance of our site. Changes will take effect once you reload the page.
Google Webfont Settings:
Google Map Settings:
Google reCaptcha Settings:
Vimeo and Youtube video embeds:
You can read about our cookies and privacy settings in detail on our Privacy Policy Page.
Privacy Policy
Transitioning Careers at 30
HRAre you feeling stuck or undervalued in your current job? A career change at 30 might be the bold move you need. While it comes with challenges, it’s entirely possible and can lead to a more fulfilling professional life. Here are some tips to guide you through this transformative journey.
Assess Your Readiness for Change
Before diving into a career change, ask yourself critical questions:
• Identify Discontent: Pinpoint what you dislike about your current job.
• Attractive Features: Determine the aspects that draw you to another career.
• Current Job Enjoyment: Recognize any aspects of your current job that you enjoy.
• Reflect on Past Choices: Understand the factors that led you to your current career.
This self-reflection will clarify your skills, helping you plan for the transition.
Tips for a Successful Career Change
1. Tap into Your Network:
Leverage your professional and personal networks. Connect with individuals in your desired field to gain insights into the day-to-day reality of the job.
2. Conduct Thorough Research:
Challenge assumptions about needing a second degree. Many employers prioritize experience and skills over formal education. Research thoroughly to understand the requirements of your target career.
3. Bridge Skill Gaps:
Identify the skills needed for your new path and address any gaps. Online courses or skill-based volunteering can be valuable resources for skill development.
4. Gain Relevant Experience:
Embrace the gig economy to build experience through freelance work. Even pro-bono projects contribute to your skill set and resume.
5. Revamp Your Resume:
Assess your past work experiences to identify transferable skills. Tailor your resume to highlight relevant qualities for your new career.
6. Craft a Compelling Cover Letter:
Share your story positively in your cover letter. Communicate your passion for the new role and explain your reasons for the career shift.
7. Expand Your Network:
Networking is crucial, especially when entering a new industry. Attend events, connect with professionals, and seek mentorship to enhance your exposure and knowledge.
Embrace the Challenge
Changing careers at 30 requires courage and effort, but it’s never too late to pursue your passion. By dedicating yourself to gaining necessary skills and networking, you can successfully navigate this transition. Embrace the challenge, stay positive, and let your passion guide you towards a more rewarding professional journey.
2024 Vision: A Culture Alignment Blueprint for Executives
HRAs we brace for economic challenges in 2024, corporate leaders face the imperative to think innovatively for short- and long-term success. Amidst this uncertainty, unlocking the potential of workplace culture emerges as a strategic pillar for resilience. Whether it’s boosting revenue, enhancing customer satisfaction, or launching new products, a culture-focused approach is a beacon of hope for achieving desired results.
The Power of Culture Alignment
Aligning culture with a company’s purpose and strategy is not just a lofty idea but a practical roadmap for success. This approach acts as a powerful amplifier, transforming workplace culture into a dynamic force that propels the organization towards its goals. Greater clarity and transparency become the guiding stars, paving the path to enduring business success.
The 4 Steps of Your Culture Journey
1. Align: Define the unique purpose, strategy, and cultural beliefs essential for driving business results. Assess existing culture alignment and identify necessary shifts.
2. Activate: Develop an alignment plan, empower internal champions, and communicate the vision throughout the organization. Encourage sustained behavior changes and accountability through ongoing communication.
3. Accelerate: Elevate accountability across the organization, empowering employees to step up and problem-solve. Integrate culture management into daily operations, reinforcing desired changes and encouraging feedback.
4. Assess: Build continuous assessment into the plan to track progress against goals. Regular evaluations allow leaders to recognize changing market conditions and make necessary pivots.
Recognizing Early Positive Impacts
As the culture alignment journey progresses, tangible changes in how people work and increased accountability among team members become evident. Managers play a crucial role in providing clear, actionable feedback and offering focused recognition. These practices foster a positive work environment, promoting employee fulfillment, higher productivity, and consistent performance.
Navigating the New Year 2024
2023 taught us that the business landscape is undergoing transformation, from hybrid work environments to economic volatility. Corporate leaders must adeptly manage teams and improve productivity to remain competitive. Understanding the significance of aligning culture with strategy and purpose becomes paramount.
The suggested alignment journey serves as a roadmap for creating a resilient, empowered workforce capable of navigating uncertainties. It provides clarity on desired outcomes and emphasizes each employee’s value, leading to tangible process improvements and business benefits. As we enter 2024, this approach becomes the foundation for reaching growth targets and sustaining long-term results. In a rapidly evolving business landscape, culture alignment stands out as a key differentiator for those who seek not only survival but thriving success.
Workplace Magic: Beyond Holiday Hype
HRThe holiday season brings cheer and festivities to workplaces, often marked by lively parties and themed events. While these celebrations are enjoyable, they shouldn’t be the sole focus of creating a great workplace. Cultivating a thriving company culture requires year-round efforts that go beyond the glitter of holiday festivities.
Life Happens: A Culture of Empathy
Extravagant holiday parties can’t compensate for a rigid workplace culture that neglects the fact that life happens. Leaders must build a culture of support and understanding that extends beyond the holiday season. Flexibility in policies and empathetic responses to unique situations build trust among employees. Acknowledging life’s ups and downs with grace fosters a workplace where employees feel supported year-round.
Authentic Connections: Beyond Seasonal Interactions
While holiday parties are positive, genuine connections should be a priority throughout the year. HR and managers should invest time in understanding employees, their goals, and personal aspirations. Recognizing individuals beyond their job roles enables leaders to offer tailored support. Whether accommodating personal development pursuits or celebrating personal milestones, consistent connection builds lasting trust and loyalty.
Thoughtful Gestures: Little Things, Big Impact
Beyond holiday bonuses, leaders can make a lasting impact through thoughtful gestures. Knowing employees as individuals allows for personalized acknowledgments—be it supporting personal endeavors, offering assistance during life events, or recognizing exceptional work. These small acts accumulate, contributing to a workplace where employees feel valued beyond the seasonal festivities.
Best Practices for Inclusive Celebrations
While holiday events are essential, inclusivity should be at the forefront. Leaders should acknowledge diverse celebrations, respect those who may find the holidays challenging, and organize inclusive activities during work hours. Encouraging time off during the holidays demonstrates a commitment to employee well-being, allowing them to return recharged for the upcoming year.
Conclusion: Nurturing Human Connections
Beyond the glitz of holiday celebrations, building a great workplace involves fostering authentic connections and demonstrating empathy year-round. Thoughtful gestures, personalized support, and inclusive celebrations contribute to a workplace culture where human moments take precedence. By prioritizing these elements, leaders can ensure their employees thrive beyond the holiday season, creating a positive and enduring company culture.
Breaking Free from the Hero Complex: Empowering Leadership for Lasting Success
HRIn the intricate tapestry of leadership, the hero complex can be a hidden adversary, subtly impacting team dynamics and overall effectiveness. This psychological phenomenon often manifests as a compelling urge among leaders to protect or intervene on behalf of team members who may appear less confident or self-deprecating.
However, this seemingly noble inclination can have unintended consequences, potentially unraveling the fabric of team unity. Leaders with a hero complex may develop a skewed perception of their team’s capabilities, tending to minimize, overlook, or be overly critical of the contributions of talented teammates. This behavior may arise from a fear of losing control, no longer being needed, or having their authority challenged.
The hero complex’s dual dynamic, where leaders lift up perceived underdogs while marginalizing high-performing individuals, can create a complex and toxic work environment. This environment may hinder the growth of team members, negatively impacting their motivation, engagement, and overall productivity.
Leadership’s primary role is to nurture employees so they can thrive in their roles. While some team members may require more support, others excel with increased autonomy. However, when leaders operate from a hero mindset, they introduce bias into their interactions with team members.
For those who could benefit from more guidance, leaders may perceive them as less capable, vulnerable, and in need of rescuing. This can lead to leaders excessively stepping in, offering unsolicited help, or taking control of situations they believe these individuals can’t handle alone. This behavior can foster unhealthy, codependent relationships, hindering employees’ personal and professional growth.
Conversely, high-performing individuals may feel undervalued, unrecognized, or unfairly criticized due to leaders’ skewed perspectives. This can decrease their motivation, engagement, and productivity, ultimately compromising the team’s success.
To address the hero complex, leaders must develop greater emotional intelligence, acknowledging their biases and fostering an environment where everyone feels empowered to contribute confidently. Leaders should create opportunities for all team members to grow and shine, recognizing and celebrating their contributions.
Leadership training should encompass self-reflection, understanding healthy team dynamics, and challenging biases. Establishing clear roles and responsibilities encourages collaboration, develops trust, promotes shared leadership, teaches effective delegation, and enhances self-awareness.
True strength and success lie in the collective resilience and empowerment of a team. Leaders must embark on a transformative journey, replacing the compulsion to rescue with the wisdom to empower and collaborate. Embracing vulnerability, acknowledging others’ unique strengths, and fostering an inclusive environment will create spaces where innovation and growth flourish. By evolving beyond the hero complex, leaders become genuine catalysts of sustainable success and unity, weaving a tapestry of achievements marked by the rich, intertwined colors of collective effort and team triumphs.
Performance Review: A Guide to Success
HRPerformance reviews should be a constructive tool for growth, yet when the review cycle itself falls short, it’s time for a reset. Recognizing the warning signs and understanding the root causes are crucial steps in building a more effective and valuable performance review process.
Warning Signs to Watch For
1. Inconsistent or Surprising Feedback: If feedback is inconsistent or surprises employees, it’s a sign that communication channels need improvement.
2. Low ROI: If the investment of time and resources in the review process doesn’t yield significant returns, it’s time to reevaluate the approach.
3. Focusing Solely on the Past: A balanced review should include reflections on past performance and considerations for future goals.
4. All Talk, No Follow-Up: Without a plan for continued feedback and development, the review process may feel futile for employees.
5. Top Performers Leaving: The departure of high-performing individuals post-review indicates a need for better development opportunities.
Root Causes of Ineffectiveness
1. Overloading a Specific Time Period: Trying to handle too much simultaneously, especially during busy seasons, can hinder the effectiveness of the review process.
2. Trying to Do Too Much with One Process: Attempting to address multiple goals with one process can dilute the effectiveness of the review, making it mediocre at best.
Building a Better Performance Review Cycle
1. Define Your Goals: Clearly outline your goals for performance reviews. Whether it’s alignment on performance, career development pathways, equitable compensation, or other objectives, be focused and concise.
2. Be Smart with Timing: Choose a time of the year when teams can dedicate attention to the review process without being overwhelmed by other commitments.
3. Set Boundaries: Communicate the goal of the performance review cycle and establish expectations for the time commitment involved. Encourage quality conversations rather than extensive documentation.
4. Make Feedback a Regular Practice: Foster a culture of continuous feedback by integrating regular feedback sessions, such as Feedback Fridays. Cultivate an environment where feedback is ongoing, not limited to the official review cycle.
Conclusion: A Process That Serves You
The success of a performance review cycle lies in knowing your goals, timing, and the frequency of feedback. By making feedback a regular practice and ensuring alignment with your company’s unique needs, you’ll transform the review process into a valuable tool for both employees and the organization. Remember, it’s not just about the annual review; it’s about continuous growth and development throughout the year.
20 Strategies to Capture a Hiring Manager’s Attention, Even Without Industry Training
HRIn a competitive job market, breaking into a new industry without traditional qualifications can be challenging. However, by adopting strategic approaches, job seekers can effectively capture the attention of hiring managers and distinguish themselves from conventionally qualified candidates.
1. Research and Anticipate: Analyze the company and its competitors. Identify a skill or strategy the competitor excels at and propose how you can bring this valuable asset to the hiring company.
2. Leverage Your Network: Reach out to your professional connections for informational interviews, introductions, and insights. Cultivate a robust network by connecting with colleagues, former peers, and professionals in your target industry.
3. Emphasize Growth Potential: Highlight your eagerness to learn and grow, emphasizing your potential to adapt to new challenges and develop within the role.
4. Establish an Online Presence: Build a consistent online presence through a professional portfolio or website. Engage in industry discussions on social media platforms, showcasing your passion and willingness to learn.
5. Go the Extra Mile: After submitting an application, take additional steps to stand out. Seek introductions through your network, attend industry events, and follow up with a phone call or a visit if feasible.
6. Cultivate a Robust Professional Network: Strategically network online and in person. Leverage social networking sites to connect with professionals and showcase your value. A strong network can open doors and elevate your worth.
7. Attend In-Person Events: Build connections by attending industry events. In-person interactions reveal soft skills and potential that might not be evident on a resume or LinkedIn profile.
8. Emphasize Adaptability: Showcase your quick learning and problem-solving skills. Volunteer for roles in the new industry to gain practical experience and demonstrate your adaptability.
9. Collect Testimonials: Gather testimonials from former colleagues, managers, and subordinates. Display these testimonials to reflect your work style and continuous learning passion.
10. Demonstrate Transferable Skills: Maintain a personal inventory of experiences using the STAR framework. Highlight transferable skills and abilities that align with the prospective job.
11. Craft a Narrative: Showcase your unique blend of skills through storytelling. Emphasize problem-solving successes, adaptability, and learning agility. Networking remains invaluable in this process.
12. Participate in Online Forums: Position yourself as an industry expert by joining LinkedIn groups, writing blogs, and sharing industry news. Connect with recruiters and hiring managers to stay on their radar.
13. Express Enthusiasm to Learn: Communicate your enthusiasm to learn and grow within the new industry. Emphasize the skills you aim to acquire and the value you can bring to the role.
14. Create a Website: Develop a website or portfolio to showcase your skills, particularly if you are in a creative field. Ensure it is error-free and professionally represents your capabilities.
15. Build Relationships with Managers: Reach out to managers in your target companies for informational interviews. Show genuine interest in their organization and inquire about their experiences.
16. Use Concrete Examples: Differentiate yourself by providing concrete examples of your initiative, teamwork, and ability to operate independently. Showcase your self-starter attitude.
17. Invest in Yourself: Pursue relevant certifications, projects, or micro-internships to demonstrate your motivation and initiative. Prove that you are taking steps to break into the desired industry.
18. Align with Company Priorities: Highlight your understanding of the company’s key priorities and challenges. Craft a narrative that illustrates how your skills will contribute to the organization’s future success.
19. Commit to Professional Development: Showcase your commitment to self-improvement through online courses, certifications, and workshops. Illustrate your proactive approach to learning.
20. Express Genuine Interest: Demonstrate genuine interest in the company’s mission and values. Be authentic in your interactions and showcase your dedication to contributing to the organization’s success.
Looking to thrive in a dynamic job market? These strategies serve as a powerful toolkit, empowering job seekers not only to capture a hiring manager’s attention but also to secure opportunities in new and exciting industries.