Is Your New Hire Really Settling In? How to Make Employee Integration More Human – and More Effective

You’ve hired a talented new team member. The welcome email is sent, the equipment arrives, and the onboarding checklist is complete. So, they’re integrated, right?

Not quite.

Most companies focus on onboarding—getting a person into the system, explaining the role, ticking compliance boxes—but few prioritize what comes next. That crucial period after onboarding is where real integration begins. And it’s often overlooked.

So, what does true integration actually mean? And why is it more important than ever?

“I felt like a ghost.”

A quote from a new hire in a remote team who left after three months.

It wasn’t the role. It wasn’t the workload. It was the silence. The lack of connection.

When new employees don’t find their place—not just on a team, but in the culture—they drift. They disengage. And eventually, they exit.

Integration is about belonging. It’s about building momentum, confidence, and relationships. And it’s what turns a promising hire into a long-term player.

Why This Matters Now

In a hybrid world where Slack replaces hallway conversations and Zoom calls often end with a click instead of a chat, human connection at work can feel harder than ever. According to Gallup, only 1 in 4 employees feel strongly connected to their workplace. That’s not a stat—it’s a wake-up call.

At Mosaic Consulting Group, we see integration not as a soft skill, but as a business strategy. Strong integration improves performance, retention, and even internal mobility. Let’s dig into how.

Three Questions Every Leader Should Be Asking

1. “Who’s actually guiding this person?”
Assigning a buddy or mentor isn’t just a nice-to-have—it’s the glue. But here’s the twist: make it mutual. Let mentors learn something too. One company we worked with encouraged reverse mentorship, where new hires shared fresh ideas or tech insights with more tenured staff. The result? Mutual respect and stronger bonds.

2. “Are they building a network or just logging in?”
Job shadowing. Cross-department intros. “Day in the life” recordings from different teams. These aren’t extra steps—they’re the bridge between isolation and inclusion. Integration means seeing the bigger picture and finding a personal place within it.

3. “Are we listening—or just assuming?”
Check-ins matter—but timing matters more. Don’t wait 90 days to ask if someone feels settled. Pulse surveys in the first 30 days, anonymous Q&A forums, and manager 1:1s with open-ended questions (“What’s been confusing so far?”) all offer insight before problems snowball.

It’s Not Just Culture—It’s Capacity

The faster someone integrates, the faster they perform. That’s not just feel-good theory—it’s productivity math.

And it’s especially critical for growing companies, where every delay in ramp-up time costs time, money, and momentum.

At Mosaic, we help organizations build systems that scale human connection. We don’t just advise—you’ll see the impact in dashboards, feedback loops, and leadership alignment. Integration is measurable. And when done right, it’s powerful.

The Bottom Line

Onboarding ends when paperwork is signed.
Integration begins when someone feels seen.

Ready to rethink your integration strategy?


Contact Mosaic Consulting Group and let’s build something that lasts!

Mid-Year Check-In: Best Practices as Q3 Approaches

As Q3 approaches, it’s the perfect time for UKG customers to hit pause, reflect, and refine their workforce strategies. Whether you use UKG Pro, UKG Dimensions, or UKG Ready, a mid-year review can ensure your configuration, processes, and data are aligned for a strong finish to the year.

Here are key focus areas to consider:

1. Optimize WFM Scheduling

Scheduling isn’t just about coverage, it’s about compliance, cost control, and employee satisfaction. As you prepare for Q3:

  • Analyze historical labor trends from Q1 and Q2
  • Leverage UKG’s forecast-based scheduling tools for better accuracy
  • Empower employees with self-service shift management
  • Audit compliance rules to reflect updated policies or legislation

Pro Tip: Regularly review labor rule exceptions to avoid hidden compliance risks.

2. Conduct Your Annual Configuration Review

Your business evolves—your system configuration should too. Take time this quarter to:

  • Review and validate pay rules, accruals, and holiday calendars
  • Assess workflows and approval paths for accuracy and efficiency
  • Ensure integrations with payroll, benefits, and third-party tools are working as intended
  • Collaborate with business leaders to identify operational changes that should be reflected in UKG

Helpful Tip: Build this into your annual operational rhythm to prevent errors and streamline processes.

3. Automate Manual Processes

Still relying on spreadsheets or email chains for routine tasks? It’s a great time to drive automation:

  • Automate timecard approvals and exception workflows
  • Use scheduled reporting for audits, compliance, or labor analysis
  • Streamline onboarding and performance management with automated checklists and alerts

Fast Win: Identify the top 3 manual tasks your HR or Ops team handles weekly and consider automation.

4. Review Org Charts and Security Roles

Outdated org structures and over-permissioned users are a recipe for confusion and compliance issues. As part of your check-in:

  • Validate that your org chart reflects current teams and reporting relationships
  • Audit security roles to ensure users have only the access they need
  • Review dashboards and workflow visibility to align with role-based access

Security Note: Focus especially on administrative roles and data access permissions.

Wrapping Up: Plan Now, Win Later

Mid-year is an opportunity to fine-tune your system, reduce risk, and improve operational efficiency—before year-end deadlines kick in. By focusing on these areas now, you’ll free up time and resources for more strategic work in the second half of the year.

Need help implementing these best practices? Reach out to your Mosaic Consulting team to make the most of your investment with UKG.

Turning Potential into Performance: How a UKG Strategic System Review Elevates Your Workforce

There’s no denying it—UKG is one of the most powerful platforms in workforce management. But even the best systems need a fresh lens from time to time.

At Mosaic Consulting Group, we believe your UKG environment should evolve as dynamically as your business. That’s why we offer the Strategic System Review—a way to fine-tune, elevate, and unlock even more value from your UKG investment.

Because when your system is aligned with your people, your goals, and your future… everything runs better.

“Excellence isn’t built in the setup—it’s built in the evolution.”

Let’s ask the big question:

Are you getting everything out of your UKG system that it’s capable of delivering?

It’s not about starting over—it’s about moving forward with clarity. We look at what’s working, what can be enhanced, and where we can bring new efficiencies, insights, and engagement into play.

What Does a Strategic Review Actually Do?

Imagine your UKG setup as an engine with more horsepower than you’re currently using. The review reveals where you’re idling—and how to accelerate.

We analyze configuration, user experience, data flow, compliance alignment, reporting, and scalability. Then we optimize—without disruption, without overhauling, and always with your business goals front and center.

From Insight to Impact: Data That Works

UKG captures everything—from labor trends to real-time performance. But visibility only matters if it leads to action.

Our review sharpens reporting, streamlines dashboards, and equips you to turn workforce data into workforce strategy.

“When your insights are clear, your decisions get smarter—and faster.”

Compliance, Covered by Design

With evolving labor laws and regulatory changes, compliance isn’t something to manage manually.
UKG’s rule configuration and alert tools make it seamless—but only if they’re tailored to your needs.

During the review, we ensure your system is proactively aligned with current compliance standards. So your team stays protected, without the panic.

Designed for Growth—Not Just Today, But Tomorrow

Whether you’re expanding teams, integrating new business units, or shifting strategies, your UKG system should scale confidently alongside you.

We examine scalability from both a technical and process perspective—ensuring your system supports growth, rather than just catching up to it.

Elevated Experience = Elevated Engagement

One of the most underrated outcomes of a Strategic Review?
A better experience for your team.

By simplifying workflows, improving access, and optimizing self-service capabilities, we make sure UKG feels as good as it functions—for HR, for managers, and for employees.

Because an intuitive system builds trust—and trust fuels engagement.

A Smart Business Move, Not Just an IT One

A Strategic System Review isn’t about fixing what’s broken. It’s about surfacing what’s possible.

You already have a powerful platform.
We help you get more from it—more efficiency, more insight, more engagement, and more readiness for what’s next.

Let’s Elevate What UKG Can Do for You

At Mosaic Consulting Group, we know UKG inside and out. Our Strategic System Review is designed to bring your configuration, your data, and your goals into full alignment—so your technology becomes a driver of success.

Ready to take the next step? Connect with us today!

Well-Being Without the Ping: How to Actually Support Hybrid and Remote Teams

What if wellness at work wasn’t about ticking boxes—but about actually making people feel better?

In the hybrid-remote era, well-being isn’t a perk. It’s survival. Between Zoom fatigue, isolation, and the blurred lines between work and life, employees need more than a yoga reimbursement and a wellness Wednesday email. They need support that feels real.

At Mosaic Consulting Group, we help organizations go deeper. Here’s how to build a well-being strategy that resonates—with humans, not just spreadsheets.

“Are You Okay?” Is Not a Strategy

Well-being doesn’t start with a benefits package.
It starts with presence, listening, and action.

A Harvard Business Review study found that 43% of remote workers don’t feel connected to their teams. That loneliness? It doesn’t just hurt morale—it leads to burnout, higher turnover, and lower productivity.

So ask yourself: Does your team feel seen?

Wellness Isn’t One-Size-Fits-All

A 23-year-old in a city apartment.
A working parent juggling three Zoom calls and two kids.
A caregiver living in a rural town.

Each one needs something different. So why offer the same wellness benefits across the board?

Design programs with flexibility—virtual fitness, on-demand therapy, ergonomic stipends, or caregiver support. Let people choose what works.

“The best benefit you can give someone is the ability to choose how they take care of themselves.”

Make Mental Health Visible—And Normal

Meditation apps are great. But they’re not a solution for systemic burnout.

Make mental health a leadership-level conversation. Share resources, yes—but also share stories. Host mental health check-ins. Train managers to spot warning signs. Offer therapy sessions without stigma—or hoops.

Normalize the conversation, and people will speak up before it’s too late.

Burnout Isn’t a Mystery—It’s a Pattern

Burnout doesn’t show up unannounced. It builds.

Missed deadlines. Cameras off. Quiet quitting. It’s all data—and UKG can help surface it.

When you track patterns like overwork, absenteeism, or low engagement, you can intervene early. Not with a punishment—but with support.

Digital Detox Isn’t Just a Buzzword

When your office is your laptop, the “off” switch disappears. Encourage employees to unplug. Actually mean it.

Try “meeting-free Fridays.” Give a day off after big projects. Or just say: Close your laptop at 5 today. We’ve got you.

Rested teams don’t just feel better. They perform better.

Connection Is the Secret Sauce

Remote doesn’t have to mean isolated.

Launch small-group virtual coffees. Host live-streamed events. Offer team wellness challenges or peer support circles. And—this matters—include remote employees in every culture initiative.

Because people won’t care how many benefits you offer if they don’t feel like they belong.

Make Well-Being a Leadership Standard

You can’t outsource care. You model it.

When leaders take mental health days, show up authentically, and talk about their own struggles, it gives permission for everyone else to do the same.

“Culture isn’t created by policy. It’s created by behavior.”

Real Wellness Doesn’t Have to Cost More—Just Matter More

Great news? You don’t have to triple your budget.
You just have to make wellness matter.

At Mosaic Consulting Group, we help you build programs that are flexible, inclusive, data-informed, and human-centered. So your team doesn’t just survive this new era—they actually like working in it.

Ready to build a workforce that feels strong, connected, and truly supported?

Explore our HR Outsourcing Services →