Six Game-Changing Benefits of Investing in Employee Training During Onboarding

, ,

A well-designed onboarding process sets the stage for a positive employee experience and lays the foundation for long-term success. Among the key elements of a comprehensive onboarding program, robust training stands out as a vital component. While many organizations are still taking a minimal approach to training during their onboarding process, we believe that by investing in your empIoyees’ success immediately, you can yield far greater results down the line. Here’s why we suggest spending the time and effort to thoroughly build out your training program during onboarding:

  1. Ensures Compliance and Minimizes Risks:
    By familiarizing new employees with the company’s policies, procedures, and guidelines, a comprehensive training program ensures compliance from the very beginning. Employees gain a clear understanding of what is expected of them, reducing the likelihood of unintentional policy violations. This not only protects the organization from potential risks but also instills a culture of compliance and ethical behavior.
  2. Promotes Clarity and Reduces Confusion:
    New employees often face a barrage of information during their initial days on the job. A well-structured training program helps them understand their roles and responsibilities within the organization. By clarifying expectations and providing clear guidelines, training minimizes confusion, enabling new hires to focus on their tasks and contribute effectively. This clarity fosters a sense of purpose and direction from the start.
  3. Builds Confidence and Competence:
    One of the primary goals of a training program is to equip new employees with the knowledge and skills they need to perform their jobs effectively. By providing comprehensive training, organizations empower new hires to develop the necessary competencies, boosting their confidence. When employees feel competent in their roles, they are more likely to integrate into the team and work environment smoothly, contributing positively to the organization’s goals.
  4. Demonstrates Investment in Employee Development:
    A robust training program during onboarding sends a powerful message to new employees: the organization is invested in their development and growth. This commitment to employee development enhances engagement and satisfaction, as individuals feel valued and supported from day one. When employees perceive their employer’s dedication to their professional growth, they are more likely to be motivated, loyal, and committed to their work.
  5. Accelerates Learning and Contribution:
    Starting a new job can be overwhelming, with a steep learning curve for new hires. A well-structured training program significantly reduces this learning curve by providing new employees with the knowledge and skills they need to hit the ground running. By accelerating their proficiency, organizations can maximize the early contributions of new hires, leading to increased productivity and faster integration into the team.
  6. Promotes Consistency and Standardization:
    A robust training program ensures that new employees receive consistent and standardized information about the organization’s processes and practices. This promotes a unified approach to work, ensuring that everyone operates with the same understanding and adheres to established protocols. Consistency across the organization not only improves efficiency but also creates a cohesive and collaborative work environment.

Investing in a robust training program during onboarding is a strategic decision that pays dividends in the long run. By familiarizing new employees with company policies, clarifying expectations, building confidence, and demonstrating a commitment to development, organizations can enhance the employee experience significantly. Additionally, a well-structured training program reduces the learning curve, promotes consistency, and sets the stage for improved productivity and success. Prioritizing a comprehensive training program during onboarding is a win-win for both employees and organizations, setting the stage for a positive and productive future together.

If you need help developing your training program and translating it into engaging interactive content, send us a message! We can partner with you to build out your training program into UKG’s learning management system to automate the process, make it more accessible, and design lessons that actually resonate with new employees.

5 Tips for Creating an Engaging and Memorable Employee Onboarding Experience

, ,

First impressions are important, and as an employee’s first introduction to their new workplace, the onboarding process is essential for integrating new hires into the company culture and ensuring they have the necessary skills and knowledge to perform their job effectively. An engaging and memorable onboarding experience can have a significant impact on employee retention and productivity. Plus, with some studies suggesting that up to 33% of new hires quit within the first 90 days, it can be costly to get the onboarding experience wrong. To start new employees off on the right foot, we recommend the following:

  1. Start Before the First Day:
    Onboarding starts well before the first day of work. Send new hires a welcome email that includes information about their first day, what they should expect, and any materials they need to bring. Include a short video message from the hiring manager or team leader welcoming them to the team and outlining what they can expect in the coming days.
  2. Make It Personal:
    A personalized onboarding experience can go a long way in making new hires feel welcome and valued. Assign a mentor or buddy to each new hire who can answer any questions they may have and show them around the office. Consider personalizing the employee’s workstation with their name, favorite snacks, or a personalized note from their manager.
  3. Create a Comprehensive Onboarding Program:
    A comprehensive onboarding program should cover everything new hires need to know to be successful in their role. This includes the company culture, policies, procedures, and expectations. Consider breaking down the onboarding program into smaller modules or sections to make it more manageable for new hires.
  4. Encourage Interaction and Collaboration:
    Encourage new hires to interact with other team members and collaborate on projects or tasks. Consider setting up team-building activities or assigning new hires to cross-functional projects to help them get to know their colleagues and the company culture better.
  5. Provide Ongoing Support:
    Onboarding does not end after the first week or two. Provide ongoing support to new hires and check-in regularly to see how they are adjusting. Consider setting up a follow-up meeting with their mentor or team leader after the first month to discuss their progress and any areas they may need additional support.

An engaging and memorable onboarding experience is critical to employee retention and productivity. By starting before the first day, making it personal, creating a comprehensive program, encouraging interaction and collaboration, and providing ongoing support, you can create an effective onboarding experience that sets your new hires up for success. Remember, the goal of onboarding is to integrate new hires into the company culture and ensure they have the necessary skills and knowledge to perform their job effectively. With these tips, you can create a successful onboarding experience that helps your new hires feel welcome and valued.

7 Ideas to Have More Fun at Work

,

Work is often associated with stress, deadlines, and long hours. However, there are ways to incorporate fun into the workplace to create a positive work environment, which is shown to increase employee engagement and reduce turnover. As a Human Resources professional, you can play a crucial role in encouraging more fun at work for yourself and your colleagues! Here are some tips to get started:

  1. Organize a company game tournament
    Host a tournament for a popular game, such as ping pong, foosball, or video games. Encourage employees to participate and create a bracket or ranking system to keep track of the winners.
  2. Have a potluck lunch or breakfast
    Organize a potluck event where everyone brings a dish to share. This can be a great way to bring people together, try new foods, and enjoy some tasty treats.
  3. Host a “Bring Your Pet to Work” Day
    Allowing employees to bring their furry friends to work for a day can be a fun and relaxing way to reduce stress and boost morale. Be sure to set some ground rules beforehand to ensure everyone’s safety and comfort.
  4. Plan a volunteer day
    Organize a day where employees can volunteer together at a local charity or non-profit organization. This can be a great way to give back to the community, build teamwork, and create a sense of purpose and fulfillment.
  5. Host a talent show or open mic night
    Encourage employees to showcase their talents, whether it’s singing, dancing, or stand-up comedy. You can provide a stage, microphone, and other necessary equipment to create a fun and entertaining event.
  6. Provide opportunities for learning
    Organize training sessions or workshops that allow employees to learn new skills or try out new hobbies. Encourage employees to share their interests and expertise with each other. Providing opportunities for learning can help create a positive work environment, improve employee engagement, and boost productivity.
  7. Start a book club
    Encourage employees to read and discuss books together. You can select a book to read each month or quarter and set up a discussion group to talk about the themes, characters, and plot.

Remember, having fun in the workplace doesn’t have to be complicated or expensive. Simple activities like these can help to create a positive and engaging work environment that benefits everyone!

Winning the Talent Game by Prioritizing the Candidate Experience

, ,

In today’s competitive job market, companies need to prioritize the candidate experience to attract and retain top talent. The candidate experience refers to a job seeker’s overall experience throughout the hiring process, from the job search to the interview and onboarding process. Come along with us as we explore why the candidate experience is important and provide tips for improving it.

Why is the Candidate Experience Important?

Attract Top Talent
In today’s digital age, job seekers have access to a wealth of information about companies and their hiring processes. A positive candidate experience can help set your company apart from the competition and attract top talent. Job seekers are more likely to apply for a position and accept an offer from a company that provides a positive candidate experience.

Build a Strong Employer Brand
A positive candidate experience can help build a strong employer brand. Candidates who have a positive experience are more likely to share their experience with others, both in person and on social media. This can help increase brand awareness and attract future candidates.

Increase Candidate Engagement
A positive candidate experience can help increase candidate engagement. Candidates who feel engaged are more likely to respond to follow-up communication and show up to interviews. This can help speed up the hiring process and ultimately lead to better hires.

Tips for Improving the Candidate Experience

Streamline the Application Process
Make sure the application process is straightforward and easy to navigate. This includes making the job posting clear and concise, allowing candidates to apply with their resume or LinkedIn profile, and keeping the application form short and simple.

Communicate Regularly
Candidates want to be kept in the loop throughout the hiring process. This includes acknowledging receipt of their application, updating them on the status of their application, and providing feedback after interviews.

Provide a Positive Interview Experience
Make sure the interview process is positive and engaging. This includes providing candidates with clear directions to the interview location, being on time for the interview, and making the candidate feel comfortable and welcome.

Personalize the Onboarding Process
Make sure the onboarding process is personalized to the candidate’s needs. This includes providing them with clear expectations, introducing them to their team and colleagues, and providing them with the tools and resources they need to succeed.

Attracting and retaining top talent starts with an excellent hiring process. By prioritizing the candidate experience, companies can build a strong employer brand, increase candidate engagement, and ultimately lead to better hires. By streamlining the application process, communicating regularly, providing a positive interview experience, and personalizing the onboarding process, companies can create a positive and engaging candidate experience that sets them apart from the competition.

How to Support Mental Health in the Workplace

,

In the United States, mental health issues are prevalent, with one in five adults experiencing mental illness in any given year. This includes conditions such as anxiety disorders, depression, bipolar disorder, and schizophrenia. Furthermore, research has shown that employees who experience stress and burnout are more likely to suffer from depression and anxiety.

If you needed more reason to support mental health in the workplace than the employee’s overall well-being, it is reported by the World Health Organization (WHO) that depression and anxiety disorders alone cost the global economy an estimated $1 trillion per year in lost productivity.

Therefore, supporting mental health in the workplace can benefit both the individual employee and the organization as a whole. By prioritizing mental health, employers can reduce absenteeism and presenteeism, improve employee morale, and foster a more positive and productive work environment.

May is Mental Health Awareness Month, a time to raise awareness of the importance of mental health and reduce the stigma surrounding mental illness. Supporting mental health in the workplace is an excellent way to contribute to this effort. Employers can use this month to initiate mental health awareness campaigns, provide mental health resources, and promote open communication about mental health issues.

Here are some ideas to get you started:

  1. Encourage open communication: Encouraging employees to discuss their mental health concerns without fear of stigma or retribution is essential. Create a culture of open communication by regularly checking in with employees and providing them with safe spaces to discuss their mental health.
  2. Provide mental health resources: Providing mental health resources, such as Employee Assistance Programs (EAPs) or access to mental health professionals, can make a significant difference in the lives of employees struggling with mental health issues.
  3. Offer flexibility: Allowing employees flexibility in their work schedules or remote work options can help reduce stress and anxiety. Flexibility can also help employees manage their work-life balance, leading to better mental health outcomes.
  4. Promote self-care: Encouraging employees to prioritize self-care can be an effective way to support mental health in the workplace. This can include providing mental health days, offering yoga or meditation classes, or promoting healthy eating habits.
  5. Create a positive work environment: Creating a positive work environment that promotes inclusivity, diversity, and respect can also support mental health in the workplace. Employees who feel valued and supported are more likely to have better mental health outcomes.
  6. Educate employees: Educating employees on mental health issues, including symptoms, warning signs, and treatment options, can help reduce the stigma surrounding mental health and encourage early intervention.
  7. Lead by example: Leaders and managers play a crucial role in supporting mental health in the workplace. They can lead by example by prioritizing their mental health, modeling open communication, and promoting a positive work environment.

Supporting mental health in the workplace is essential for the well-being of employees and organizations. By prioritizing mental health, creating a supportive work environment, and promoting self-care and education, employers and employees can work together to support and improve mental health outcomes.

Promoting Diversity, Equity, and Inclusion (DEI) Through Remote Work

,

In recent years, remote work has become a prevalent and transformative trend in the world of work. With advancements in technology and changing attitudes toward work-life balance, remote work has gained momentum as a viable option for employees and employers alike. Alongside this trend, there is a growing recognition of the importance of Diversity, Equity, and Inclusion (DEI) in the workplace. DEI initiatives aim to create inclusive work environments that respect and value individuals’ diverse identities, backgrounds, and experiences. In this blog post, we will explore how remote work can relate to DEI and contribute to building more inclusive workplaces.

Accessibility:
One of the significant benefits of remote work in the context of DEI is increased accessibility. Remote work can break down physical barriers for individuals with disabilities, providing them with opportunities to participate in the workforce more fully. Traditional office spaces may pose challenges for individuals with mobility issues or other disabilities. However, remote work allows for flexibility in terms of the work environment, allowing employees to work from home or adapt their workspaces to accommodate their needs. This can promote inclusivity by providing equal access to employment opportunities for individuals with disabilities, fostering a diverse and inclusive workforce.

Flexibility:
Remote work offers flexibility in various aspects, including location, schedule, and work-life integration. This flexibility can benefit employees with caregiving responsibilities, particularly women who often bear a disproportionate burden of caregiving responsibilities. Remote work allows employees to have more control over their schedules, enabling them to balance their work and personal obligations more effectively. This can help promote gender equity by reducing the gender gap in caregiving responsibilities and creating a more inclusive work environment that recognizes and supports employees’ diverse needs and responsibilities outside of work.

Inclusivity:
Remote work can also contribute to creating a more inclusive work environment by breaking down geographical barriers. Traditional office-based employment may limit opportunities for individuals in remote or underserved areas to access employment opportunities. However, remote work allows companies to tap into talent from diverse locations and backgrounds, providing opportunities to underrepresented groups who may face barriers to traditional office-based employment. This can promote diversity by offering opportunities to individuals from underrepresented communities, fostering inclusivity in the workforce.

Work-Life Balance:
Work-life balance is crucial for the well-being of employees. Remote work can provide employees with the flexibility to manage their work and personal responsibilities, which can reduce burnout, promote mental health, and contribute to a more inclusive work environment. Employees who have control over their work schedule and location can better manage their personal and professional commitments, resulting in increased job satisfaction and retention rates. Remote work can support employees from diverse backgrounds in achieving a healthy work-life balance, promoting inclusivity in the workplace.

Employee Engagement:
Employees who have autonomy over their work environment, schedule, and productivity may experience increased job satisfaction and engagement. Remote work allows employees to have more control over their work style and preferences, resulting in a sense of ownership and empowerment. This can benefit employees from diverse backgrounds by creating a more inclusive work environment that respects and values their unique needs and preferences, leading to higher employee engagement levels.

Remote work has the potential to be a powerful tool in promoting DEI in the workplace. Through increased accessibility, flexibility, inclusivity, work-life balance, and employee engagement, remote work can contribute to creating more inclusive work environments where individuals from diverse backgrounds feel welcome. Organizations can harness the benefits of remote work to promote DEI by fostering a culture that values diversity, providing equal access to remote work opportunities, and accommodating diverse needs and preferences. By recognizing and leveraging the potential of remote work in the context of DEI, we can create more inclusive, equitable, and diverse work environments where everyone has the opportunity to thrive!

Mosaic Consulting Group Receives 2021 UKG Innovator of the Year Partner Award

,

Mosaic Consulting Group won the 2021 UKG Innovator of the Year – HCM Services Partner Award as a Certified UKG Partner. This award marks the fourth year in which Mosaic has received a Partner Award, most recently receiving The Partner Collaboration Award in 2020.

Mosaic has a lot to celebrate in 2021, a year where we have increased our focus on our client experience, our team experience and our close partnership with UKG. According to UKG this innovation award went to the UKG Certified partner who showed innovation in technology and in strategy. Mosaic’s application for the award mentioned a recent project completed by our team of UKG Technical experts for one of our long-term clients. The client team was seeking a way to pull data out of their UKG Pro system and write it into their Data Lake. The client wanted to marry data out of UKG Pro with data from other systems to provide visibility to their executive team. This allowed them to make fully educated decisions, build a strategy, and continue to move their business forward. The uniqueness of the request came in the form of the type of data the client wanted to extract from UKG Pro – any and all of it. The Mosaic team got to work and built an automated process that leverages API calls to retrieve Cognos BI Report XML data and subsequently transform this data into SQL objects that are then stored in the client’s Data Lake for downstream use. This flexibility allows for a highly optimized process, providing quick access to information and allows the visibility that the client’s executive team can then use to conduct their holistic strategic planning.

Vicki Hill, CEO says “This is just one example of how we make a difference for our clients and build confidence in their UKG products. I know that each of our team members have a similar story where they’ve guided, anticipated, and exceeded our client’s expectations. I’m so proud of our entire team and our accomplishments.”

Now More Than Ever, We Need to Focus on Our Team

,

Employee retention has become the newest topic of serious discussion and scrutiny in boardrooms (or zoom calls) across the country. Companies are asking HR teams to focus on ways to combat the current labor shortage and prepare for what is being called the “Great Resignation”. HR Professionals are left with the difficult tasks of not only finding new employees quickly, but also finding new ways to keep them on staff. I believe that the secret to this, is a true focus on your team.

Throughout the years, Mosaic has published multiple articles on how important the employee experience is for businesses. From building a culture by design, to amplifying the employee voice, Mosaic has always emphasized listening to your team and caring about them on a human to human level. For many companies, including Mosaic, the COVID-19 pandemic held up a magnifying glass to employee experience efforts. In August of this year we heard back from our team, burnout had made its way across our organization and was affecting our team’s lives and their ability to provide the exceptional client service we strive towards.

I knew that we needed to find a short-term way to reduce burnout and, more importantly, a long-term strategy to keep our focus on our team members front of mind; especially for me and my executive team as we made business decisions. As a short-term solution, we held our first ever companywide mental health day of rest. We then began to work on a strategic solution to focus on our team, provide a great employee experience and recruit and retain top talent. This is a big task, and I know it will take us time to establish a strategy that solves the challenge at the source, but it’s important to start building one today. As we covered during our recent webinar and article on using technology to manage the labor shortage, the global pandemic has given employees a clearer understanding of what they want out of their jobs, and what types of careers they want to pursue in the long run. This means that to retain, recruit and engage the top talent we want on our team, we need to be the type of place they want to be a part of.

Now more than ever, we need to focus on our team and give them a workplace where they can bring their whole selves to work, a place where they can learn, grow, and make a positive impact on our client’s lives. I want Mosaic to be a place where team members want to be and feel inspired. This led me to the decision to promote Krystyn Sadler, our Vice President of People and Culture Warrior to President of Mosaic Consulting Group. As a strong HR leader Krystyn has proven to relate to and connect with our team as well as our clients. She understands the business and the importance of employee engagement for our success. I am so proud of Krystyn and her new role. Krystyn has been dedicated to our team’s culture and engagement since day one, over four years ago. In Krystyn’s own words: “I believe that a focus on our team, their experience and well-being, results in a better experience and better results for our clients” We cannot wait to see how Krystyn continues to be an agent of positive change and growth for Mosaic. As President, Krystyn will work closely with our team ensuring our day-to-day initiatives are running smoothly and keeping the team experience, which is so near to her heart, top of mind. This will allow me, as CEO, to focus on strategic initiatives to continue moving our business forward.

Mosaic has already benefitted from this decision and focus on the employee experience. In the month since we announced our company wide mental health day of rest, we’ve had an overwhelmingly positive response from employees and clients alike. The silver lining to these difficult times is the potential for a more empathetic world and this empathy should stretch out to our teams, clients and entire networks. I am excited to partner with Krystyn to make sure that we continue to grow Mosaic as a best place to work and a rapidly growing company with a strong focus on team experience. I invite other business owners to do the same.

Mosaic Consulting Group Introduces Companywide Mental Heath Day of Rest

,

Dear Reader,

Every year the entire Mosaic team gathers in Nashville for a three-day company meeting meant to be a time for our team to learn new skills, grow and spend time with each other. I look forward to this meeting every year. As a company, 2021’s meeting has a special meaning to us because it is the 10th anniversary of our founding and because we had to cancel the event in 2020. With the current situation as is, the Mosaic executive team was faced with a difficult decision.

This year, our meeting was scheduled to take place from August 31st to September 2nd . Our team had the option to attend online or in-person due to COVID-19 conditions. As the date approached, leaders in our organization brought forth some concerns they heard from our team members. At Mosaic, we pride ourselves in listening to our team, so three weeks before the event we sent out a company-wide survey to offer our team the opportunity to tell us, directly, what they were feeling. The results did reveal some concerns among our team about the health and safety of the event. The survey also revealed an underlying burnout and anxiety that the team had been experiencing the past few months.

Trying to navigate a pandemic, new or different working conditions and caregiving, in addition to global unrest across the world would exhaust anyone, our team is no exception. With this in mind, my executive team and I went to work looking into ways to combat burnout and increase our long-term focus on mental health and the overall health of our people.

Our first initiative was to postpone our in-person meeting to next year and move this year’s meeting to be a fully-online 1-day event. Our second initiative is to implement a companywide, Mental Health Day of Rest, which will take place this coming Friday, September 3rd.

We understand that this is just the beginning, and my team and I will continue to find ways to combat burnout on a year-round basis. Our hope in these decisions is that they will help prioritize mental health for our employees and empower them to ultimately bring their best selves to work. We believe that a focus on our team results in a stronger focus and better results for our clients. To our clients, thank you for understanding and partnering with Mosaic in this decision. To our employees, thank you for working hard every single day to make Mosaic a better place.

Mosaic Consulting Group Appears on the Inc. 5000, for the 4th Consecutive Year

,

NEW YORK, August 17, 2021 – Inc. magazine today revealed that Mosaic Consulting Group is No. 4,872

on its annual Inc. 5000 list, the most prestigious ranking of the nation’s fastest-growing private companies. The list represents a unique look at the most successful companies within the American economy’s most dynamic segment—its independent small businesses. Intuit, Zappos, Under Armour, Microsoft, Patagonia, and many other well-known names gained their first national exposure as honorees on the Inc. 5000.

“We are so excited to be on the Inc. 5000 list of fastest growing companies for the 4th year in a row. This achievement is especially meaningful with the difficulties of 2020, and I am just so proud of the Mosaic team, their hard work and perseverance has really paid off.” Says Vicki Hill, founder, and CEO of Mosaic Consulting Group.

Not only have the companies on the 2021 Inc. 5000 been very competitive within their markets, but this year’s list also proved especially resilient and flexible given 2020’s unprecedented challenges. Among the 5,000, the average median three-year growth rate soared to 543 percent, and median revenue reached $11.1 million. Together, those companies added more than 610,000 jobs over the past three years.

“The 2021 Inc. 5000 list feels like one of the most important rosters of companies ever compiled,” says Scott Omelianuk, editor-in-chief of Inc. “Building one of the fastest-growing companies in America in any year is a remarkable achievement. Building one in the crisis we’ve lived through is just plain amazing. This kind of accomplishment comes with hard work, smart pivots, great leadership, and the help of a whole lot of people.”

More about Inc. and the Inc. 5000

Methodology

Companies on the 2021 Inc. 5000 are ranked according to percentage revenue growth from 2017 to 2020. To qualify, companies must have been founded and generating revenue by March 31, 2017. They must be U.S.-based, privately held, for-profit, and independent—not subsidiaries or divisions of other companies—as of December 31, 2020. (Since then, some on the list may have gone public or been acquired.) The minimum revenue required for 2017 is $100,000; the minimum for 2020 is $2 million. As always, Inc. reserves the right to decline applicants for subjective reasons. Growth rates used to determine company rankings were calculated to three decimal places. There was one tie on this year’s Inc. 5000.  Companies on the Inc. 500 are featured in Inc.’s September issue. They represent the top tier of the Inc. 5000, which can be found at http://www.inc.com/inc5000.