5 Tips for Creating an Engaging and Memorable Employee Onboarding Experience

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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

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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

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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

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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

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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!

The Revolution of Human Resources: The Role of AI in Transforming HR

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Human Resources (HR) is a critical function in any organization, responsible for managing the most valuable asset – people. Over the years, HR has evolved from being merely an administrative function to a strategic partner that aligns with an organization’s goals and helps drive business success. And one of the key drivers of this evolution is the integration of Artificial Intelligence (AI) into HR processes. AI is transforming the landscape of HR, revolutionizing how organizations manage their workforce, and unlocking new possibilities for optimizing talent management.

AI is a branch of computer science that enables machines to mimic human intelligence and perform tasks that typically require human intelligence, such as problem-solving, decision-making, and learning. In the HR realm, AI is being leveraged to streamline and automate processes, make data-driven decisions, and enhance employee experience, resulting in improved efficiency, productivity, and overall organizational performance.

Recruitment and Talent Acquisition
Recruitment and talent acquisition are critical HR functions that consume significant time and resources. AI has transformed this process by automating various aspects of recruitment, such as resume screening, candidate shortlisting, and interview scheduling. AI-powered algorithms can analyze resumes and job applications, identify qualified candidates based on predefined criteria, and shortlist the most suitable candidates for further consideration. AI can also analyze data from various sources, such as social media, to gain insights into a candidate’s skills, experience, and cultural fit with the organization.

Moreover, AI has also facilitated the use of chatbots and virtual assistants to enhance candidate engagement and provide personalized experiences. Chatbots can handle routine inquiries, provide information about job openings, and guide candidates through the application process, saving HR professionals valuable time and effort.

Employee Onboarding and Engagement
AI has also played a significant role in improving employee onboarding and engagement. AI-powered platforms can provide personalized onboarding experiences to new hires, ensuring they receive the necessary training and resources to quickly become productive in their roles. AI can also facilitate continuous learning and development by recommending relevant training programs and resources based on an employee’s job role, interests, and performance.

AI has also enabled organizations to monitor employee engagement levels through sentiment analysis and feedback analysis. AI algorithms can analyze data from employee surveys, feedback forms, and social media to gauge employee satisfaction, identify areas of concern, and recommend interventions to enhance employee engagement and retention.

Performance Management and Predictive Analytics
Performance management is a critical HR process that involves setting goals, providing feedback, and evaluating employee performance. AI has revolutionized performance management by enabling real-time monitoring of employee performance, providing feedback based on data-driven insights, and facilitating continuous performance improvement.

AI-powered performance management tools can analyze data from various sources, such as employee performance metrics, feedback from peers and managers, and customer feedback, to generate insights and recommendations. These insights can help organizations identify high-potential employees, address performance gaps, and align individual performance with organizational goals.

Furthermore, AI has also enabled predictive analytics in HR, allowing organizations to make data-driven decisions about workforce planning, succession planning, and talent retention. AI algorithms can analyze historical data, such as employee turnover, performance, and engagement, to identify patterns and trends and provide insights for strategic workforce planning.

Ethical Considerations and Challenges
While AI has transformed HR processes and improved organizational performance, there are ethical considerations and challenges that need to be addressed. Some of the key ethical considerations include ensuring fairness, transparency, and bias-free decision-making in AI algorithms. Bias in AI algorithms can result in discriminatory practices, such as biased hiring decisions, and can perpetuate existing inequalities in the workplace.

Organizations need to be mindful of the ethical implications of using AI in HR processes and take steps to mitigate bias and ensure transparency. This includes regular auditing and monitoring of AI algorithms, training data that is diverse and representative, and employing techniques like explainable AI, where the decision-making process of AI algorithms can be understood and explained. Additionally, organizations should also ensure that employees are aware of the use of AI in HR processes and have mechanisms in place to address any concerns or grievances.

Another challenge of integrating AI in HR is the potential for job displacement. As AI automates certain HR tasks, there may be concerns about job loss for HR professionals. However, organizations can proactively address this by reskilling and upskilling HR staff to adapt to the changing landscape and focus on higher-value tasks that require human expertise, such as strategic planning, employee relations, and ethical decision-making.

The Future of HR with AI
The role of AI in HR is continuously evolving, and the future holds immense potential. As technology advances, we can expect further integration of AI in HR processes, leading to even more efficient and data-driven HR practices. Here are some potential areas where AI can shape the future of HR:

Employee Experience: AI can personalize employee experiences by leveraging data to provide tailored learning and development opportunities, personalized feedback, and customized benefits packages.

Employee Well-being: AI can help organizations monitor and improve employee well-being by analyzing data on health and wellness, and providing recommendations for promoting employee wellness programs.

Talent Analytics: AI can enable organizations to make data-driven decisions about talent acquisition, development, and retention by analyzing large amounts of data and providing insights and recommendations for strategic workforce planning.

Employee Relations: AI can assist in employee relations by analyzing employee sentiment and feedback data to identify areas of concern, predict employee turnover risk, and provide recommendations for improving employee relations and engagement.

Diversity and Inclusion: AI can help organizations address diversity and inclusion challenges by analyzing data for bias and discrimination, and providing insights and recommendations for creating inclusive and diverse workplaces.

Conclusion
AI is revolutionizing HR by automating processes, providing data-driven insights, and enhancing employee experiences. It is helping HR professionals become strategic partners in driving organizational success by leveraging the power of data and technology. However, it is crucial to address ethical considerations, ensure transparency, and proactively manage the potential impact on the workforce. The future of HR with AI holds immense potential, and organizations that embrace this technology will be better positioned to thrive in the ever-evolving world of work. With responsible and ethical use, AI has the potential to transform HR and create a more efficient, data-driven, and employee-centric approach to talent management.

What Is Managed Payroll and Why Should My Company Consider It?

Managing payroll is a complex and time-consuming process for any business. For organizations that employ a large number of workers, the task of managing payroll can be daunting. That’s where Mosaic Consulting Group comes in with its managed payroll services. In this article, we’ll take a closer look at what managed payroll services are and how Mosaic can help UKG clients streamline their payroll processes.

Managed payroll services are a type of outsourcing that involves contracting a third-party provider to handle the payroll process for a company. When you utilize Mosaic for this service, we process your payroll for you in the UKG system, which includes streamlining and automating processes and ensuring that all payroll-related regulations and laws are adhered to.

This service allows you to focus on your core business functions while we handle the complexities of payroll processing, meaning you can rest assured that your payroll is handled accurately and efficiently.

Payroll processing is a core function in UKG, and the system is designed to handle complex payroll calculations, including taxes, deductions, and benefits. The system is also designed to be flexible and customizable, allowing clients to set up their payroll processes to suit their specific needs.

One of the key benefits of Mosaic’s managed payroll services is that it reduces the workload for clients’ HR and payroll staff. With Mosaic handling the payroll process, clients can free up their HR and payroll staff to focus on other important tasks, such as employee development and recruitment. This, in turn, can help clients improve employee engagement and retention.

Another benefit of Mosaic’s managed payroll services is that it can help clients reduce costs. By outsourcing payroll processing to us, clients can avoid the costs of hiring additional staff or investing in expensive payroll software.

With several certified payroll experts on staff, Mosaic is a trusted partner for UKG clients looking to simplify their payroll processes. We know the ends and outs of the system and can ensure that your people are paid on time and correctly every pay period. Connect with us to discuss partnering for your payroll needs.

UKG Pro Open Enrollment Packages – Now Available

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With year end fast approaching, it’s time to begin proactively planning for your annual open enrollment process to ensure you are prepared for a smooth session.

Open enrollment can be difficult to navigate for seasoned HR professionals and employees alike. During this stressful time, frustrations are bound to arise related to new benefit options and rates, vendor communications, internal presentation and communication preparation, and enrollment setup and configuration within UKG Pro. Managing every detail required for a successful open enrollment period can quickly become overwhelming and takes critical time away from HR staff to answer employee questions or work on big picture projects.

The good news: it doesn’t have to be this way! Mosaic’s new Open Enrollment Support Package is designed to drastically reduce common open enrollment pain points and improve the employee experience during busy year end. Our team of talented experts are available and ready to help you tackle one of the most challenging projects of the year. We combine industry standards with UKG guides to offer best practice solutions during a demanding season in your organization.

When you partner with Mosaic to streamline your open enrollment process, your team will be provided with a dedicated resource to assist with benefit configuration and will have access to the entire Mosaic team of UKG Pro experts as needed.

From the start of our open enrollment partnership, we will ensure you are set up for success. Your consultant will start by evaluating your current procedures and gathering input on your specialized requirements. From there, we will take charge of the UKG Pro open enrollment session from initialization to close, taking time to go through comprehensive checklists to ensure setup and configuration are to your specifications.

We will then update benefit group codes and rates in UKG Pro based on the plan documents you have confirmed with your benefits vendors. Once setup checklists have been completed and vendor rates have been updated, we will work with you to test the session prior to go live for the annual enrollment process.

Human Resource professionals spend months preparing for Benefit Open Enrollment. Employee benefits are more important than ever as a competitive advantage in recruitment and a crucial piece of organizations’ retention strategy. OE is a season that makes a difference to your people!

Planning early and enlisting expert support are critical to ensuring a smooth and streamlined open enrollment process. We are here to make you successful!

Our Open Enrollment Support packages are limited, so act fast by contacting us today to learn more about how we can work together to tackle open enrollment with minimal stress and increased team productivity.

When is a Corrected W-2 Necessary?

What is a W-2C?

The short answer: A W-2C is a corrected version of the W-2 form. As simple as that! (not really…)

Most employees will never see a W-2C, but they are needed occasionally. With so much change in 2020 and 2021, let’s explore when they are needed, the information you enter in UKG Pro that will trigger a W-2C, what you need to successfully complete any prior year adjustments, and how to report those changes.

What does a W-2C look like?

Since the purpose of a W-2C form is to correct the information on the W-2 form, other than the employee’s identifying information, the only data on the form will be that which is corrected. For example, if you correct an employee’s State Taxable earnings, the form will show the “old” data and the corrected information for State Taxable earnings, but no other data will be there.

What DOES trigger a W-2C?

  1. Name changes – Even something as simple as adding a middle initial
  2. Address changes – Whether or not the change impacts the employee’s taxable wages
  3. SSN corrections
  4. Changes to YTD taxable wages OR taxes withheld

While these will all trigger creation of a W-2C, only the last two will require you to do anything about it.

What DOESN’T trigger a W-2C?

Year End 2020 and 2021 were definitely… unprecedented. It’s worth taking a minute to consider what changes or events do NOT trigger the need for a W-2C:

  1. Catch-up pay cycles – If, for any reason, employees missed pay and your organization needs to run a catch-up pay cycle for wages owed in 2021 (if the catchup pay was completed in 2022) those wages are 2022 wages, and this does not require a W-2C.
  2. Employer address change – If a company’s (or component company) address changes this will not trigger a W-2C for following year.
  3. Payroll adjustments – Payroll adjustments that do not change taxable wages or taxes withheld will not trigger a W-2C
  • For Example: Moving wages from one earning code to another without changing taxes

As a Payroll Manager, what kind of issues should I be preparing for?

Between when your employees access their W-2 forms and April 15, you will receive phone calls from team members who want changes made to their W-2s. Not every request should be made, nor will it trigger a W-2C, but the most common ones that will require some action on your part are:

  1. The employee moved mid-year, but taxes were not adjusted.
  2. State or local wages were not reported in error, either because the location is set up incorrectly, or the employee was marked “exempt” or “block” in error.
  3. You’ve already made Prior Year adjustments, but they were made after the W-2s were printed.

What do I need to get started with this process?

  1. With all the changes you need to make for your entire organization, you don’t want to make these changes in small batches. We recommend holding all requested changes until late March to be sure that most, if not all, changes can be made at once.
  2. Do not try to squeeze these fixes into spare moments throughout a busy week. Block time in your day to dedicate solely to making these changes.
  3. For each problem you have, you’ll need to know the date the problem started (for example, the first pay date in the new location), and if it was fixed, the date it was fixed.
  4. Summary Payroll Register for the period(s) needing the corrections.
  5. A communication plan. Employees should know that a W-2C is coming their way. They should know when the form is expected and what it covers so they can plan accordingly.
  6. Run reports before you make any changes and again after you have finished.
  • Examples include:
    • Tax Liability Grand Total – You want this for the entire prior year, and for the 4th quarter of the prior year (this is where all changes will post).
    • Wage Detail and W-2 Detail for each employee for the full year.

So, what’s the actual process I need to follow?

  1. For those cases where an employee’s location was changed late, you can use a Managed Adjustment to “shift” the wages to the correct state. Any over or under-withheld taxes will be moved to a 0NET ADJ code automatically, and then can be refunded to or collected from the employee using that same code.
  2. If the employee’s location wasn’t changed, you will need to do Standard Adjustments. First, reverse all the impacted checks in the Payroll Gateway. To keep it simple, if there is one check in the middle of the pile that isn’t impacted, reverse that one too. Reversals and adjustments made to the Prior Year will always post to a system created Supplemental Per Control.
  3. Enter your adjustments. You don’t need one adjustment for each check. Best practice is one adjustment for each quarter. You need to make sure that your net pay remains unchanged, so any over-withheld taxes should either be applied to the employee’s Federal Taxes or placed in the 0NET ADJ deduction for repayment later.
  4. After posting your adjustments, notify UKG of the changes via the Notify button.
  5. Once your adjustments are posted, run Tax Recon for the 4th quarter of the prior year. You can run this just for the employees who have had corrections made. Also re-run all the reports that you ran before starting this process and compare them to the “before” reports to verify that the appropriate changes occurred.
  6. Generate your W-2C forms in UKG Pro.
  7. If UKG is your Tax Processor, they will file the needed adjustments with the various taxing authorities. If you use another company for tax filing (or if they are done internally), follow those processes for reporting adjustments.

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

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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.