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By now you might have a huge wish list of things you'd like to implement this year.&nbsp;Or you might just have a few key initiatives that will help move you forward and build engagement. We're now going to look at how you can turn these into ACTION!
&nbsp;
<h3>Make engagement your priority</h3>
We've seen plenty of engagement plans created and discarded when "the day job" gets in the way. But the "day job" gets so much easier if you have a motivated, empowered engaged team all pulling in the right direction. So don't put this off, make your engagement plan a priority.&nbsp;
&nbsp;
<h3>Include everyone</h3>
In week one we discussed that employee engagement needs to be everywhere in your business and run through everything you do. So if you have gaps in engagement you'd like to close, it can't just be a handful of people who are making this happen and it especially can't just be one leader / HR Manager.
Share your vision with everyone and make sure your managers and leaders are sharing . Make it clear you'll be measuring their success on employee engagement with a particular focus on what you're expecting from them.
&nbsp;
<h3>Assemble your team&nbsp;</h3>
As a leader, your vision and your mindset are vital to making this spread BUT let your employees be involved in the process. You need to assemble a team of people who can tell you what is important, what's going to make a difference and help you make it happen.
The key players you need in this team include:
<ul>
<li>The 'highly engaged' -&nbsp;the ones who love your business, love working there and can cheerlead for you</li>
<li>The 'disengaged' -&nbsp;the ones who are vocally disengaged and will give you the feedback you might not want to hear</li>
<li>The 'influencers' -&nbsp;those people who get things done and have great networks</li>
<li>The 'quiet ones' -&nbsp;use this opportunity to engage those who aren't as ready to share their opinion.</li>
</ul>
&nbsp;
You now have a team who are going to help you improve engagement. They are there to share your ideas and observations from the previous weeks bring their own contributions. You can identify priorities, actions, timeframes and review periods. This is where you breath life into your action and plan and set about making it happen.&nbsp;&nbsp;
Get some quick wins in first, to gain traction and success. Identify what you can do that will visibly demonstrate something has changed.
&nbsp;
<h3>If you get stuck&nbsp;</h3>
From time to time you will encounter roadblocks, but if addressed quickly, they can be overcome. If you can't, you need to explain why. Demonstrate that you've heard it, considered it and explain what you can do / have done / can't do. Use it as an opportunity to build trust and transparency.&nbsp;
Ignoring things that you can&rsquo;t do anything about will undermine your efforts. If you&rsquo;ve taken time to listen to your team and asked for their contribution, ignoring their feedback can undo your good intentions.&nbsp;
&nbsp;
<h3>Leading your team</h3>
In leading this team of change agents, you can use the principles of the engagement model to drive further engagement.
These include;
<ul>
<li>Creating clear direction and leading by example</li>
<li>Allowing people to be heard and making it easy for them to contribute</li>
<li>Delivering inspirational leadership to bring out the best in them creating an environment where they can succeed</li>
<li>Recognising (and rewarding if appropriate) achievements and success</li>
<li>Providing challenges that stretch personal development</li>
<li>Share success so your team become real ambassadors for your business</li>
<li>Create a safe environment where they can share their opinions, concerns and ideas</li>
<li>Listen to what they need to support them and go make it happen</li>
</ul>
&nbsp;
Need some help creating your engagement plan, getting your team behind it, or making it happen? Ten Space can help <a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a>.

5 Steps to a Highly Engaged Team - Part 4

In weeks 1 and 2, I encouraged you to give some thought to the following things;
<h4>Week 1:</h4>
<ul>
<li>Your business goals for 2021</li>
<li>What you need from your team in order to achieve these goals</li>
</ul>
&nbsp;
<h4>Week 2:</h4>
<ul>
<li>How well connected are you to your team? (Start an engagement plan by adding things from checklist)</li>
<li>How can you be a better leader? What can you improve about your business and yourself?&nbsp;(Continue building your engagement plan)</li>
</ul>
&nbsp;
This week we're looking at the second half of the Ten Space engagement framework - Fulfilment and Wellbeing. This is where engagement gets really personal. Let's take a look at what each of these mean for your employees and your business.
&nbsp;
<h3>Fulfilment</h3>
Fulfilment is all about answering the employee's question "what's in it for me". It's about how well their role meets their personal and professional needs. This pillar recognises that the employment relationship is a two-way street and that employees are looking for much more than just a salary in return for their time and dedication.
Here's some of the questions to ask yourself in this area:
<ul>
<li>Do the rewards I offer the team, match the contribution they make? Are they fair and motivating?</li>
<li>Are rewards aligned to the right outcomes? Are they driving the right behaviours?</li>
<li>How much focus do you place on personal and career engagement? Are people able to grow in your business? Is this a priority?&nbsp;</li>
<li>Do you design roles and take an approach that allows work to compliment your team's lives? Are you thinking about flexible working? Part time roles? Remote working?</li>
<li>What would your teams say if you asked them if they felt challenged in their roles? Too much? Too little? Just enough? Is the work interesting for them?</li>
<li>Are they proud of the work that they do?</li>
</ul>
&nbsp;
Task 4: Reflecting on the list above, is it a two-way street in your business?&nbsp;What else could you be doing? Add them to your notes from the week one exercise. Your engagement plan is starting to take shape!
&nbsp;
<h3>Wellbeing</h3>
Wellbeing is about whether employees feeling safe, secure and supported in their role. It can be both emotionally and physically. Employees will struggle to be engaged if they are worried that their job isn't safe; they are going through a difficult time and haven't got the support that they need, or they can't be truly authentic whilst at work.
Here's some of the questions to ask yourself in this area:
<ul>
<li>Do my teams feel safe and secure in their roles? Are they worried about their position or their future in the business?</li>
<li>Are there good support mechanisms in place if employees need it? Do policies and practices "do the right thing"? Do leaders know what support tools are available to them and are able to use them effectively?</li>
<li>How diverse is your team? Are you proud of the diversity in your team? Have you got more work to do here?</li>
<li>How inclusive is your business? Have you got more work to do here?</li>
<li>Are your employees able to be authentic and truly themselves at work?</li>
<li>Is there more you can be doing to support employee's emotional, physical and financial wellbeing?&nbsp;</li>
</ul>
Task 5: Reflecting on the list above, do you provide a safe and secure place for your workforce?&nbsp;What else could you be doing?
&nbsp;
<h3>Identifying solutions</h3>
If you've identified some gaps, you can work on solutions by thinking about the following things:
<ul>
<li>What feedback have my team given me that has indicated what solutions, improvements or changes they'd like to see?</li>
<li>Who can I ask / how can I ask them to know where I can make an impact?</li>
<li>Do I know people or businesses who are doing this well that I can get ideas from?</li>
<li>Do I need some expertise to help me?</li>
</ul>
&nbsp;
If anything in here has struck a cord and you'd like to create your plan with the support of Ten Space, you can contact <a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a>

5 Steps to a Highly Engaged Team - Part 3

In last weeks blog, I encouraged you to give some thought to two things;
<ol>
<li>Your business goals for 2021</li>
<li>What you need from your team in order to achieve these goals</li>
</ol>
You can find it&nbsp;<a style="background-color: transparent; color: rgb(219, 62, 98);" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team" target="_blank" rel="noopener noreferrer">here</a> if you want to recap.
Hopefully you've had time to reflect and give some thought to this.
This week we're going to be looking at two critical pillars of Employee Engagement - Connection and Leadership. Each pillar offers the ability to help you achieve your goals by building a highly engaged team for the future.
&nbsp;
<h3>Connection</h3>
Connection is about aligning your employees to your business and it's goals. It's about having a sense of purpose (like a mission or vision) and ensuring your people are bought into it. It's about two way communication with employees having a voice and being able to contribute to the business's future. On a practical level it's also about being informed and updated.&nbsp;
If your people understand the part they play in the future of the company they can make a great contribution!
Thinking about your own business;
<ul>
<li>Do you have a mission or vision that's clear and meaningful?</li>
<li>Do your team know what it is and know how they can contribute?</li>
<li>Do you have company values and are they brought to life in your business?</li>
<li>Are your people processes well aligned to this? For example, do you recruit with your mission in mind?</li>
<li>Do you have a mechanism by which your team can give feedback / ideas / ask questions / contribute? Do you allow your employees to influence what happens in your business?</li>
<li>How good is your communication about what's happening in your business? Are your team well informed and updated? Is it engaging? Topical? In the moment?</li>
</ul>
Task 2: What are you not doing from the above list?&nbsp;Add them to your notes from the week one exercise. Your engagement plan is starting to take shape!
&nbsp;
<h3>Leadership</h3>
The saying goes that people join a business and leave a manager. We've found this to be very true. Without great leadership, you are always filling a leaky bucket when it comes to employee engagement.
Leadership is about how confident employees feel about their leaders and managers, how inspired they are by them, how much trust there is there and what the relationship is like.
Thinking about your own business;
<ul>
<li>Do the leaders in your business bring out the best in your teams?</li>
<li>Have you got a high performing team? If not, are you working towards it?</li>
<li>Are your teams well recognised by leaders? Does it inspire your teams to do more?</li>
<li>Do your leaders create great working environments for their teams? Are they good at bringing teams together and build their strengths?</li>
<li>Is poor performance well managed? Is there a sense of fairness in your business?</li>
<li>Is trust high amongst your leaders and their teams?</li>
</ul>
Thinking about yourself;
<ul>
<li>What kind of leader are you?</li>
<li>Where do your strengths lie</li>
<li>What are your weaknesses?</li>
<li>Where do you need to focus personally?</li>
</ul>
Task 3: Reflecting on this list above, what can you improve about your business and yourself.&nbsp;Add them to your notes from the week one exercise. Your engagement plan is starting to take shape!
&nbsp;
<h3>Identifying solutions</h3>
If you've identified some gaps, you can work on solutions by thinking about the following things:
<ul>
<li>What feedback have my team given me that has indicated what solutions, improvements or changes they'd like to see?</li>
<li>Who can I ask / how can I ask them to know where I can make an impact?</li>
<li>Do I know people or businesses who are doing this well that I can get ideas from?</li>
<li>Do I need some expertise to help me?</li>
</ul>
&nbsp;
If anything in here has struck a cord and you'd like to create your plan with the support of Ten Space, you can contact <a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a>

5 Steps to a Highly Engaged Team - Part 2

Taking the time to plan in January is an excellent way to make sure you don't drift as the year goes on.
I'm going to assume a few things first...
&nbsp;
1. You had a great Christmas break
2. You took some real time off from work
3. You rested or had a good change in pace (because as they say, a change is as good as a rest)
&nbsp;
If not please do consider a break first, because starting a year burnt out from last year is never a good idea!
Like me, you're probably wondering what the year has in store. Could it be a record year of revenue growth? Maybe you're launching a new product? Maybe you're going for investment? Or could it be the year that you sell your business and cash out?
I don't want to curse any of your plans at this early stage, but how did 2020 feel when you left it behind? Maybe some people handed their notice in and left at the end of last year. Maybe you're going to walk back in to a flurry of people handing their notice in. Or, maybe the mood became quite low at the end of last year and you know it's going to be a challenge to raise spirits and re-engage your team?
One thing is for sure, if you've got huge ambitions for 2021 you're going to need a rock solid team that's firing on all cylinders to help you get there.
&nbsp;
Here at Ten Space, we've thought about this for you. We've put together a 5 week plan to help you put your team first in helping you to achieve your goals.
&nbsp;
<h4>Over the next 5 weeks we'll cover;</h4>
Week 1 - How will a more engaged team help you achieve more?
Week 2 - Engagement Pillars - Connection &amp; Leadership
Week 3 - Engagement Pillars - Fulfilment &amp; Wellbeing
Week 4 - Turning your plan into action
Week 5 - Measuring success
If you lose track of our posts at any time, you can find all our blogs on www.spacehr.co.uk.
&nbsp;
<h3>STEP 1 - How will a more engaged team help you achieve more?</h3>
Employee engagement touches everything you do in your business. It's in the colour of the walls, it's in the type of coffee you provide, it's in each payslip and every word that comes out of your mouth.
It isn't a project, an initiative, or a short term fix. Great employee engagement doesn't have a deadline and it's never finished or completed. High engagement today doesn't guarantee you high engagement tomorrow. You need to work at it every day and in every corner of your business.
&nbsp;
<h4>Your Engagement Bank</h4>
Think of employee engagement as a bank account. You opened it on day one of your business and since then you've been adding to the balance. The currency in your account has a value and it can help buy the business great things such as increased revenue, higher profitability, better talent, higher employee retention and increased creativity.
Every day in your business you are making deposits or withdrawals from your account. Making more deposits increases the level of employee engagement you have and gives you the opportunity to buy more. Similarly, you'll naturally make withdrawals. These are unavoidable as an employer, but they matter less if the balance in your account is kept high. You simply need to put more in than you take out.
&nbsp;
<h4>Your 2021 Goals</h4>
Most businesses start the year setting out goals they'd like to achieve. There might be some specific goals such as entering new markets, building new products, offering new services or smashing higher sales targets. Whatever they are, it's likely that some withdrawals will need to be made from The Engagement Bank along the way to meet these goals.
Some examples could include;
&bull; Goal 1: Work with bigger clients - So requiring your team to up-skill
&bull; Goal 2: Ensure profitability - So communicating that pay-rises might not happen this year
&bull; Goal 3: Increase revenue - So sales targets need be increased
&bull; Goal 4: Streamline processes - Requires introducing a new piece of tech and re-training
&nbsp;
<h4>Your Task</h4>
1. Document the goals for your business in 2021
2. Consider what you will need from your team in order to achieve these goals. Have you got enough currency in Your Engagement Bank? What withdrawals are you likely to need to make to ensure this year is a great success?
&nbsp;
Writing these things down, gives you a good foundation for your engagement plan. If you'd like to use the Ten Space Engagement Planner to create your plan, email victoria@tenspace.co.uk and we'll send it to you.
Ten Space's model of engagement provides focus and direction to create impact.
&nbsp;
Over the coming weeks, we'll be looking at engagement in 4 key areas:
<ul>
<li>Connection</li>
<li>Leadership</li>
<li>Fulfilment</li>
<li>Wellbeing</li>
</ul>
&nbsp;
Want to do it faster? No problem! We can send you the next 4 weeks content now! Or we can help create your plan with you: victoria@tenspace.co.uk.

5 Steps to a Highly Engaged Team - Part 1

Do you know if anyone in your team is thinking of resigning? Do you know&nbsp;why they might be thinking of resigning?
By the time a member of your team has handed in their notice, they&rsquo;ve likely already been working below par for 6 months. During this time they would have been making their decision and finding another role.
The notice period and getting a new employee up to speed takes up a lot of time. It can be 12 months of lost opportunity surrounding a single resignation in your team. This is why it&rsquo;s so important to understand why your employees might resign.
A recent<a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf" target="_blank" rel="noopener noreferrer">survey</a> found that 38% of respondents planned to quit their job in the next six months to a year. This shift is due to the pandemic making people question their priorities.&nbsp;
Right now, more and more people are setting off to pursue their dream jobs. Some are quitting working life altogether to spend more time with their families. In fact, a whopping<a href="https://www.hrdive.com/news/most-employees-would-grade-their-jobs-a-b-/553087/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.hrdive.com/news/most-employees-would-grade-their-jobs-a-b-/553087/" target="_blank" rel="noopener noreferrer">50%</a> of employees say that they&rsquo;d sacrifice their salary for a job they enjoyed better. Times are changing!
Here are the top 5 reasons why your team might be thinking of resigning:
&nbsp;
<h3>1. They have more choice</h3>
UK job vacancies are at a record high with approximately<a href="https://www.peoplemanagement.co.uk/news/articles/employers-warned-expect-challenges-vacancies-reach-another-record-high#gref" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.peoplemanagement.co.uk/news/articles/employers-warned-expect-challenges-vacancies-reach-another-record-high#gref" target="_blank" rel="noopener noreferrer">1 million fewer</a> people in the labour market. In 2021, Covid19 forced many to change careers. Technology accelerated a &lsquo;work anywhere&rsquo; mentality. Simply put, it&rsquo;s a candidate&rsquo;s market place at the moment.
The average cost of salaries is creeping up.<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/earningsandemploymentfrompayasyouearnrealtimeinformationuk/february2022" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/earningsandemploymentfrompayasyouearnrealtimeinformationuk/february2022" target="_blank" rel="noopener noreferrer">figures from HMRC</a>&nbsp;state: 'the number of employees on UK company payrolls rose by 184,000 in the month to 29.5 million'. Polls suggest that<a href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">most people aspire to earn &pound;44,500-&pound;58,500</a> per annum to eradicate money worries.
This means that employees might seek higher pay to take care of their money worries, moving more often between employers to achieve their financial goals. The increase of job vacancies makes this easier for the employee, and in turn, more concerning for the employer.
&nbsp;
<h3>2. More flexible options</h3>
Covid19 has caused technology to rise to the aid of the workforce. Working from home has become increasingly common.<a href="https://digital.com/the-real-reasons-people-want-to-keep-working-from-home/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://digital.com/the-real-reasons-people-want-to-keep-working-from-home/" target="_blank" rel="noopener noreferrer">Digital.com</a> surveyed 1,000 remote workers to find out what&rsquo;s keeping them tied to their work-from-home lives. The findings include:
<ul>
<li>72% want to be able to take a nap or exercise during the day</li>
<li>73% want to be able to watch TV while they work</li>
<li>14% will not go back to the office, even if required by their employer</li>
</ul>
Along with this, 75% of remote workers want to stay home with their pets. A total of 3.2 million households in the UK have acquired a pet since the start of the pandemic, according to the<a href="https://www.pfma.org.uk/news/pfma-confirms-dramatic-rise-in-pet-acquisition-among-millennials-" target="_blank" rel="noopener noreferrer">&nbsp;Pet Food Manufacturers' Association.</a> A whopping 74% said their pet had helped their mental health while they were coping with the struggles of the pandemic.
The need for a flexible schedule has caused an increase in the want for remote working. Employees want to take breaks when needed and to look after pets during work hours. Is it possible for your employees to work from home? If so, it might be worth looking into.
&nbsp;
<h3>3. Poor leadership</h3>
As true today as it has ever been; is the saying that employees don&rsquo;t leave their employer, they leave their manager. The people who have the biggest impact on how it feels to work in an organisation are your leaders. They set the tone and shape the culture more than anyone else in a business. In its<a href="https://news.gallup.com/businessjournal/106912/turning-around-your-turnover-problem.aspx#:~:text=Gallup%20conducted%20two%20polls%20in,position%20in%20the%20same%20company.&amp;text=The%20polls%20found%20that%20the,was%20between%20%2425%2C000%20and%20%2435%2C000." target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://news.gallup.com/businessjournal/106912/turning-around-your-turnover-problem.aspx#:~:text=Gallup%20conducted%20two%20polls%20in,position%20in%20the%20same%20company.&amp;text=The%20polls%20found%20that%20the,was%20between%20%2425%2C000%20and%20%2435%2C000." target="_blank" rel="noopener noreferrer">studies on employee turnover</a>, Gallup found that the reasons people quit jobs are often due to their managers.
It found that at least 75% of voluntary turnover is because of factors such as:
<ul>
<li>A lack of opportunity for career progression</li>
<li>Poor fit to the role</li>
<li>Flexibility and scheduling</li>
<li>The environment or management</li>
</ul>
Some types of leadership that might &lsquo;persuade&rsquo; talented employees to quit their jobs:
<ul>
<li>managers who don&rsquo;t offer feedback</li>
<li>managers who don&rsquo;t know their employees&rsquo; strengths</li>
<li>managers who micro-manage</li>
<li>managers who encourage a toxic workplace</li>
<li>managers who are bad at managing.</li>
</ul>
Making sure that your leaders are engaged with their teams ensures that your business&rsquo; culture is a healthy one. You can build a stronger leadership team with employee feedback. It&rsquo;s a great way of targeting what support your leaders might need. Any teams that might be at risk if they haven&rsquo;t got strong leadership can be identified as well.
&nbsp;
<h3>4. Burnout</h3>
If HR leaders had to choose one word to define their focus over the last year, &ldquo;wellbeing&rdquo; would rank near the top.
Employee well-being is now a critical issue, and it&rsquo;s a major factor driving the<a href="https://www.spacehr.co.uk/blogs/the-great-resignation" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/the-great-resignation" target="_blank" rel="noopener noreferrer">Great Resignation</a>. In an era of record quit rates and reshuffling of jobs, how employees feel about their working lives has never been more openly discussed.&nbsp;<a href="https://www.cipd.co.uk/Images/health-wellbeing-work-report-2021_tcm18-93541.pdf" target="_blank" rel="noopener noreferrer">The 2021 Mental Health At Work Report</a>, found that 84% of employees reported at least one workplace factor negatively impacts their mental health.
In fact, study respondents who felt supported by their employer with their mental health were 2.5 times more likely to intend to stay at their company for two years or longer, compared to those who didn&rsquo;t feel supported.
This isn&rsquo;t all due to the company. Many employees are still feeling the effects of the pandemic in 2022. Let 2022 be the year you consider what you can do to improve happiness in the workplace. This will help to prevent Covid fatigue (and the mental health issues it amplifies) becoming the next pandemic.
&nbsp;
<h3>5. Career development</h3>
If employees can&rsquo;t see a clear path of development in their career - they&rsquo;ll go somewhere they can. Employers need to show that they can provide their team with meaningful development opportunities.
By asking employees how they feel about their career development, organisations can create meaningful opportunities. This helps employees recognise that their employer is serious about their development. If they can see this, employees won't find the need to look elsewhere.
We know that many leaders are living in fear of the next resignation from their team. It&rsquo;s no longer enough to sit back and hope. It&rsquo;s important that leaders are proactive with how they manage retention in their teams. It helps them to understand risks and prevent the worst from happening.
&nbsp;
At Ten Space we can help you understand engagement levels in your team and capture individual feedback that helps you strengthen your team, reduce attrition and prevent surprises!<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;www.spacehr.co.uk</a>

Do you know if anyone in your team is thinking of resigning? Do you know why they might be thinking of resigning?

5 reasons your team is thinking of resigning

What does a great employee experience look like? A positive employee experience not only fosters a healthy work environment but also boosts productivity, engagement and employee retention.
💡Each month in the UK, an average of <a href="https://www.1stformations.co.uk/blog/employee-satisfaction-statistics/">418,000 searches</a> are conducted for &lsquo;jobs near me&rsquo;. That&rsquo;s the equivalent of 13,483 searches every single day!
The battle is truly on to make sure that you retain your employees, but more than that, you undoubtedly want to ensure that they are delivering at their best for you.&nbsp;
Your employees&rsquo; talent and ability only contributes in part to overall productivity. To unlock your employees&rsquo; full potential, they need to enjoy their work and value the success of your business.
&nbsp;
<h3 dir="ltr">The Importance of Employee Experience</h3>
From the moment someone looks at your job opening, to the moment they leave your company, everything that your employee learns, does, sees and feels contributes to their employee experience.
&nbsp;
<h4 dir="ltr">Enhanced Productivity</h4>
Employees who feel valued and engaged are more likely to be productive, resulting in better business outcomes.
💡 <a href="https://peoplemanagingpeople.com/articles/employee-engagement-statistics/">Engaged employees</a> increase productivity by 17%.
&nbsp;
<h4 dir="ltr">Reduced Turnover</h4>
A positive employee experience, and the engagement it creates leads to <a href="https://www.tenspace.co.uk/blogs/attract-retain-with-your-evp/">higher employee retention rates</a>, saving the organisation time and resources on recruitment and training.
💡 Disengagement costs UK businesses <a href="https://www.perkbox.com/uk/resources/library/interactive-the-financial-cost-of-employee-disengagement">&pound;340 billion</a> every year.
&nbsp;
<h4 dir="ltr">Attraction of Top Talent</h4>
Companies that prioritise employee experience, from the first interaction to the last, attract and retain top talent, maintaining a competitive edge in the job market and across their industry.
&nbsp;
<h3 dir="ltr">Strategies for Improving Employee Experience</h3>
A great employee experience isn&rsquo;t a one-size fits all approach. Every workplace is different and should approach their employee experience strategy differently.&nbsp;
Pick and choose the ideas and strategies that work best for your workforce and tailor them to fit into your overall workplace culture. After all, what&rsquo;s the point of implementing new employee experience ideas if your employees won&rsquo;t be receptive to them.
Here&rsquo;s some of the elements that we know are key to creating a great employee experience in every workplace.&nbsp;
&nbsp;
<h4 dir="ltr">Develop Career Pathways</h4>
Employees want to know that they have a future within your organisation. We see this topic coming up a lot in the employee surveys we carry out. Clearly defined career pathways, opportunities for skill development and mentorship programs can keep employees engaged and committed to their roles.
It&rsquo;s critical to offer continuous performance development across an organisation. After all, an investment in employee development is an investment in your company&rsquo;s future. Career and personal development opportunities also need to be fair, transparent and accessible for all.&nbsp;
Having a plan in place helps employees with career growth opportunities, career mobility and even personal development.
&nbsp;
<h4 dir="ltr">Provide Flexible Working Options</h4>
<a href="https://www.tenspace.co.uk/blogs/remote-hybrid-working-bridging-the-gap/">Remote and hybrid workplaces</a> are more common than ever. Letting employees choose where they want to work helps them balance their work and personal life and ultimately increases productivity and engagement.
A flexible work environment allows employees to work in their preferred environment at their preferred hours. Allowing job flexibility has been proven to increase productivity, health and job satisfaction while decreasing stress, costs and absenteeism.&nbsp;
&nbsp;
<h4 dir="ltr">Conduct Regular Employee Surveys</h4>
Surveys are one of the most valuable tools an organisation has.&nbsp;
Employee engagement surveys allow organisations to ensure they form an emotional and mental connection with their employees, which also can help improve other metrics like job satisfaction and customer experience. It&rsquo;s key to ensure that you have a continual flow of employee feedback so you know what is working and what you might need to change.&nbsp;
When conducting these surveys, consider using <a href="https://www.tenspace.co.uk/blogs/benefits-of-an-employee-engagement-platform/">a third-party platform</a> like the <a href="https://www.tenspace.co.uk/">Ten Space Employee Survey Platform</a>, which offers bespoke, anonymous, and easy-to-use survey and analytics tools.&nbsp;
At Ten Space, we also measure employee experience, following your employee&rsquo;s journeys as they move through your organisation. This allows us to provide deep insight on the experiences you are creating and where you can optimise them.&nbsp;
So if you want to understand how your new starters feel, what it feels like to be &ldquo;top talent&rdquo;, or how your company benefits are used, we can give you that insight.&nbsp;
&nbsp;
<h4 dir="ltr">Act on Employee Feedback</h4>
Gathering feedback through surveys is only half the battle. To improve employee experience, it's crucial to act on the insights gained.&nbsp;
By not taking feedback seriously you risk creating a poor culture, or losing valuable team members, so you need to take action!&nbsp;
💡 <a href="https://en-gb.workplace.com/blog/employee-voice?t=b">Employees who don&rsquo;t feel comfortable</a> providing upward feedback are 16% less likely to stay in their organisation.
Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates, engagement levels, healthy culture and ultimately employee retention.
It&rsquo;s also important to remember that your workplace and your employees are continually changing, regular insight and data can help you keep ahead of those changes and ensure that your employee experience is always what your employees need.&nbsp;
<h3 dir="ltr">&nbsp;</h3>
<h3 dir="ltr">Employee Surveys &amp; Employee Experience</h3>
The Ten Space Survey Platform helps leaders understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
<img src="https://lh7-us.googleusercontent.com/mEjmko-mtFnvW3zTztMSF_-2tID_vbJ-e140aikat9LeLpnr5KsZJmRS36eDn883bVmjO4pCS-0h9m4IxHKUsaPb9nFHE3rMI_TiHaLLvV8ymrBuCkwo-2NLL0jklt2Kv3JLL2LRhV4HRZrIKqaVfvw" width="259" height="257">
Our employee journeys tools help you to explore the experiences of your employees in fantastic detail, to build up a great picture of what is building engagement and where you have opportunities to improve.&nbsp; 
It gives HR teams and&nbsp; leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better.
Our dashboard gives you instant insights. We provide tools and support to help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

To unlock your employees’ full potential, they need to enjoy their work and value the success of your business.

4 Strategies for Improving Employee Experience

Recognition (or lack of it) is a topic that comes up a lot in our surveys. We often describe recognition as a timely acknowledgement of a person's contribution.
Employee recognition done right is easy, but it&rsquo;s not simple!&nbsp;
According to a<a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T" target="_blank" rel="noopener noreferrer">2021 study</a>, 73% of employees would consider leaving their jobs for the right offer. Employees will consider a move for all kinds of reasons, and recognition might have a key part to play.&nbsp; In this article, we take a deep dive into recognition and its link to employee retention.
&nbsp;
<h3>Why is making people feel recognised so important?</h3>
<h4>1. It makes people feel valued</h4>
A&nbsp;<a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T" target="_blank" rel="noopener noreferrer">survey</a> found that feeling valued at work is linked to better physical and mental health. Feeling valued affects levels of engagement, satisfaction and motivation as well. All these things lead to a healthy and productive employer/employee relationship.
But don&rsquo;t just recognise the heroes!
Employees need to know that the company they work for doesn&rsquo;t just care about sales revenue and profit. People need to form lasting connections to the colleagues they work with and the work that they do. Knowing that their contribution is valuable to the organisation is a key part of this.&nbsp;
People can see how much you value them from what you celebrate. If you&rsquo;re celebrating business wins without any acknowledgment to the people who gained those wins, then employees can quickly feel underappreciated. It&rsquo;s important that you don&rsquo;t forget about those people who deliver for the business day in, day out, even if they are chalking up revenue on the leaders board.&nbsp;
&nbsp;
&nbsp;<img src="https://lh3.googleusercontent.com/A1BBVEkhsgGYklG5OluK-o7C8BLwDIJxEyzZV-M0KIbgAdU_LUQsQSL_EO_z7qhHqUDcpbMDzu7XEmPNXwJrvLFqWvqN1nE5wySrGbx0GNicvc98Ohzsx5uffUUr86r2QeB8QMoBlhZzWnoeEw" width="454" height="254">
&nbsp;
<h4>2. It Builds Engagement</h4>
Taking employees for granted is a sure-fire way to drop down the levels of employee engagement.
Engaged employees outperform those that aren&rsquo;t. In fact, companies with high employee engagement are<a href="https://blog.smarp.com/what-is-the-true-cost-of-poor-employee-communication" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://blog.smarp.com/what-is-the-true-cost-of-poor-employee-communication" target="_blank" rel="noopener noreferrer">21% more profitable</a>.
You can ensure your team is engaged by conducting feedback surveys. These surveys can cover areas such as: connection, leadership, fulfilment and wellbeing of your team. For more information on how to increase employee engagement using feedback surveys, read our&nbsp;<a href="https://www.spacehr.co.uk/blogs/what-is-employee-engagement" target="_blank" rel="noopener noreferrer">blog post</a>.
Layer up recognition
There isn&rsquo;t one solution to making people feel recognised. Sometimes it&rsquo;s a heartfelt &lsquo;Thank you&rsquo;, sometimes it&rsquo;s an early finish and sometimes it&rsquo;s a bonus payment or a career move.
Like compensation and benefits, you might need to make it personal to the individual to get it right. Don&rsquo;t assume everyone sees recognition in the same way. You need to be aiming to make the individual feel recognised and build up a recognition culture at the same time.
By doing this, you will be able to successfully recognise your employee&rsquo;s work whilst also showing them that you truly care about their individual achievements.
&nbsp;
&nbsp;<img src="https://lh5.googleusercontent.com/fjzzqY2f7Ob5NtFZolM-BhDiQwKZP4O8Rgh_nRIwtAwsfwgfEx--EuhpE1cDt2DMT0oL0EiSOBZhvFbna76oCh3duFSKSXs4BJohyVe6zxwXOKnrnNxSajHFzvUbfyOMLr9tKO7WaYthbArtbg" width="452" height="253">
&nbsp;
<h4>3. It Builds High Performance</h4>
&ldquo;The State of Employee Recognition&rdquo;&nbsp;<a href="https://www.zippia.com/advice/employee-recognition-statistics/" target="_blank" rel="noopener noreferrer">reveals</a> that whether it is an individual or a team recognition; organisations observe a 14% improvement in their performance compared to companies that do not have any recognition programs at all.
Recognition leads to increased motivation, a sense of pride and increased self-confidence at work. Companies that actively recognise and reward their employees are more likely to see increased levels of accountability, responsibility and leadership initiatives. In short, higher performance.&nbsp;
Aim to have an impact
Thank yous never get old, but free lunches on a Friday can quickly become the norm and expected. Make sure you&rsquo;re not giving out recognition just to tick the box, you need to actually mean it. Aim to have an impact. You may need to rethink your approach on a regular basis, to make sure that it continues to have effect of creating an engagement boost in individuals or your teams.
Check it&rsquo;s working&nbsp;
Make sure you're checking that recognition is working in your business. Employee feedback is a great way to do this. Ask your employees whether they feel more engaged and valued due to the recognition they&rsquo;ve been receiving. By doing this, you can ensure that you&rsquo;re on the right track and make adjustments and changes if not.
&nbsp;
&nbsp;<img src="https://lh4.googleusercontent.com/myWjLI0wbxc1nILLqt3N5tVcP0h_wYEGQQkhh9FsZpBuEJkH7JvkKf3a3wlc5BOjU95DKidTtrgNJTn6wX0PGpG4ceyNzSMJqtfDkpbmbePp9sxptrpEBSC7j_ATz_UZxzyMNLvCkRc_ofRdgg" width="454.4999158382416" height="254">
&nbsp;
You&rsquo;ll know when it&rsquo;s time to switch it up and try something new, as recognition will become background noise. Our employee feedback survey allows teams to be grouped, so you can see what is working for each team and where you might need to take a new approach to ensure you&rsquo;re getting the maximum engagement and performance boost for your efforts.
&nbsp;
If you&rsquo;d like to understand more about how we can help you with team retention, engagement and performance, you can find out more about the work we do here: www.tenspace.co.uk.

Employee recognition done right is easy, but it’s not simple!

3 Keys points to getting recognition right in your team

Done well, employee surveys have the benefit of capturing written feedback as well as data. They are an excellent way to create employee voice.
You can also measure your engagement through employee surveys.&nbsp;
Putting a numerical value on engagement allows you to track trends and changes in engagement over time. You can then understand in more detail the impact that the changes you make in the organisation have on engagement.
The surveys should be kept brief and contain only the questions that would elicit the best responses from the staff.
To provide you with data points and written responses, we advise using a variety of scaled questions (0&ndash;10) with a few written feedback questions also. This will allow your team to finish the survey in a reasonable amount of time and give them the opportunity to provide comments that are more in-depth.
💡 Aim to keep the number of questions on your employee survey around 12-20. Better data quality and response rates will result from doing this as people won&rsquo;t lose interest.
&nbsp;
<h3 dir="ltr">Topics to Cover</h3>
We recommend that you ask questions that fit in with the 4 engagement pillars, to ensure that you are exploring a number of different areas that contribute to employee engagement.
<img src="https://lh3.googleusercontent.com/LF4gdqaULLYc1uAh2rWxyzF64YpMU9ruvPwXoYrAuSOkS6cAeM9ULzzK8BPSn6N4mojA0V8pirM_-M_xdxNTyAxMCESeUhSeL2idxQzzq6k4B_W5HDzix0lrErUjrP_X2HIZsYvJgNCz0mO_nSMwFmM" width="513" height="342">
 
<h4 dir="ltr">Connection</h4>
💡 When a company leads with purpose, employees are <a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/">78% more likely</a> to want to work for that company.
When employees feel connected to the mission of the company, their engagement improves significantly. They find meaning and purpose in their work, knowing that their efforts contribute to something larger than themselves.&nbsp;
Ask questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;I am proud to work for [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I understand how I can contribute to the goals of [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;Day to day actions taken are consistent with the vision, mission, and values of [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I would recommend [my company] as a great place to work&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I believe I have a voice at [my company]&rdquo;
</li>
</ol>
&nbsp;
<h4 dir="ltr">Leadership</h4>
💡 As many as <a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html">57% of employees</a> quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
A great leader inspires and motivates their team members, earning their trust and respect. They provide clear direction, guidance, and support, allowing employees to perform their best and reach their full potential.&nbsp;
Ask questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;My leader sets clear goals and direction&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My leader supports my personal development&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My leader enhances the performance of our team&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My leader values the contribution I make&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I am able to talk to my leader about any concerns I have&rdquo;
</li>
</ol>
&nbsp;
<h4 dir="ltr">Fulfilment</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">74% of employees</a> say that a lack of professional development is preventing them from reaching their full potential.
Employee engagement improves when employees feel fulfilled in their role. When individuals find their work meaningful and aligned with their values, they are motivated to invest their time and energy into their work, going above and beyond to achieve goals.&nbsp;
Ask questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;The commitments I have outside of work are respected at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;Recognition is fair across [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I am committed to building my career at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I feel well challenged in my role at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I have all the training and support I need to succeed&rdquo;
</li>
</ol>
&nbsp;
<h4 dir="ltr">Wellbeing</h4>
💡 Organisations that trust and support their employees increase their employee engagement by <a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams">76%</a>.
The highest-performing teams have one thing in common: psychologically safe workplaces.&nbsp;
Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.
Ask questions like:
&nbsp;
<ol>
<li dir="ltr" aria-level="1">
&ldquo;I feel well supported at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;We have a diverse culture at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My health and safety at [my company] is well considered&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;[my company] really cares about my mental wellbeing&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I feel I truly belong at [my company]&rdquo;
</li>
</ol>
&nbsp;
<h3 dir="ltr">Don&rsquo;t forget!</h3>
It&rsquo;s important to get written feedback from your employees as well.&nbsp;
Make sure you have at least one written question which covers each area. You&rsquo;ll then have honest quotes that you can share with your leadership team.&nbsp;
We find we get better quality feedback when we ask for very targeted written feedback, rather than just a generic &ldquo;use this space for additional comments&rdquo;.
In our employee surveys, we often use written questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;What more could [my company] do to help you feel informed about the organisation and the contribution you can make?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;What more can your leader at [my company] do to support you in your day to day work?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;What would make you more likely to recommend [my company] as a great place to work?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;What could [my company] do to help you love your job more?&rdquo;
</li>
</ol>
&nbsp;
<h3 dir="ltr">Finding the Right Employee Survey Platform</h3>
💡 <a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/">74% of employees</a> said they&rsquo;d be willing to give more feedback if they were truly <a href="https://www.tenspace.co.uk/blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me">anonymous</a>.&nbsp;
<img src="https://lh6.googleusercontent.com/XiycSFcnGXNpuMqa8woGUwvoTzaUe54gn6BZ_5SEI0uBRykdiH81iFE3jK4wD5mKZ86KDzo2iylg2ZeFQ4yCvA6oWOjRp21lPfoV6WCkeflogZ6Cd_o4LwgwPXUBcotWBCXUkxf2M5aXZ7B1GF2_h9Q" width="213" height="213">
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company.&nbsp;
So what are the advantages of using an <a href="https://www.tenspace.co.uk/blogs/employee-engagement-starting-your-survey-process/">employee survey platform</a> to carry out your surveys?&nbsp;
<ol>
<li dir="ltr" aria-level="1">
The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective will be most helpful to leadership and HR teams. These questions can be written in a neutral way and make the most of the insight you capture.&nbsp;
</li>
<li dir="ltr" aria-level="1">
For anonymity and trust, using a third-party employee survey platform is crucial. It makes the survey-taking experience for employees as psychologically safe as possible. It might be challenging for teams to trust their responses are anonymous when surveys are conducted internally.
</li>
<li dir="ltr" aria-level="1">
A specialised platform can greatly speed up data processing and the time it takes to move from survey <a href="https://www.tenspace.co.uk/blogs/making-the-most-of-your-engagement-data">launch to action</a>. When it comes to analysing and disseminating survey results, choosing a platform to do the data-crunching for you can be a smart investment. Often saving enormous amounts of time.&nbsp;
</li>
</ol>
&nbsp;
At Ten Space, we help organisations understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

The best employee surveys are ones that tap into what’s happening in your organisation at that point in time. Make them bespoke to your team to gain the best insight.

24 Questions for your Next Employee Survey

As we continue to grow our client base at Ten Space, our clients continue to challenge us on ways to use the Ten Space <a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">platform</a>.
We&rsquo;ve made it easy to go out to employees to ask for feedback. As such our clients are finding more and more ways to ask for their employee&rsquo;s opinions, thoughts and ideas. It&rsquo;s helping them make decisions faster and with more confidence. It&rsquo;s also keeping engagement high.
Below we've detailed 10 ways to use our platform to gather employee feedback. We&rsquo;ve added a couple of use cases at the end too, for special scenarios where feedback can be the difference between success and failure!
&nbsp;
<h3>Regular Cadence Surveys</h3>
<h4>1. Quarterly Engagement Survey&nbsp;</h4>
This is typically a set of 10-20 questions sent to employees on a quarterly basis. Carried out regularly it can help track trends and highlight areas of concern. Great open-ended questions will keep the ideas and feedback coming in and continue to provide you with insight on how engaged your team is.
&nbsp;
<h4>2. Monthly eNPS</h4>
A one-question survey sent out monthly (usually between a quarterly survey) - to check-in. This is particularly powerful if you&rsquo;ve segmented your team so you can identify where urgent action is needed.
&nbsp;
<h4>3. Training needs analysis</h4>
A great way to capture knowledge and understanding on a topic with a specific group. Use this feedback before building a learning solution, or before delivering a solution to shape the content. Surveys can be conducted after the solution is delivered to measure impact.
&nbsp;
<h4>4. Hybrid work check-ins</h4>
How is hybrid / remote working going? Is it working for the team? Is it aiding engagement? A regular check in can help you find out and make adjustments to your approach to ensure you&rsquo;re getting the best from your team and they feel supported.
&nbsp;
<h4>5. Wellbeing questionnaires</h4>
An anonymous survey can be really powerful when it comes to understanding the wellbeing of your team. You can get honest feedback quickly and identify hot spots and intervene if needed.
&nbsp;
<h4>6. Rewards and benefits reviews</h4>
How valued are your rewards and benefits? Do employees know about them? Understand them? A short regular survey on benefits and rewards can help you understand your return on investment. It can help you understand where you may need to invest further to boost uptake, or remain attractive as an employer.&nbsp;
&nbsp;
<h4>7. Change management review</h4>
If you&rsquo;ve been through a period of change, a well-tailored question set to a specific team, or even the whole business can help seek out if it&rsquo;s landed well. You can check the understanding and sentiment of the team as they go through the change curve.
&nbsp;
<h4>8. Leadership alignment survey</h4>
Surveys aimed purely at the leadership team to ensure that they are supported and feel empowered and inspired to lead their own teams. This is a critical layer in any organisation and it can help to ensure that they are aligned and engaged.
&nbsp;
<h4>9. Mission, vision, values check-in</h4>
Regular check-ins to ensure that everyone is still aligned and heading in the same direction! By mentioning key points about your vision, mission and values in your question set, you have the added benefit of keeping them front of mind.
&nbsp;
<h4>10. Diversity, equality and inclusion check-ins</h4>
Do your team feel they can be their true selves at work? Do they feel included and truly belong? Do they believe you are doing enough to create a diverse and inclusive culture? Anonymity can be a powerful tool when asking for feedback. If you have a diversity and inclusion agenda, tracking progress and employee feedback can boost impact.
Specific Purpose - some not-so-regular uses we&rsquo;re working on!
&nbsp;
<h4>Post-acquisition review</h4>
If you&rsquo;ve recently acquired a business, you&rsquo;ll need to capture hearts and minds for a newly shaped organisation. An engagement survey to check-in can be a powerful change tool here and prevent attrition of key talent.
&nbsp;
<h4>Pre-transaction due diligence</h4>
Need to impress a potential investor with how awesome your team is? Or maybe you are the investor and you&rsquo;re doing your due diligence? Asking for employee feedback and understanding engagement is just as important as the financials of a business.
After event success check-in (team night out, conference, sales event etc.)
This is a fun one we&rsquo;ve done recently. At the start of an event, check-in on understanding, engagement etc. Then re-survey at the end of the event and instantly measure impact! After a team night out you might get some very interesting responses!
&nbsp;
<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">Get in touch</a>&nbsp;if we can help with any of the above<a style="background-color: transparent; color: rgb(17, 17, 17);" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a style="background-color: transparent; color: rgb(17, 85, 204);" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

10 ways to use our platform to gather employee feedback and give your employees a voice.

10 ways that our feedback platform is benefiting businesses

How BEAM Fieldwork increased their survey completion rate to 94% by creating action plans using feedback  gathered by Ten Space

Case Study

Following a successful HR career, Victoria saw the opportunity to build a pragmatic product for HR teams to fall in love with. Her mission to ‘create incredible workplaces through highly engaged teams’, is underpinned by the technology and service delivered by the Ten Space team. 

CEO / Founder

Ten Space is a team of experts in employee engagement, experience and technology. Our powerful survey platform and service helps HR teams build winning businesses.

<div>Right from the start our goal was always very clear. We wanted to help businesses be the best versions of themselves.So we combined technology, support and resources for HR professionals and business leaders to gain incredible insight.We’ve built a product that’s really easy to build into your current framework and delivers feedback from day one.</div>

Our platform is designed to help you understand the real problems in your business - fast!

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See how B-Secur used their 81% completion rate to inform engagement policies and strategies through Ten Space.

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Employee engagement is crucial for accountancy firms as it directly impacts productivity, client satisfaction and firm reputation. Engaged employees are more likely to go the extra mile to understand client needs, provide tailored solutions and build long-term relationships. High levels of engagement reduce turnover rates, saving recruitment costs and preserving institutional knowledge.
                

Measure employee engagement in accountancy firms through regular surveys assessing factors like job satisfaction, work-life balance and alignment with firm values. Include questions on communication effectiveness, career development opportunities and recognition. Analyse survey results to identify areas for improvement and gauge overall engagement levels.

 A great employee engagement platform will give you the data, insight and feedback you need to enact real change in your organisation. Using a third-party platform adds an extra layer of trust. By segmenting the data from engagement surveys, you can uncover valuable insights specific to different employee groups. You can find where your problems are coming from and create targeted actions.

How it works

<div><h3 class="heading pb-4">What is Employee Engagement?</h3>To put it in its simplest form: Employee engagement is the level of commitment, enthusiasm and dedication employees have towards their work and the organisation. Enhanced employee engagement reveals itself in employees reaching their full potential and delivering exceptional performance at work.</div>

Measuring employee engagement in your legal firm can be achieved through regular employee surveys. This first step is critical in gathering data that will help you make decisions. Ideally you should be surveying your business every month so you can quickly observe any drops in engagement and affect a plan quickly to resolve issues. Regular surveys provide the data you need to build a strategic engagement plan based on real information, not gut feeling.


Using an ‘engagement specific’ survey platform will help you gather data faster, more securely and more accurately. The right platform will also make it easier for people to submit their responses in a way that’s easy for them. You’ll be able to compare results over time to analyse trends. By segmenting the data from engagement surveys, you can uncover valuable insights specific to different employee groups. You can find where your problems are coming from and create targeted actions.

Once you’ve done your first survey, things will become instantly clearer. You’ll start to see the hotpots in your company by a variety of segmentation criteria such as team, location, gender, role and tenure. Open-ended feedback will often help provide a solution to the challenges you’re seeing. We’re always amazed how much insight a first survey provides to our customers from a high level right into the detail. Measuring consistent data-points over time will help gain a deep understanding of how to build your strategic plan.


Build your employee engagement strategy

<div><h3 class="heading pb-4">High engagement means higher performance</h3>Employee engagement is a critical activity for professional services firms. Retaining your high performing people will help you build a high performing legal practice. 

But if you don’t have a way to measure engagement and understand when engagement is dropping, you run the risk of losing your top performers and a potential domino effect of top talent.</div>

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learn more about employee experience &amp; retention

An easy-to-use platform to helps you capture employee feedback simply, safely and securely.

Survey using Email, WhatsApp and SMS. Easily reach your deskless mobile and remote workers with surveys so everyone can share their ideas and feedback.

Reporting that delivers instant actionable insights, whilst offering rich detailed analysis.

The insights you need to prioritise, make decisions and track your impact. The data you need to help your team thrive.

<h5 class="heading mt-4 aos-init"> Take employee feedback to the next level</h5>If you're already gathering employee feedback but want to do more, we can show you how.

<div>The Ten Space survey platform does the hard work for you, reducing months of data collection and analysis into minutes.</div>

<div>Our survey platform delivers feedback surveys to gather responses back quickly for super-quick analysis and faster action.</div>

<div>Employee surveys, that allow you, your HR team and your leaders to focus on what they do best - building engagement and creating change.</div>

Search our Knowledge for answers to the things you need to know.                

Choose the plan that suits you

<ul><li>Access for up to 250 team members</li><li>Bi-monthly engagement surveys</li><li>Industry specific questions</li><li>Real-time results and analytics</li><li>Result segmentation, tracking &amp; comparisons</li><li>Suggested actions from experts</li><li><a href="/employee-engagement-model/">The Ten Space employee engagement model</a></li></ul>

<div class="text-center"><a>Find out more about advantage</a></div>

Fast and powerful engagement surveys

advantage

<ul><li>For all sizes of organisation</li><li>Advanced AI analytics</li><li>Build your own surveys</li><li>Distribution via email, WhatsApp &amp; SMS</li><li>Customisable data segmentation</li><li>Targeted surveys based on segmentation</li><li>Customised dashboards</li><li>Track key parts of the employee journey</li><li>Permissions based reports</li><li>Dedicated engagement managers to help you get the best results</li></ul>

For larger teams with dedicated requirements

enterprise

Build question sets unique to your business to get to the heart of the problem.

Set surveys to deliver when you want, to whoever you want, where you want.

Your business is comprised of lots of different teams that work in different ways.

Our platform is customisable to fit the needs of every part of your organisation.

Ten Space AI summaries reduce days of data analysis into seconds of processing. In a few clicks the key themes of your survey are summarised, allowing you to identify the parts of your business that need help. 

Simple, clear, easy to understand dashboards for faster desicion making.

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

Agile businesses need a flexible and inclusive approach.Ten Space reaches the parts that other platforms can't, using Whatsapp, SMS &amp; Email to gather employee feedback.This leads to higher participation and a more inclusive experience, capturing the data from all your people, easily.

The Ten Space survey platform offers a data-driven approach for HR professionals. You can easily design, gather and analyse real feedback from your across your business in real-time. 

Listen to HR Director's Cut - insight into your dilemmas, conundrums and questions

Engage your team to deliver the future of your business today. From only £3 per employee per month. Whether you're starting your employee engagement journey or taking your people strategy to the next level, we can help.

Capture and utilise diversity data to enhance your culture. Capture diversity data in an efficient and safe way. Explore diversity, equity, inclusion and belonging in your organisation. Ten Space supports your DEIB strategy. We can help you capture diversity data from your team in an efficent way to enhance your people data.

Elevate engagement. Retain talent. Supercharge performance. An engaged workforce helps businesses achieve so much more. The Ten Space survey platform captures the insights you need to understand employee engagement &amp; culture across your organisation. Take action &amp; drive change.

Create exceptional employee experiences. Optimise engagement. Supercharge your EVP. Let us take you on a journey.... Explore the experiences of your employees. Ten Space can help you to explore the journeys your employees take as they join your organisation, all the way through to when they leave.

Accelerate the performance of your teams to drive business performance. Explore what is driving, or holding back, your teams from delivering high-performance. We can help you explore high-performance in your organisation. Using our performance-focused surveys, we can help you uncover what is holding a team back from achieving their full potential.

Our monthly subscription fee includes our intuitive survey platform and wrap around service.

Ten Space fully supports your Diversity, Equity, Inclusion, and Belonging (DEIB) strategy in the workplace. We offer comprehensive solutions to help you efficiently capture diversity data from your team, thereby enriching your people data. Additionally, our platform enables you to explore the topics of diversity, equity, inclusion, and belonging within your workplace culture, providing valuable data and insights to inform and enhance your DEIB strategy.

Ten Space equips companies with the necessary resources, tools, knowledge and information to create the ultimate diverse and inclusive workforce. Our platform offers analytics and insights that enable organisations to develop and implement effective DEIB programs. From setting goals on equality to attracting diverse candidates during the hiring process, we provide solutions that address gender, race, ethnicity, and other dimensions of diversity.

Leveraging our data capture platform, we ensure that the process of collecting DEIB data is efficient, safe, and secure. Our platform is designed to capture data in a clean and organised manner, ready for your analysis and utilisation.

With our DEIB focused surveys, we enable you to capture the essential data and gain insights that support your DEIB strategy. We can explore general engagement across different demographics, or we can specifically focus on diversity, equity, inclusion, and belonging as central themes, allowing you to delve deeper into this critical area of culture.

As a trusted third-party platform that captures feedback anonymously, we provide a safe space for your employees to share their experiences and provide valuable feedback. This anonymity fosters an environment of authenticity and trust, enabling you to build an accurate and comprehensive picture of the insights you need to drive your DEIB initiatives.

We understand that your DEIB strategy is an ongoing journey, not a one-time event. That's why we help you regularly capture feedback and insights, allowing you to track your progress over time. By monitoring and analysing this data, you can demonstrate the impact and return on investment of your DEIB efforts, ensuring continuous improvement and advancement.

An engaged workforce helps organisations achieve their goals. Ten Space captures the valuable insights you need to build a positive culture through high employee engagement. Your people managers and leaders can easily identify and address those critical issues preventing high engagement and build a culture that everyone buys into.

Ten Space empowers organisations to unlock the full potential of their employee engagement strategy. By utilising our platform, people managers and leaders can leverage their knowledge, experience and approach to drive positive change throughout the workplace. Effective communication, addressing challenges and fostering a supportive culture are integral aspects of our platform, enabling you to build a thriving organisation that values its employees. With Ten Space, you have the necessary insights and data to prove the impact of your employee engagement strategy and continuously improve the employee experience.

"Ten Space help HR teams identify and resolve retention hotspots quickly. The data helps you improve every stage of the employee journey including hiring, onboarding, probation, reviews and exit interviews to continuously improve the employee experience and reduce retention risks"

<div><h3 class="heading pb-4">What is the Employee Engagement model?</h3>Some believe engagement is solely about having happy employees, but engagement goes beyond this. Enhanced employee engagement reveals itself when your employees reach their full potential and deliver exceptional performance at work.At Ten Space we use a simple model. It helps you explore engagement in your organisation. It shows you where you already excel and where you need to focus to improve.</div>

When your employees feel connected to the mission of the company, their engagement improves significantly. They find meaning and purpose in their work, knowing that their efforts contribute to something larger than themselves. They become more invested in the success of your organisation, leading to higher productivity, increased job satisfaction and a stronger sense of belonging within the team.

A great leader inspires and motivates their team members, earning their trust and respect. They provide clear direction, guidance, and support, allowing employees to perform their best and reach their full potential. A great leader creates a sense of empowerment, job satisfaction and loyalty among the team, leading to enhanced employee engagement and overall success.

 Employee engagement improves when your employees feel fulfilled in their role. When individuals find their work meaningful and aligned with their values, they are motivated to invest their time and energy into their work, going above and beyond to achieve goals. This positive mindset and attitude contribute to increased productivity, stronger teamwork and a happier work environment, ultimately enhancing overall employee engagement.

The highest-performing teams have one thing in common: psychologically safe workplaces. Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.

Ten Space is the platform to gather regular employee feedback. Every month, your employees are able to offer the feedback and insight you need to create positive change throughout your organisation.

The Ten Space engagement model underpins the data. It ensures a consistent approach to capturing feedback that can be measured over time. Our platform helps you build the perfect question set to understand the real issues preventing high engagement. 

 Ten Space does all the hard work, saving you days of admin. Questions are sent via email, WhatsApp or SMS and responses are gathered back in the platform. No matter where your employees are or how they work, there is always an easy way for them to provide their feedback. 

See responses as they're being submitted. Our dashboards display real-time information for you and your managers to access valuable insights at any time. This allows you to spend less time collating data and more time taking the actions that matter to build higher engagement.  

The Ten Space way

Retaining your best people is all about understanding the individual and collective journeys they're on. Ten Space allows you to predict retention issues before they occur and prevent your top talent from leaving.  

The Ten Space survey platform allows leaders to seamlessly follow their employees' journeys within the organisation, gaining invaluable insights into their professional growth and development. The platform provides a unique ability to monitor employee sentiment through live data streams from surveys, enabling leaders to make informed decisions to enhance workplace satisfaction.

All of your employees are on a journey. Even before they work for you, they're building an impression of your organisation through the hiring process. Common experiences for all employees may include hiring, onboarding, probation, promotion and exit. Ten Space allows you to unpack the employee experience at each stage of the journey, helping you improve the experience for future employees. 

Ten Space provides a highly customised in-depth feedback loop to understand which parts of your HR initiatives and processes could be causing retention issues. Our platform sends our feedback surveys at critical times to gather sentiment and understand feeling. At every step, you'll gain a true understanding of how employees really feel and what retention risks exist.

Ten Space makes the process of collecting feedback really easy. Our platform allows you to build and launch custom feedback loops that can analyse specific journeys being experienced in all parts of the organisation. You can customise your questions to gain a deep understanding of employee experiences. And our AI summaries make it easy to analyse retention hotspots at all times.

At any time, your HR team can log into Ten Space and view our feedback dashboards. Our customer success team will hold regular reviews and insights sessions with you, so you feel fully supported. We'll help you to get the most out of the insights you've captured and support you in taking the next steps to further enhance employee satisfaction. 

The Ten Space way

Ten Space assists you in exploring high-performance within your organisation. Leveraging our performance-focused surveys, we enable you to achieve your goals and unlock the full potential of your teams. Our platform helps you identify the unique qualities that make a team exceptional, empowering you to replicate and build upon their success. Analysing performance culture team by team in organisations where performance matters.

Ten Space equips you with everything you need to drive team performance and achieve success. By leveraging our platform, you can assess and enhance the culture, communication, management, individual commitment, projects and processes that contribute to team effectiveness. Through comprehensive performance evaluation metrics and insights, you gain a deeper understanding of your teams and can make informed decisions to drive improvement and productivity.

Utilising our performance-based question sets we’ll help you understand how to assess performance in organisation. We guide you by asking the right questions to extract the necessary insights on performance evaluation for teams. Whether your team operates in creative, technical, administrative, or sales-focused areas, we tailor the process to fit your team's specific requirements.

We assist you in segmenting your team data, enabling you to gain in-depth performance insights and understand the trends that impact team effectiveness. Our intuitive dashboard helps you quickly identify key insights from your results, allowing you to focus on actionable steps and next moves.

Harnessing the power of Ten Space as a trusted third-party anonymous platform, we provide a safe space for employees to share any challenges, barriers, or catalysts that affect their performance. This way, we foster a climate of openness, encouraging individuals to provide candid feedback that can uncover valuable insights.

We can help you integrate communication and training needs analysis into your surveys, allowing you to gather ideas and solutions directly from your team members. By capturing this information, you gain a clear understanding of work expectations and where your team would like you to focus your efforts to improve performance culture. There are no limitations or holding back when it comes to taking action.

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

Capture and utilise diversity data in an efficient and safe way to enhance your culture.  

Capture the insights you need to understand employee engagement &amp; culture across your organisation.

Create exceptional employee experiences. Optimise engagement. Supercharge your EVP.

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

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