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<a href="https://www.linkedin.com/company/linkedin/">LinkedIn</a> has become the go-to platform for job seekers and employers alike.&nbsp;
💡 Each week over <a href="https://news.linkedin.com/about-us#Statistics">61 million people</a> are actively looking through LinkedIn for their next position.&nbsp;
Beneath the surface of those enticing job adverts and career opportunities lies a curious gap &ndash; a gap in the frequency of Human Resources (HR) terminology used within senior leadership job postings.&nbsp;
We analysed approximately 100 senior leader roles and 50 senior people roles, and found insights that have broader implications for organisational dynamics and workforce engagement.
&nbsp;
<h3 dir="ltr">The HR Terms We Explored:</h3>
We targeted three essential HR terms that encapsulate critical aspects of organisational culture and employee well-being:
<ol>
<li dir="ltr" aria-level="1">
Culture
</li>
<li dir="ltr" aria-level="1">
Employee engagement&nbsp;
</li>
<li dir="ltr" aria-level="1">
Employee experience&nbsp;
</li>
</ol>
To create a thriving, high-performing organisation, we know that we need a healthy culture, high engagement and a great employee experience.&nbsp;
Responsibility and accountability for creating and maintaining this needs to be at all levels of the organisation. Including senior leaders. So we set out to uncover the extent to which theses responsibilities were integrated into the DNA of job adverts across different senior leadership positions.
&nbsp;
<h3 dir="ltr">Key Findings:</h3>
<h4 dir="ltr">The Culture and Engagement Disconnect</h4>
Only 21.5% of the senior leadership / board roles we looked at mentioned being responsible for culture, engagement or employee experience in their teams or organisation.
This gap reveals a disconnect between the aspirational culture-building goals, often owned and led by the HR and People team, and the actual articulation of these responsibilities within high-level positions.
<h4 dir="ltr">Functional Disparities</h4>
The extent of inclusion of these HR terms also varied significantly across different senior roles.&nbsp;
For instance, while a substantial 90% of Senior People Leader roles prominently featured culture, engagement, and experience responsibilities, other positions exhibited markedly lower percentages:
<ul>
<li dir="ltr" aria-level="1">
Sales Director roles: 0%
</li>
<li dir="ltr" aria-level="1">
Operations Directors: 7%
</li>
<li dir="ltr" aria-level="1">
Managing Directors: 16%
</li>
<li dir="ltr" aria-level="1">
Finance Directors: 20%
</li>
<li dir="ltr" aria-level="1">
Marketing Directors: 29%
</li>
<li dir="ltr" aria-level="1">
Operations Directors: 33%
</li>
<li dir="ltr" aria-level="1">
CEO roles: 44%
</li>
</ul>
So if you are struggling with culture and engagement in your sales and operations teams, it may be because the leaders don&rsquo;t see themselves as responsible or accountable for it. The organisation is asking them to be responsible and accountable for it.
<h4 dir="ltr">Repercussions for Organisational Success</h4>
The absence or sparse mention of culture and engagement responsibilities in job descriptions could signal a profound challenge.&nbsp;
Our findings suggest that accountability for <a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">employee engagement</a> and culture is not being consistently woven into the fabric of roles throughout the organisation, from the top-down, and it&rsquo;s a UK wide challenge.&nbsp;
This lack of emphasis may undermine the formation of a healthy organisational culture, impeding long-term success. Leaving HR and People teams to pick up the slack.&nbsp;
<h4 dir="ltr">Shifting Priorities and Measures</h4>
Our research also revealed that the focus for leaders may be more centred on outcomes, such as team performance, rather than the inputs, such as fostering <a href="https://www.tenspace.co.uk/blogs/how-to-measure-employee-engagement/">highly engaged teams</a>, which is the underlying aspect of any high-performing team.&nbsp;
The lack of HR terminology in job descriptions might inadvertently shift the emphasis away from cultivating a thriving work environment.
<h4 dir="ltr">Impact on Employer Value Proposition (EVP)</h4>
The <a href="https://www.tenspace.co.uk/blogs/attract-retain-with-your-evp/">Employer Value Proposition</a>, a crucial aspect of talent attraction and retention, may also be negatively influenced by the way job adverts are crafted.&nbsp;
The relegation of culture and engagement-related responsibilities could send a subtle message about the organisation's true priorities for new and external talent.
&nbsp;
<h3 dir="ltr">What Have We Learnt?</h3>
Our analysis of LinkedIn job descriptions highlights a striking gap in the incorporation of HR terminology related to culture, engagement, and employee experience.&nbsp;
This gap points to a larger issue &ndash; the need for organisations to consciously integrate these critical aspects of workplace well-being into their leadership roles, from top to bottom.&nbsp;
The implications of this gap are far-reaching, from influencing organisational culture and employee satisfaction to affecting retention, long-term success and even the attractiveness of the organisation to potential candidates.
It&rsquo;s imperative for leaders and HR professionals to address this gap and collectively work towards building a more holistic and engaging work environment for all
<h3 dir="ltr">One Last Thought&hellip;</h3>
So, the next time you scroll through a LinkedIn job description, keep an eye out for those subtle yet significant mentions of culture, engagement and employee experience &ndash; they just might hold the key to a company's future success. 
At Ten Space we create bespoke surveys which allow teams to share their honest feedback anonymously.&nbsp;
Our employee feedback surveys allow 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.
This gives 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>.

We analysed approximately 100 senior leader roles and 50 senior people roles to see how prominent engagement & culture responsibilities were in job adverts. Here’s what we found…

Exploring the Gap: Employee Engagement Responsibility in LinkedIn Job Adverts

You&rsquo;ve completed a great survey, you&rsquo;ve got tons of insightful feedback. But what do you do now? How do you make the most of your employee survey results?&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.
There are some steps you need to take that will show your employees that you&rsquo;re using their feedback to improve the employee experience. After all, you asked for their feedback for a reason - you want employees to know that you hear them and value their input.
&nbsp;
&nbsp;
<ol>
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Review the Results</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/cznqliyPndDRw2qYNnByiLY1qPH1-X15kseDScYDx7nO84T8Wdxeo-DrAGI9JbV23EOxMw1ZEZIwR3T5ZbrXgrHnRUSI_TqpKZJQEE9UkwgDyM0iKwJp55G3N1WnajJMiMV0n0rAFOqwE8UgY1j52Ws" width="211" height="211">
You can help gain extra insights from your results by analysing them effectively. It can help leaders connect with the feedback and understand the action that they need to take next.&nbsp;
Consider key themes, quick wins and longer term big wins from each survey.
Look for patterns - Are there areas in which your organisation scored low across the board? This is an obvious place to start. Identifying gap that are affecting employee happiness is key to moving the needle.
Dissect the data - Not all teams work the same, and not all teams have the same concerns. Data creates stories at both an individual and a team level, so be sure to consider both.
Consider any key demographics in the data if your survey data set is large enough. A key insight we often find in surveys is the difference in engagement levels based on length of service.&nbsp;
The insight this can bring can contribute hugely to retention strategies and understanding a typical career cycle in your organisation.&nbsp;
There may be key areas, questions or themes that you might want to keep a close track on. You can build these into a dashboard or report that is regularly reviewed, so that progress can be monitored.&nbsp;&nbsp;
There is a word of caution when it comes to segmentation, it shouldn&rsquo;t come at the cost of anonymity.&nbsp;
At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our platform, this allows us to protect anonymity to create a safe space for employees to share feedback, but also to drill down to identify additional insights.
 
<ol start="2">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Create an Action Plan</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/YMR7JthiQf5pn7jaAKc-7_o2aciPc-ZfTGFDXCN3UhnlnEyoK6o7fzXtV1m5rOuUhXhLAp7q9vMZtyJtcraLASpDxJ2CkI1qdRion-4GL_ZKj2ZRRU9KIOu-dr0xxKLIxan1zsliJ_y2bYy32M4gbyU" width="216" height="215">
Once you&rsquo;ve understood what the data is telling you, it&rsquo;s time to create an action plan. This can often be split into &ldquo;quick wins&rdquo; and longer term action that may need more time and resources.&nbsp;
It&rsquo;s also likely you&rsquo;ll identify actions that apply across the whole organisation, or to specific teams and demographics.&nbsp;&nbsp;
It&rsquo;s important to talk about engagement and action planning regularly. This keeps momentum going and keeps accountability for progress high.&nbsp; 
<ol start="3">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Communicating to employees&nbsp;</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/_wxK9_Ry3zrw4Kt6g27RW2qz9Jq588QHfgKlKKusWGNldmuK0Oh-Xx4wbkNMyzQfBUTIuar5JCm8T4TZzV9YvWuWJrjj36HxLweMgjxkoJm1oyhWpLWe_sCFl4FGLpvZMzoR4UlVmRKlxxd3zQS8IPg" width="227" height="227.85660377358496">
Employees who have taken the time to complete a survey, will want to know what the outcomes are and what happens next.&nbsp;
There is often immediate messaging we can give to employees, to share findings and themes and what the key next steps are. This might be an organisational wide communication, where everyone receives the same message.&nbsp;
Think about the best channel to share this based on your population to maximise the impact.
In our experience this communication has the best impact when it comes from the leaders at the top of the organisation. Showing ownership and interest in employee feedback and making progress.&nbsp;
From there it might be that line managers speak with their teams and help them to understand the findings and impact on a local level. Helping employees understand the &ldquo;so what&rdquo; for them, helps them connect to the outcomes.&nbsp;&nbsp;&nbsp; 
<ol start="4">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Do it Regularly</h3>
</li>
</ol>
<img src="https://lh6.googleusercontent.com/9-8ZMIc_V9U2vHUpB-nxRMZgFK0UHH5f_8xi9XFqtSPobyu4pu269428c8oNN0wjRJFIVvz-X8ya5zLAmZceLZNF9UMt4R7oc-Gd_dASLc759Bay_JcvK74ARd_Hel6YA_pETnmOEmxXv3-qRQgv6qY" width="229" height="227">
By surveying regularly, you stand a better chance of preventing problems that lead to poor culture and resignations as you are building up patterns and collecting regular data, at the moment it is happening.&nbsp;
Really getting to grips with employee feedback data can even help to predict issues before they arise.&nbsp;
Through anonymous feedback, your teams are given a voice and when they see action coming from their feedback, they know their voice is being heard.
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.
Good luck with your next steps and actions!&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>.

You didn’t run the survey just for fun - you want employees to know that you hear them and value their input. Here are the 4 next steps…

Employee Survey Results: The next steps

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

To put it in its simplest form: <a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">Employee engagement</a> is the level of commitment, enthusiasm and dedication employees have towards their work and the organisation.
Some believe engagement is solely about having happy employees, but true engagement goes beyond this. Enhanced employee engagement reveals itself in employees reaching their full potential and delivering exceptional performance at work.
High engagement occurs when employees are channelling that happiness and energy into achieving the goals of the business. This speeds up<a href="https://www.tenspace.co.uk/blogs/taking-charge-of-your-own-engagement/"> individual</a> and<a href="https://www.tenspace.co.uk/solutions/team-performance/"> team performance</a>.
&nbsp;
<h2 dir="ltr">Measuring employee engagement</h2>
You don&rsquo;t NEED to <a href="https://www.tenspace.co.uk/blogs/how-to-measure-employee-engagement/">measure employee engagement</a>, but we think you should!&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.
Using effective engagement measures helps us to predict and ultimately prevent employee turnover.&nbsp;
You can measure your engagement through employee surveys. Done well, surveys also have the benefit of capturing written feedback as well as data. They are an excellent way to create employee voice.&nbsp;
&nbsp;
<img src="https://lh5.googleusercontent.com/4xaX9AvT-z62Km8k7oZ74HRCpRqPqWsP-goijJHko-HcJSHDv0qqKDZ3UP3GxSi7-9zLyfw9X1SvK2-XcF3AcOxPiW5XSXr0STFBrr1XqySx9l1t7g4p-xdvhiJDDnUB68NK9RhuGtFOD5-85llFK4o" width="602" height="401">
<h2 dir="ltr">Employee survey platforms</h2>
💡 <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/KtBRBt2O18bcIFQwrVjByCfaaNJ4MGrBjoDkCtTtZ3HNtjIvDnrE8PhFp_cfZokFopfZXs2xhmdS2mAx6mSp7pHHM8yrFU3kNatuuTj7Ws7lafnOonw-Z4hQPdz9xRR71XO5JAJ8aM2WvEuY0EVOFWg" 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 engagement 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;
<h2 dir="ltr">Tips for asking the right questions</h2>
The surveys should be kept brief and contain only the questions that would elicit the best responses from the staff.
<img src="https://lh5.googleusercontent.com/BNB2-v1BGjnrBiFfEG1jszkawqqlnS3RW4PoAgMJOvatjKE8dioZ1HM0zM8bk1ygSKCX0zoCkJ6_0u-rj_8Fu4ANA1rl9fG_JRXGgpD_M7VnXynMT68g2XfbfKfkepg_rKfAajAIeX8fKRyaW33L7i8" width="246" height="245">
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.
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.
<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;
<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;
<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;
<h4 dir="ltr">Wellbeing:</h4>
💡 Organisations that trust 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.
 
<h2 dir="ltr">Getting started with your survey process</h2>
A successful business depends on knowing how to encourage team engagement and satisfaction at work.&nbsp;
Utilising employee engagement surveys to collect truthful, trustworthy input, it&rsquo;s possible to take action and build a fantastic workplace with the feedback and data.
<h3 dir="ltr">What makes us different?</h3>
Ten Space helps organisations understand what is driving, or holding back engagement in their teams.&nbsp;
We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
<img src="https://lh6.googleusercontent.com/Vz2WmiZQkBLsFFxRsSdABiESXkMJLTPEZEqXCDh5AMmoGZpUD9NlMKRah89z-UeRjpWxqr2wZ83BuRNkv6zAUpm9kPAP8r5hr45FYq5WafvUltYaqiv1obRbjYURTavryX7wjEVxzl1U93cZq7e9SVc" width="264" height="262">
<h4 dir="ltr">WhatsApp, SMS &amp; Email</h4>
💡 <a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf">38% of employees</a> planned to quit their job in the next six months to a year.
Our survey platform gathers employee feedback via Whatsapp, SMS &amp; Email surveys so your people can respond on their terms.&nbsp;
We ensure that you can reach all your employees, even those without a company email. This inclusivity fosters better communication and engagement throughout your workforce.
This leads to higher participation and a more inclusive experience, capturing the data from all your people, easily.
<h4 dir="ltr">Bespoke question sets</h4>
💡 <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">1/3 of frontline workers</a> feel disconnected from their colleagues in HQ and <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">4 in 10 employees</a> feel their management is out of touch.&nbsp;
You can ask the questions you want the answers to. We provide a bank of great questions for you to choose from that covers the 4 pillars of employee engagement.&nbsp;
If there&rsquo;s something specific you want to find out, we can do that too! Our engagement experts can help guide you to creating the perfect questions.
<h4 dir="ltr">Segmentation</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">38% of employees</a> don&rsquo;t feel their manager knows them well enough to understand their full potential.
There are some challenges you might face in engaging and addressing issues within a dispersed workforce, where employees work in various locations.&nbsp;
It can be difficult to pinpoint specific problems or concerns without the ability to gather location-specific feedback.
Our employee survey platform offers advanced data segmentation.
This enables you to gather feedback from specific locations, teams or job roles. With this insight, you can identify the exact sources of challenges and implement targeted action plans to address them effectively.
 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>.

Employee Engagement Surveys are designed to measure and assess how motivated and engaged your employees are to perform their best at work each day

Employee Engagement Surveys: What you need to know

Impactful employee recognition goes beyond praise. True recognition acknowledges hard work, motivates individuals and creates a positive work culture.
Recognition (or lack of it) is a topic that comes up a lot in our <a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">employee engagement</a> surveys. Employees definitely have a view on whether organisations are getting it right or not!
Employee recognition done right is easy, but it&rsquo;s not simple!&nbsp;
Have you ever poured your heart and soul into a project, felt proud of your work, and succeeded? That sense of accomplishment is incredible, but it becomes even more powerful when others recognise your efforts. Building a culture of recognition to drive engagement, is about creating this feeling across all employees, over and over again.&nbsp;
&nbsp;
<h2 dir="ltr">What is Employee Recognition?</h2>
Employee recognition refers to the act of acknowledging and appreciating employees' contributions, efforts, and achievements in the workplace.&nbsp;
It can take various forms:&nbsp;
<ol>
<li dir="ltr" aria-level="1">
Verbal appreciation
</li>
<li dir="ltr" aria-level="1">
Public acknowledgement
</li>
<li dir="ltr" aria-level="1">
Monetary rewards
</li>
<li dir="ltr" aria-level="1">
Promotions
</li>
<li dir="ltr" aria-level="1">
Opportunities for growth &amp; development.&nbsp;
</li>
</ol>
It&rsquo;s a strategic practice that aims to motivate employees, boost morale, foster a positive work culture and ultimately drive organisational success.&nbsp;
Employee recognition recognises the value and impact of employees' work, creating a sense of belonging, purpose and appreciation within the workforce.
&nbsp;
<img src="https://lh6.googleusercontent.com/W-tshrRp4X6MLRPZsw1ZigfTDFeT23gWDzwTx5aH44UdYO3tFsY7A0yow0VoiMfJgvev8KwaQ4mtwAIryt6ZDB014n8xxgG3SGg9nYIrJnBP-zUs0yPM3xAy--KmKS5kDi-4PFO2GPnfZWZTEqNGMgQ" width="450" height="301"> 
<h2 dir="ltr">Why is Employee Recognition important?</h2>
💡 <a href="https://www.shrm.org/resourcesandtools/hr-topics/benefits/pages/generation-z-and-millennials-seek-recognition-at-work.aspx">79% of employees</a> say an increase in recognition rewards would make them more loyal. From loyalty comes employee retention!&nbsp;
When employees feel valued, they&rsquo;re more engaged, motivated and likely to go the extra mile for their organisation.
Employee recognition fosters a positive work culture by creating a sense of appreciation and value among the workforce. This, in turn, enhances employee engagement, teamwork and collaboration.&nbsp;
It also plays a crucial role in retaining top talent. When employees feel recognised and appreciated, they are more likely to stay with their current employer, reducing turnover rates and the <a href="https://www.tenspace.co.uk/blogs/the-cost-of-low-employee-engagement-/">associated costs</a>.&nbsp;
<h4 dir="ltr">Recognition makes people feel valued</h4>
💡 Feeling valued at work is linked to<a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T"> better physical and mental health</a>.&nbsp;
<img src="https://lh3.googleusercontent.com/8yLm5O82YT8ViQTtU7FpQVoX_elugD7DZQrBW0gBRuZCnE6-SHiz33Xv07aYuOdidZkY-Bne_dc7d2Hs937KFRQ0mxUB_8wGgy_uORVy5DQriDvYbRE1osos10BBMRnbnSuctYxo3HN9jRD71yOe9jg" width="261" height="261">
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;
But don&rsquo;t just recognise the heroes!
Employees 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.&nbsp;
It&rsquo;s also important that you don&rsquo;t forget about those people who deliver for the business day in, day out, even if they aren&rsquo;t chalking up revenue on the leaders board.&nbsp;
<h4 dir="ltr">Recognition builds employee engagement</h4>
💡 Employees are <a href="https://www.quantumworkplace.com/future-of-work/importance-of-employee-recognition">2.7 times more likely</a> to be highly engaged if they believe they will be recognised for their contribution.
<img src="https://lh4.googleusercontent.com/uzFJ4iQnVctE5aU3fNx1x1dMG78POriIrF0F7tg5IT1ITQYgjiwayerGu8pgMbwV7e2zrveFUFFczGklnwUtCY_1CDSo0M_mCkLeTSnlkJbgVHn7p6w7cqd7znxzPs-Gqj63M0DfWq5rx6LFZ2lUMqA" width="273" height="272">
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">21% more profitable</a>.
You can find out how engaged your teams are by conducting an <a href="https://www.tenspace.co.uk/blogs/how-to-measure-employee-engagement/">employee engagement survey</a>. These surveys can cover areas such as: connection, leadership, fulfilment and wellbeing of your team.
At Ten Space, we&rsquo;ll often build in direction questions to our surveys, so we can understand if employees feel that recognition is fair, or that it&rsquo;s motivating them to achieve more. Often there is a difference in feeling from one team or demographic to another.&nbsp;
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.&nbsp;
You need to be aiming to make the individual feel recognised and build up a recognition culture at the same time.
<h4 dir="ltr">Recognition increases team performance</h4>
💡 Businesses who give individual or team recognition see a <a href="https://www.zippia.com/advice/employee-recognition-statistics/">14% increase</a> in performance.
<img src="https://lh5.googleusercontent.com/jRPrV8mk6am3MNY6nysYNR--Bm6sCh_QlTmZQHOGp0ah9c3ULLQMNuxNbbWL0RPkTca5uANgjHKL0wyvfn4B6e6Byw9fPQpRCjFEZtB0z6N4C7YEq3ptnZO3IhtFSNli1-v9UsnaLHtX9RQylfH74aU" width="268" height="267">
Recognition leads to increased motivation, a sense of pride and increased self-confidence at work.&nbsp;
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.&nbsp;
You may need to rethink your approach on a regular basis, to make sure that it continues to have the effect of creating an engagement boost in individuals or your teams.
&nbsp;
<h2 dir="ltr">Check it&rsquo;s working</h2>
Make sure you're checking that recognition is working in your business. Employee feedback is a great way to do this.&nbsp;
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.
You&rsquo;ll know when it&rsquo;s time to switch it up and try something new, as recognition will become background noise.&nbsp; 
At Ten Space we create bespoke surveys which allow teams to share their honest feedback anonymously.&nbsp;
Our employee feedback surveys allow 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.
This gives 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>.

Using the power of recognition to drive success and increase retention

The Importance of Employee Recognition

💡 Organisations with high engagement outperform organisations with low engagement by <a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx">202%</a>.&nbsp;
<a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">Employee Engagement</a> needs to be one of your top priorities to ensure your business can succeed.&nbsp;
Some believe engagement is solely about having happy employees, but engagement goes beyond this. Enhanced employee engagement reveals itself in employees reaching their full potential and delivering exceptional performance at work.&nbsp;
The goal is to create an environment, where employees bring their best selves to work and do their best work when they get there.&nbsp;
&nbsp;
<h3 dir="ltr">Do you really need to measure engagement?&nbsp;</h3>
You don&rsquo;t NEED to, but we think you should! 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.
Without a measurement of some kind, you will just need to guess whether that benefit you introduced had the positive impact you hoped it would.&nbsp;
If you&rsquo;re tracking your retention rates or number of leavers, but not tracking engagement you are only monitoring half of the picture. Leavers from your organisation are a result of poor engagement, so measuring and monitoring engagement can help you to impact on your retention rates in a proactive way.&nbsp;
Using effective engagement measures helps us to predict and ultimately prevent employee turnover.&nbsp;
You can measure your engagement through employee surveys. Done well, surveys also have the benefit of capturing written feedback as well as data. They are an excellent way to create employee voice.&nbsp;
There are 3 things you need to consider when measuring engagement:
<ol>
<li dir="ltr" aria-level="1">
Using the right Employee Engagement platform
</li>
<li dir="ltr" aria-level="1">
Gathering effective feedback &amp; data
</li>
<li dir="ltr" aria-level="1">
Using your insights to increase engagement
</li>
</ol>
&nbsp;
<img src="https://lh5.googleusercontent.com/3LKFEknZMljKHbCUREi6PsIc_nidkFCPygPJ_k2bOtfgC3x_JdT7PrO2gSlkLEien91yP7IAs9ZJ90CtKrC1FdjzP0wOoYAjxMi-HcXB0TJ3PwJ7816f-rBwhGsMrODCg6Qln9v31nwQrZtCmTYTy4c" width="450" height="299">
 
<h3 dir="ltr">Using the right Employee Engagement platform</h3>
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company. So what are the advantages of using a specialist to carry out your surveys?&nbsp;
<h4 dir="ltr">The best questions are written by a third-party</h4>
<img src="https://lh5.googleusercontent.com/Qrg8UWhUhWxgEU6xy5vfX2XEwoEOLA1TX1HwJMXfCJ6kWKh3X2O_aWaw8yxnPev77zpYKgpJPx-WV7uEk3ytIY2o99Wl74cmOW6TxIQ0S7yye8t4s9AQHg3oQwuyuN4UjhyprCkmyQaJ1i2saSQQH0I" width="238" height="237">
An expert, outside perspective will be most helpful to leadership and HR teams. Questions can&rsquo;t be written in a way that would positively influence the quality of responses and make the most of the insight you capture.&nbsp;
<h4 dir="ltr">Trust in anonymity</h4>
💡 <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;
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.
<h4 dir="ltr">Speedy data gathering</h4>
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.
📑 For more on the benefits of an Employee Engagement platform and to find the one that&rsquo;s right for you, <a href="https://www.tenspace.co.uk/blogs/benefits-of-an-employee-engagement-platform/">check out our blog</a>.
&nbsp;
<h3 dir="ltr">Gathering effective feedback &amp; data</h3>
Your <a href="https://www.tenspace.co.uk/blogs/employee-engagement-starting-your-survey-process/">survey design</a> affects the results you get. Design it wisely!
<ul>
<li dir="ltr" aria-level="1">
Survey too long - Employees get bored, leave short answers and are more likely to not complete.
</li>
<li dir="ltr" aria-level="1">
All one type of question - Employees get used to the repetitiveness of tick boxes and are less likely to think the question through.
</li>
<li dir="ltr" aria-level="1">
Surveys happen once a year - Employees get the impression that the survey is purely so the company can say they&rsquo;ve done it. After all, they haven&rsquo;t seen any action from the last one so who&rsquo;s to prove them wrong?
</li>
</ul>
&nbsp;
<h3 dir="ltr">How to design a great survey</h3>
<img src="https://lh6.googleusercontent.com/AC7UE3VreEnLhbn1K0RutobIHxHdvkd-fz4WmkRKXySNAsPwy0RZ3WnCXvndlrk3DNqzvFw_4vHzudxlb-ZA9uRUnfRD3jd3EvwLVbSXXOGJyyt7KBsr4qRJiFA8u3CeeeVavjf_S4REQlAJ2CcKr2c" width="241" height="241">
<ol>
<li dir="ltr" aria-level="1">
Your survey should be kept brief and contain only the questions that would elicit the most honest &amp; reliable answers. A typical Ten Space survey should take no more than 10 minutes to complete, our ideal is 5 minutes.&nbsp;
</li>
<li dir="ltr" aria-level="1">
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 as well.&nbsp;
</li>
<li dir="ltr" aria-level="1">
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.
</li>
<li dir="ltr" aria-level="1">
Do it often. We recommend every 3 months (every 6 months at the minimum).&nbsp;
</li>
<li dir="ltr" aria-level="1">
Switch up the topics to keep it interesting. It&rsquo;s great to have some data points to track from one survey to the next, employees don&rsquo;t want to take the same survey time and again. Keep it relevant and keep it interesting.&nbsp;
</li>
</ol>
Designing a great survey 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.&nbsp;
Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates and engagement levels. 
&nbsp;
<h3 dir="ltr">Using your insights to increase engagement</h3>
The action you take from a survey is what matters most, not the survey itself. By not taking feedback seriously you risk losing valuable team members.&nbsp;
💡 Employees who don&rsquo;t feel comfortable providing upward feedback are <a href="https://en-gb.workplace.com/blog/employee-voice?t=b">16%</a> less likely to stay in their organisation.
<h4 dir="ltr">Tell a story</h4>
<img src="https://lh6.googleusercontent.com/fFX5xSjXCWZ5-9bZzxHHPLbg0WGyOaVfy6jqcWBtP0ixmEPLxpY_Fl7r_xgXZsz0D_O0Msl2Ux4r__jIjj3kRVIoeHcBswY3GN7EpfrtzSxWlFSsrayBK_WxUmf93LFa2jgVNxLfV2abSZMOdLrRXTs" width="241" height="241">
To get real value from the data that you&rsquo;ve collected, you have to dig through it and discover where you need to make changes. You need to locate both the strengths and weaknesses within your business.
<ol>
<li dir="ltr" aria-level="1">
Look for patterns - Are there areas in which your organisation scored low across the board? Identifying failings that are affecting employee happiness is key to moving the needle.
</li>
<li dir="ltr" aria-level="1">
Dissect the data - At an absolute minimum, you need to be able to segment the data by department. Not all teams work the same, and not all teams have the same concerns. Data creates stories at both an individual and a team level, so be sure to consider both.
</li>
</ol>
<h4 dir="ltr">Create a plan &amp; discuss</h4>
Once you&rsquo;ve identified patterns and drawn conclusions, it&rsquo;s time to talk to individuals one-on-one. Communication is at the heart of all successful businesses. It&rsquo;s important to talk about engagement and action planning regularly.&nbsp;
<ol>
<li dir="ltr" aria-level="1">
For decision makers - Is there time at board / leadership / management meetings to track progress and keep employee engagement high on the agenda? Not just the first meeting after a survey, but every one.
</li>
<li dir="ltr" aria-level="1">
For individual leaders - Take the time to sit down with employees and discuss what&rsquo;s keeping them engaged at work, and what (if anything) is holding them back. Give your employees structure, help them plan for the future, and act on what they tell you so you don&rsquo;t lose their trust.
</li>
</ol>
<h4 dir="ltr">Explore data with segmentation</h4>
Knowing specific teams or demographics who are less engaged than others can help to highlight retention risk &amp; drive specific actions.&nbsp;
You may find that there are key themes in smaller populations that emerge, which can have a huge impact on engagement overall when addressed.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/_13W2sUazlHjxUJo7k24Q_dHJMRKSJVFlIy4BpMOtOVc6zOmPfBoZxHcM7BswCf1ye-aHpVRR0vNP0p4dbMTWP39aPVK1wB7xElrphOjC0uFxsTrXYTnBWKF8tBcYC8Hx2ue6MFqE2wUJaQ1yzRNO5s" width="244" height="243">
There may be key areas, questions or themes that you might want to keep a close track on. You can build these into a dashboard or report that is regularly reviewed, so that progress can be monitored.&nbsp;&nbsp;
There is a word of caution when it comes to segmentation, it shouldn&rsquo;t come at the cost of anonymity. At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our <a href="https://www.tenspace.co.uk/platform/">platform</a>, this allows us to protect anonymity to create a safe space for employees to share feedback, but also to drill down to identify additional insights.&nbsp;
&nbsp;
<h3 dir="ltr">A final thought&hellip;.&nbsp;</h3>
Don&rsquo;t forget to survey regularly. Employees feeling left out or uninformed could be a huge barrier to engagement.
By surveying regularly and creating a continual flow of employee ideas and feedback, you can build up a great picture to help you take a proactive approach to retention and prevent talent loss.&nbsp; 
&nbsp;
At Ten Space we create bespoke surveys which allow teams to share their honest feedback anonymously. This gives 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>.

What is employee engagement? Understanding the key to unlocking a motivated and high-performing team.

How to measure Employee Engagement

Enhancing employee productivity, retention and satisfaction is vital to creating a happier workforce. One of the best ways to do this is through effective use of the right <a href="../../../../../../blogs/what-is-employee-engagement-/">Employee Engagement</a> Platform.
A good employee engagement platform will gather feedback from your teams.
A great employee engagement platform will give you the <a href="../../../../../../blogs/making-the-most-of-your-engagement-data/">data, insight and feedback</a> you need to enact real change in your organisation.
<h3 dir="ltr">&nbsp;</h3>
<h3 dir="ltr">5 Main Benefits of an Employee Engagement Platform</h3>
<img src="https://lh6.googleusercontent.com/KSQeJeHXmvEE6rfK3Y9CW-B2-7S_x0yq-llDDsk-Frx1UnWn5k7Gtdem5jiWHbJhb4fZDGU7TzPTJ5klg9ecTsf8T50WJZwY4ffOn3AWWDipOsdtBD-HB5fNu3KmxfMF0T6miOxM2xcJFtaFWzW_YVI" width="602" height="401">
<h4 dir="ltr">Anonymity:</h4>
<h4 dir="ltr">💡<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 anonymous.</h4>
<img src="https://lh6.googleusercontent.com/VFovaUll7AEXMzSm_du4HSGyRqZWDOfNGCoi7733kAsnJi2dF5F2kFNdYNjKNSFy3MbplfcOwqDycVP_n57qOEhwp5DQcH9DNWMnHhDZ83_wFhcSx8pKplqy3kEPJDQyo-GoUnUSdRLXdbXiQoL5jM4" width="224" height="224">
If you want to get the best feedback, making sure that your employees know that what they share won't be traced back to them personally is crucial. If they don't feel safe to share their feedback, they may not be as open and honest.&nbsp;
Trust is incredibly easy to lose and much harder to build back. If breached, employees may even choose not to offer their thoughts at all.&nbsp;
Using a <a href="../../../../../../blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me/">third-party platform</a> adds an extra layer of trust. Employees are more likely to trust the confidentiality and impartiality of an external party, with a specialist tool rather than an internal system.&nbsp; 
<h4 dir="ltr">Instant Insights:</h4>
<h4 dir="ltr">💡 90% of business professionals prioritise&nbsp;<a href="https://www.gartner.com/smarterwithgartner/why-data-and-analytics-are-key-to-digital-transformation">data &amp; analytics</a> for successful digital transformation.</h4>
<img src="https://lh3.googleusercontent.com/z9IrlR-a1bBZZ4ZNI68YH8ugGVG2a8ipLhpyHfg7jazDfoNn4U8Gbs96N9TlfuBAs8R2J2s4_2_YVpYywpIBQrWvP0WAphajAl5J0Yf6WGKvycQC5INazxN1p2sZskVHMHK6fXM4YQBR6OZD2J0vHnA" width="220" height="220">
The instant insights provided by the Ten Space platform enables organisations to quickly identify trends, patterns and areas of improvement. You can watch your results coming in on our dashboard as your survey is happening.&nbsp;
Instead of spending hours or even days crunching numbers and organising data, HR and management teams can focus on analysing and interpreting the insights to make <a href="../../../../../../blogs/making-the-most-of-your-engagement-data/">data-driven decisions</a>.&nbsp;
The accessibility of instant insights promotes agility and responsiveness. That means you can show your teams that you are serious about using their feedback to create change and take action.&nbsp;
Carrying out surveys on a regular basis, means you have an continual flow of up to date and highly-relevant employee feedback to shape decision making and manage risk.&nbsp;&nbsp; 
<h4 dir="ltr">Accessibility:</h4>
💡 <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">1/3 of frontline workers</a> feel disconnected from their colleagues in HQ and <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">4 in 10 employees</a> feel their management is out of touch.&nbsp;
<img src="https://lh3.googleusercontent.com/BEyUpqP2in2DNJ7tgktbL4ErcBWM4WB8OKutGud8HMu5hVCmNaRzsQ2njHxhgzDVIF-GWET0XoTcuKk9LRArlygs5AxtIyvajzluqeGrgZUuIqtLuTqK-ORm7U3_1qovU3O6veNMzH90Y5xfpmQp69k" width="213" height="212">
Whether employees prefer WhatsApp, SMS or email, having a multi-channel approach ensures that you can reach everyone in the organisation.
For <a href="../../../../../../blogs/remote-hybrid-working-bridging-the-gap/">remote teams</a>, having a platform that promotes inclusivity makes it easier for all employees to stay informed, provide feedback, and actively participate in the engagement initiatives of the organisation.
<h4 dir="ltr">Support:</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">38% of employees</a> don&rsquo;t feel their manager knows them well enough to understand their full potential.
<img src="https://lh3.googleusercontent.com/B2__HbKQngYOFC_VZ0wjQsK3W81u2H4LLSKit7qi-uIC_e9agd5xk1TX0UIXSCy9zB20UZEu1RKZ0BAYzZLzafLYQFcIeFgAQnrgKCGULBHUXbbzsk8Y1FxIhc8LyDOsCyCwgJpXZ5ZOKN9qNlr7axc" width="214" height="214">
Employee Engagement Platforms offer guidance and tools to help organisations formulate <a href="../../../../../../blogs/employee-engagement-starting-your-survey-process/">effective survey questions</a> and design the best processes, ensuring that relevant and meaningful data is collected.
The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective can be extremely helpful to leadership and HR teams. We&rsquo;ll help you get to the heart of any issues you want to explore. We&rsquo;ll also help to keep your questions neutral so they aren&rsquo;t written in a way that would influence the replies, so you can be confident about the insight and feedback you&rsquo;ve captured.
<h4 dir="ltr">Segmentation:</h4>
💡 <a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf">38%</a> of employees planned to quit their job in the next six months to a year.&nbsp;
<img src="https://lh5.googleusercontent.com/cnisFQJyWlDtHQUcIl4Pq9xN8MKYnpv83XXRm3YrFF4O36YuEok8jfC6xLLv7WaqkkxK2EdRAj4laPQln-3oGLb6KwLtw50G-n71iHjLDQn1VXROGBWCc0GfX7jG6LbpH3HKPkMeWpZOP3VA_Lz0zvA" width="223" height="223">
A <a href="../../../../../../blogs/10-ways-that-our-feedback-platform-is-benefiting-businesses/">great Employee Engagement Platform</a> allows organisations to categorise and analyse data based on various criteria such as department, location, or demographics.
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.
We&rsquo;ll help you with segmentation of your data as part of the set-up process, to ensure you get the most out of each and every survey.&nbsp;
&nbsp;
<h3 dir="ltr">Getting Started with an Employee Engagement Platform</h3>
A successful organisation knows how to encourage team engagement and satisfaction at work. Utilise anonymous employee engagement surveys to collect honest and open feedback. Regular employee feedback and insights are vital tools to take action and build a fantastic workplace.
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="../../../../../../contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="../../../../../../case-studies/">case studies</a>.

Discover how to enhance productivity, create a positive work culture and strengthen employee experience & retention

Benefits of an Employee Engagement Platform

What is employee engagement? Understanding the key to unlocking a motivated and dedicated workforce.

What is Employee Engagement?

In today&rsquo;s fast-paced business world, organisations are under constant pressure to evolve, grow and expand. Revenue and profit will always be the most tracked measures of success in any profit-making organisation.
This need for growth and the focus on the bottom line, can often appear to come into conflict with other critical objectives, such as improving the employee experience. Occasionally this can even raise its head in the relationship between Operations and Human Resources (HR). HR &amp; People teams are responsible for ensuring that employees are happy, motivated, and engaged in their work, delivering at their best. Shaping up the EVP to make the organisation an attractive place to join and an even better place to stay. This involves providing a positive work environment, opportunities for development and growth, and shaping compensation and benefits. HR&rsquo;s ultimate goal is to create a workforce that is not only productive and high-performing, but also engaged, satisfied and fulfilled. Operations often have the same outcomes around productivity and high performance, but come at the challenge from a different angle, with different key performance indicators attached to their success. Operational teams are often focused on streamlining processes, reducing costs, and increasing efficiency. With time, cost and quality measures always in clear view.&nbsp;
&nbsp;
<h3 dir="ltr">A Win-Win</h3>
Whilst the time and money spent on employee experience can sometimes feel at odds with the revenue protection of Operations teams - the focus on employee engagement is actually a win-win for all.&nbsp;
Consider, Operations pushing for longer working hours or increased productivity from each employee. HR teams may use data and insight to be able to explore the true impact and make a more informed decision. Using data such as employee feedback insight, coupled with sickness statistics can create a solution which achieves both aims. Protecting the business from longer-term hidden costs of employee burnout or turnover. Similarly, HR advocating for policies such as flexible working hours may open up new opportunities for resourcing and talent pipeline to fuel operational efficiency.&nbsp;
&nbsp;
<h3 dir="ltr">The Ghost of HR Past</h3>
HR departments have often struggled to prove their Return on Investment (ROI) to the rest of the organisation. This was largely due to the lack of available data and insights that could demonstrate the impact of HR initiatives on the bottom line.&nbsp;
One area where HR teams have historically struggled to demonstrate ROI is in employee experience. Advances in technology and data analytics have enabled HR teams to access the tools and data needed to demonstrate the ROI of these initiatives more effectively.&nbsp;
For example, employee engagement surveys can provide HR teams with valuable insights into employee satisfaction and help identify areas for improvement. This data can then be used to develop targeted interventions that address specific concerns, risks and improve employee satisfaction, ultimately leading to increased productivity and profitability.
Similarly, leadership development programmes and training and development initiatives can now be evaluated more effectively using insights such as engagement levels, employee retention rates, promotion rates, and performance data.
By leveraging data and aligning with Operations teams on common goals, HR departments can demonstrate their value as strategic partners in driving business success. Together, these teams can make a compelling case for the time and money spent on initiatives that improve the employee experience and drive productivity.
&nbsp;
HR Partnering Operations If you feel you have more work to do to add proactive value into your operational teams, here&rsquo;s where to start:&nbsp;
<ol>
<li dir="ltr" aria-level="1">
<h4 dir="ltr" role="presentation">Communication</h4>
</li>
</ol>
Establish clear communication channels between the teams and encourage collaboration. This can help identify areas of overlap and enable both departments to work towards common goals. The HR business partner model was designed for this purpose, to ensure that HR remains close to those they impact.&nbsp;
Teams who communicate effectively in the workplace may see as much as a <a href="https://pumble.com/learn/communication/communication-statistics/">25% increase</a> in their productivity.
&nbsp;
<ol start="2">
<li dir="ltr" aria-level="1">
<h4 dir="ltr" role="presentation">Collaboration</h4>
</li>
</ol>
Focus on engagement strategy to ensure employees are motivated and engaged, to support in supercharging the team, improving productivity and driving growth. Operations can help HR by providing the resources and support necessary to implement policies and initiatives that improve employee experience.
&nbsp;
<ol start="3">
<li dir="ltr" aria-level="1">
<h4 dir="ltr" role="presentation">Clarity</h4>
</li>
</ol>
Create a culture of transparency and accountability, where both Operations and HR are held responsible for achieving their respective objectives and there is clarity on the common end goal. This can help ensure that decisions are made with the best interests of the organisation in mind and that gaps in priorities are resolved in a constructive manner.
A strong culture is crucial to attracting and retaining high-performing people in today's competitive business environment. This is especially true during times of economic uncertainty, where organisations may face pressure to reduce costs and cut back on resources.
<a href="https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-core-beliefs-and-culture.pdf">88% of employees</a> believe a distinct workplace culture is important to business success.
It&rsquo;s important to create a culture that fosters employee engagement and provides opportunities for career development and growth. By investing in employee development and creating a positive work environment, organisations can retain their top talent and maintain business continuity.
By actively listening to employees and incorporating their feedback into decision-making processes, organisations can create a culture of trust and transparency. This, in turn, can lead to higher levels of engagement and increased productivity. HR teams can use tools such as employee engagement surveys and pulse checks to gain continual insights into employee sentiment and identify areas for improvement.
&nbsp;
<h3 dir="ltr">Employee Feedback</h3>
By establishing clear communication channels, encouraging collaboration, and promoting a culture of transparency and accountability, organisations can find a way to combine the priorities of Operational and HR teams to achieve long-term success.
Employee engagement surveys can be a really powerful tool to support both teams with data and insight. With reliable employee feedback, organisations can get to the root of what&rsquo;s holding them back and solve the problem before it progresses.
With the Ten Space platform, you can target specific problems by segmenting data into teams, creating bespoke question sets and sending the survey out at the best possible time via the most accessible channel.&nbsp;
For more on how our surveys can help your organisation, visit: <a href="https://www.tenspace.co.uk/solutions/employee-engagement/">https://www.tenspace.co.uk/solutions/employee-engagement/</a>
<h3 dir="ltr">&nbsp;</h3>
<h3 dir="ltr">Our guide to &lsquo;Next Level Employee Engagement&rsquo;:</h3>
We have put together a more detailed guide with hints and tips for taking your employee engagement to the next level.
<a href="https://info.tenspace.co.uk/next-level-employee-engagement">Click here to access the full guide</a>.
At Ten Space we work with our clients to amplify employee engagement, retention and performance.
Taking it to the next level, we can help you explore your employee&rsquo;s journeys to ensure you&rsquo;re optimising every part of the employee experience. Protecting the time and money you spend in areas such as onboarding, leadership development, rewards and benefits; helping you demonstrate ROI for the HR team on the activities you deliver.
&nbsp;
Contact us to help your teams deliver the future of your business: enquiries@tenspace.co.uk

The goals of HR and operations teams can sometimes feel at odds, but creating a “win-win” around common goals supports superior business success

The HR & Operations “win-win”

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!

Insightful articles, hints &amp; tips and company news

Featured Blog

Take our survey platform for a test drive and see what it can do for you and your business.

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

Featured Case Study

view

Take our platform for a test drive and see what it can do for you and your business. Our team are here to answer all your questions.

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>

This is a 404 error, which means you've clicked on a bad link or entered an invalid URL.

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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