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The working environment has undergone rapid transformation during the last few years. <a href="https://www.fosway.com/talent-management-to-people-success/">39% of HR leaders</a> are harnessing the Covid crisis to reshape and reprioritise their company&rsquo;s talent agenda. In order to deal with the shifting employee expectations and retain their talent, organisations must become more agile.
Perhaps your engagement strategy has been successful in the past, but it's no longer effective? Maybe you&rsquo;re looking to create an incredible workplace and wondering what steps to take next?&nbsp;
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>.
The next steps in your journey are likely to be focused on the details of your employee experience and the future of work. Here&rsquo;s what that could look like&hellip;
&nbsp;
<h3 dir="ltr">Employee Experience</h3>
Employee experience is the sum of all the individual experiences and employee journeys that your employees have, as they enter the organisation and move through it. Great employee journeys and experiences create high employee engagement and the benefits that brings. Of course, the opposite is also true.
Crafting and maintaining engaging employee experiences for an individual, from when they enter an organisation through to when they leave, can impact hugely on engagement, retention and performance.&nbsp;
Companies with highly engaged teams achieve on average <a href="https://www.gallup.com/workplace/236366/right-culture-not-employee-satisfaction.aspx">59% less employee turnover</a>.&nbsp;
&nbsp;
A focus on this area can provide a clear return on investment:
<ol>
<li dir="ltr" aria-level="1">
Retention - When employees have a positive and enjoyable experience in the workplace, they are more likely to stay with the company longer term.&nbsp;
</li>
</ol>
High employee turnover can be costly for a business in terms of recruitment and training costs, lost productivity, and reduced morale among remaining employees. It always makes sense to focus on retention ahead of recruitment.
<ol start="2">
<li dir="ltr" aria-level="1">
Engagement - Overall, a positive employee experience can increase employee engagement and the link between these two concepts is clear.&nbsp;
</li>
</ol>
Engaged employees are more likely to be committed to their work, contribute to the success of the company, and feel a sense of purpose and fulfilment.
<ol start="3">
<li dir="ltr" aria-level="1">
Performance - A positive employee experience can improve employee performance. When employees feel supported, empowered, and engaged, they are more likely to be productive and deliver high-quality work - the secret to unlocking a high-performing organisation is undoubtedly in employee experience and engagement.
</li>
<li dir="ltr" aria-level="1">
Reputation - A positive employee experience can enhance a company's reputation as an employer. This can help attract top talent and build a strong employer brand / EVP, attracting talent and fueling additional engagement with the right people in your organisation.
</li>
</ol>
You may want to take a deep dive into your onboarding process. Or look at the experience that your employees have when they return from maternity leave. Or track the experience of your leaders as they move through a leadership program.&nbsp;
Capturing regular data, feedback and insight in these areas can have huge benefits, if you use the findings to optimise your processes and build additional engagement.&nbsp;
This isn&rsquo;t a one-off project. It is important to continually review and make improvements to the employee experience to ensure that it stays relevant and effective in driving engagement, as your organisation changes and your talent evolves.&nbsp;
&nbsp;
<h3 dir="ltr">Future of Work</h3>
Positioning yourself as &lsquo;ahead of the pack&rsquo; in the field of employee experience is crucial in today's rapidly evolving business landscape.&nbsp;
By anticipating the key points that will shape the future of work, you can ensure that your organisation remains at the forefront of the latest developments and best practices in employee engagement and experience.
Before the pandemic, just <a href="https://venturebeat.com/2021/05/06/microsoft-pandemic-turbo-charged-digital-transformation/">24% of businesses</a> felt employee engagement was a priority. Following the pandemic, this number hit nearly 36%. The pace at which we are seeing businesses focusing on employee engagement &amp; experience is certainly increasing.&nbsp;
Any great employee engagement and experience strategy should have a strong element of preparing for the future.
&nbsp;
Here are some areas to consider:
<ol>
<li dir="ltr" aria-level="1">
Technology - From an employee engagement perspective, the &ldquo;threat&rdquo; of technology can be unsettling and an engagement plan may need to focus on reassurance and protection of roles or evolving mindsets.
</li>
<li dir="ltr" aria-level="1">
Flexibility - From an EVP perspective, those that use flexible working as a key differentiator now, are likely to need to look for other factors as slower organisations are forced to catch up.
</li>
<li dir="ltr" aria-level="1">
Gig Economy - For anyone in your workplace, who is contributing to the goals and mission of the organisation, it makes sense to ensure they are engaged and delivering at their best. In the future, this is likely to increasingly include all types of workers who represent your brand.
</li>
<li dir="ltr" aria-level="1">
Diversity &amp; Inclusion - Increasingly talent is seeking out organisations where they can truly be themselves and build a sense of belonging. Those organisations who have put their DEBI strategy on the back burner, or consider it a &ldquo;nice to have&rdquo; are likely to miss out on the very best talent.
</li>
<li dir="ltr" aria-level="1">
Life-long Learning - Employees will need to continuously upskill and reskill to remain relevant in the job market. Employers will need to provide training and development opportunities to support ongoing learning and development and ensure that employees and the organisation as a whole can keep up.
</li>
<li dir="ltr" aria-level="1">
Mental Health &amp; Wellbeing - Mental health and wellbeing will become an increasing priority for organisations. Work-related stress and burnout are becoming more prevalent.&nbsp;
</li>
</ol>
<a href="https://hrnews.co.uk/88-of-uk-workforce-have-experienced-burnout-in-the-past-two-years/">88% of UK employees</a> have experienced at least some level of burnout over the last two years.
Organisations will need to prioritise employee wellbeing to maintain a healthy and engaged workforce. This is likely to mean a change in ways of working.
&nbsp;
<ol start="7">
<li dir="ltr" aria-level="1">
Appealing to Gen Z - Identifying the needs and trends that are emerging from your Gen Z population can help you to ensure you are providing what they need to maximise their performance and that Gen Z are attracted to your organisation, to build a strong future talent pipeline.
</li>
</ol>
 
<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.
 Contact us to help your teams deliver the future of your business: <a href="mailto:enquiries@tenspace.co.uk">enquiries@tenspace.co.uk</a>

Supercharge your talent with Employee Experience

Next Level Employee Engagement

Growth is often the #1 goal of any business. In the early days of a business, we often measure success by observing the growth trajectory of the employee headcount.&nbsp;
With every new hire a growing business makes, there may be a slight shift in the culture. Added up over time, leaders can often find themselves adrift from the culture they wanted to create.&nbsp;
There may also come a point where too much success can actually become a challenge. Hypergrowth is when a company matures extremely quickly. It struggles to hold onto the ideals and processes that made it successful in the first place.&nbsp;
This is where engagement and culture can be a huge challenge and toxicity can often creep in.&nbsp;
&nbsp;
<h3>Growing the team</h3>
When growing a team, it&rsquo;s important to put plans into action early, so that as you grow you do so in a healthy way. This way the engagement of the employees isn&rsquo;t at risk and you are less likely to face the huge challenge that many businesses face, high employee turnover.&nbsp;
Did you know? The average turnover of a medium-sized business in the UK is&nbsp;<a href="https://www.business4beginners.co.uk/uk-small-business-statistics/" target="_blank" rel="noopener noreferrer">&pound;20,228,523</a>.
There are huge benefits to having a strong focus on employee engagement from day one. To start with the end in mind. Companies with a highly engaged workforce have<a href="https://news.gallup.com/poll/241649/employee-engagement-rise.aspx" target="_blank" rel="noopener noreferrer">&nbsp;21% higher profitability</a>. They also have 17% higher productivity than companies with a disengaged workforce.
There&rsquo;s no such thing as a one-size-fits-all employee engagement strategy. All businesses are unique so one strategy may be effective for some but not for others. Find your strategy and adapt it as you grow. Here are a few things to consider when building an engagement strategy for a growing business:
&nbsp;
<h3>1. Establish strong core values</h3>
Rapid business growth creates rapid change. It&rsquo;s often difficult for companies to maintain the culture that directed them as a start-up. Every organisation needs a foundation. One that defines what it, and its employee&rsquo;s value and stand for.
Recognition is a great way to reinforce your values to long-term employees. It also enables you to define them for newcomers. When you recognise employees for their achievements, you&rsquo;re publicly backing their actions for other employees to see. This encourages the employee to act similarly in the future. It also sets a standard among their co-workers.
We&rsquo;ve done our own research on recognition and its effects on employee engagement.<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-mar22---topic-recognition--employee-engagement" target="_blank" rel="noopener noreferrer">&nbsp;70%</a>&nbsp;of our panel strongly agreed that recognition had a positive effect on engagement.&nbsp;<a href="https://www.tenspace.co.uk/blogs/ten-space-feedback-500-mar22---topic-recognition--employee-engagement" target="_blank" rel="noopener noreferrer">Check out the rest of our findings</a>.
Be specific and tell detailed stories of high performance. By displaying what company values look like in action, the more likely they are to be repeated.
&nbsp;
<h3>2. Create clear, aligned goals</h3>
As an organisation grows, leadership will inevitably need to adjust goals. There will be changes in strategy and new benchmarks based on previous success. Goals are a great way to communicate changes. They ensure all employees are up to date with current initiatives.
All employees should have a clear understanding of how their individual goals and day-to-day work affect the team and organisation.
Employees who see their work contributing to larger goals will be driven and engaged. Inspire commitment by setting<a href="https://www.atlassian.com/blog/productivity/how-to-write-smart-goals" target="_blank" rel="noopener noreferrer">&nbsp;SMART targets</a>. This allows individuals a sense of ownership in achieving their goals. Encouraging employees to set these goals helps push performance and serves as a motivator for ongoing development.
&nbsp;
<h3>3. Encourage growth &amp; change in employees</h3>
There can be times when the employees who have been there from the start are affected by the hypergrowth. This can lead to some difficult conversations. To prevent this, engrain changes into the company. They have to change and evolve along with the company, a process that isn&rsquo;t always easy. They will become used to a certain standard. Keeping up with adjustments in strategies and goals can be difficult. To make this process easier, support them throughout.
<ul>
<li>One-on-one meetings&nbsp;can be beneficial to employees struggling with the change of a growing business. Managers should ask employees what they think of the changes and what can be done to help the employee adjust. Companies that give feedback consistently report turnover rates that are<a href="https://builtin.com/employee-turnover-statistics" target="_blank" rel="noopener noreferrer"> 14.9% lower</a>&nbsp;than for employees who receive no feedback.</li>
<li>Feedback&nbsp;allows managers to instruct employees and employees to voice concerns or wins back to managers. It also allows for a more thorough performance evaluation, as managers can&rsquo;t stay up-to-date on every single employee.</li>
<li>By giving employees&nbsp;goals&nbsp;to shoot for, you set an expectation for what matters to the organisation. As things change over time, the bullseye of employee goals shifts and helps them understand expectations.</li>
</ul>
&nbsp;
<h3>4. Connect leaders and employees</h3>
Small companies have little problem communicating ideas from organisational leaders to employees. But that gap expands as more and more employees are added. Leadership loses its connection with employees, leaving employees unheard and management without the correct information to step in and help.
Leaders set the tone and shape the culture more than anyone else in a business. Research shows that the reasons people quit jobs are often due to their<a href="https://news.gallup.com/businessjournal/106912/turning-around-your-turnover-problem.aspx#:~:text=Gallup%20conducted%20two%20polls%20in,position%20in%20the%20same%20company.&amp;text=The%20polls%20found%20that%20the,was%20between%20%2425%2C000%20and%20%2435%2C000." target="_blank" rel="noopener noreferrer">&nbsp;managers</a>. Making sure that your leaders are engaged with their teams ensures that your business&rsquo; culture is a healthy one.
You can build a stronger leadership team with employee feedback. It&rsquo;s a great way of targeting what support your leaders might need. Any teams that might be at risk if they haven&rsquo;t got strong leadership can be identified as well.
Some types of leadership that might &lsquo;persuade&rsquo; talented employees to quit their jobs:
<ul>
<li>managers who don&rsquo;t offer feedback</li>
<li>managers who don&rsquo;t know their employees&rsquo; strengths</li>
<li>managers who micromanage</li>
<li>managers who encourage a toxic workplace</li>
<li>managers who are bad at managing.</li>
</ul>
&nbsp;
As your team continues to grow, you may find it useful to introduce an&nbsp;<a href="https://www.tenspace.co.uk/blogs/employee-engagement---starting-your-survey-process" target="_blank" rel="noopener noreferrer">anonymous employee feedback survey</a>. This can provide a safe way for employees to share how they are feeling at that moment in time.&nbsp;
It can be a great way to identify risk and emerging issues in a fast growing team. Done regularly, it creates a clear &ldquo;voice&rdquo; for your teams, which we know is a key element of a highly engaged team.&nbsp;
Employee engagement needs to be a critical focus in any workplace, especially those that are undergoing big changes during explosive growth. To see how Ten Space can help, go to<a href="http://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>&nbsp;or email&nbsp;<a href="mailto:enquiries@tenspace.co.uk" target="_blank" rel="noopener noreferrer">enquiries@tenspace.co.uk</a>&nbsp;and one of our team will be in touch.

From employee 1 to 1,000

<a href="https://www.flexjobs.com/blog/post/survey-resignation-workers-considering-quitting-jobs/" target="_blank" rel="noopener noreferrer">25%</a> of employees left their job due to toxic culture in 2022.
A workplace culture is &ldquo;<a href="https://www.predictiveindex.com/" target="_blank" rel="noopener noreferrer">typically considered toxic</a> when trust, psychological safety, and employee morale degrade to unhealthy levels.&rdquo;
Toxic cultures are extremely dangerous for both companies and employees. Symptoms rapidly spread through a workforce if not managed. They have an impact on productivity, mental health, and employee engagement.
Here are some examples of a toxic culture:
<ul>
<li>Overworked employees</li>
<li>Chronic stress</li>
<li>Workplace bullying</li>
</ul>
In the majority of these situations, the issue stems from a lack of trust and communication among those in the&nbsp;<a href="https://www.spacehr.co.uk/blogs/organisational-structures---where-do-you-fit" target="_blank" rel="noopener noreferrer">workplace hierarchy</a>.
&nbsp;
<h3>Effect of Toxic Culture</h3>
Staff turnover is typically very high in toxic environments as a result of this feeling of separation between employees and their leaders.
Those who feel ignored, mistreated, or exploited by their leaders often prefer to leave a company rather than file a complaint. They lack confidence that their problems will be solved.
Toxic cultures can have a huge negative effect on a company's performance. "Poor company culture" costs UK businesses a staggering&nbsp;<a href="https://www.breathehr.com/en-gb/resources/culture-economy-report-2021" target="_blank" rel="noopener noreferrer">&pound;20.2 billion</a>&nbsp;every single year.
&nbsp;
<h3>How Does it Develop?</h3>
Sadly, there are numerous ways for a toxic culture to emerge at work. While the root cause of the issue may change between each situation, generally speaking, a lack of communication exacerbates and hides the issues.
Negative or even abusive behaviour is permitted to continue when organisations don't take the time to collect employee feedback. It can spread rapidly throughout a company.
Companies should be sending out anonymous employee engagement surveys to mitigate this. Surveys can reveal early warning signals and red flags of emerging issues.&nbsp;
Organisations can jump in early when faced with concerning feedback or low engagement scores, reducing the likelihood of later problems.&nbsp;
When a toxic culture has already taken hold, there are some major warning signs to look out for:
<ul>
<li>Managers who speak condescendingly to their teams</li>
<li>A feeling of &lsquo;profits/policies over people&rsquo; where employees feel exploited</li>
<li>Micromanagers&nbsp;</li>
<li>Unsupportive performance appraisals</li>
<li>Discrimination or lack of diversity</li>
<li>Failure to recognise or reward employee achievements</li>
<li>Harassment</li>
</ul>
If you recognise any of the above signs in your workplace or business, it&rsquo;s time to:
a.) leave (if you&rsquo;re an employee)
b.) do something about it (if you&rsquo;re an employer!)
&nbsp;
<h3>Gathering Evidence:</h3>
Quantitative research on the culture of your firm can be useful for understanding what it's like to work there. Here are just a few suggestions for how to go about doing this:
<h4>1. Regular Engagement Surveys</h4>
<a href="https://www.tenspace.co.uk/blogs/employee-engagement---starting-your-survey-process" target="_blank" rel="noopener noreferrer">Employee engagement surveys</a> can provide a lot of quantifiable information, including eNPS scores and real-time feedback from current employees.&nbsp;
Quarterly surveys allow you to regularly check in with your team&nbsp;whilst leaving enough time to action feedback and build trust in the process.&nbsp;<a href="https://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">Ten Space</a>&nbsp;offers an innovative and anonymous method of surveying through Whatsapp, email and SMS, which delivers an engaging way to survey your team.&nbsp;
&nbsp;
<h4>2. Glassdoor Reviews</h4>
Glassdoor is a very helpful (and free) website where current and past employees can post honest reviews about their work experiences. While the findings of engagement surveys are most likely to be shared just within the company, Glassdoor provides a more public way of sharing feedback.
&nbsp;
<h4>3. Turnover &amp; Absenteeism</h4>
The average employee turnover rate in the UK is currently&nbsp;<a href="https://www.monster.co.uk/advertise-a-job/hr-resources/workforce-management-and-planning/staff-retention/what-is-the-ideal-employee-turnover-rate/" target="_blank" rel="noopener noreferrer">15%</a>&nbsp;a year. Absence and turnover rates among employees are telltale signs of a toxic workplace environment. Not all staff turnover is a terrible thing, but if your turnover rate is far higher than this, you may want to pay closer attention to your culture.
&nbsp;
<h3>Preventing Toxic Culture</h3>
While there isn't a "perfect" way to shape your culture, there are a number of essential components you'll need to create a healthy working environment.
Listen to employees -&nbsp;Your staff may currently have the solutions to the majority, if not all, of your problems. Utilise the knowledge that employee engagement surveys may provide and, before a toxic culture emerges, focus on its underlying causes.
Great leadership -&nbsp;Toxic cultures often stem from miscommunication and bad leadership. It's essential to develop your managing teams' leadership abilities. This comes in many different forms, so knowing what makes a&nbsp;<a href="https://www.spacehr.co.uk/blogs/want-to-become-a-fantastic-leader" target="_blank" rel="noopener noreferrer">bad leader</a> is key.
Develop trust - Operating transparently, doing what you say you are going to do and doing the right thing builds trust.&nbsp; A lack of trust in an organisation can quickly slow it down and impact on performance.
Employees first -&nbsp;Always put your employees at the heart of your business. You wouldn't have a brand, clients or services to offer without them. Your culture will stay healthy and thriving if you put your people at the centre of every business choice you make.
&nbsp;
We&rsquo;re committed to creating healthier workplaces - delivering employee engagement surveys through innovative technology and great service. For more information on how our platform can help your business thrive, visit our website, or&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">get in touch</a>!&nbsp;

Preventing Toxic Culture

Who are the people that influence you the most in the workplace? Who are the teams or the roles that you understand the most about?&nbsp;
They are likely to be those that you spend the most time with. Whether that&rsquo;s in person or via tech, it&rsquo;s likely that you feel most connected to the people you interact with the most.&nbsp;
This is the crux of the challenge with remote and hybrid working.&nbsp;
We can often fool ourselves that we understand what is happening in teams across the whole organisation, but we&rsquo;ve only actually listened fully to those closest to us.&nbsp;
&nbsp;
Franklin Covey has a model called &ldquo;The Circles of Control, Influence and Concern&rdquo; - we can apply this to the workplace in a different way to help us demonstrate this point.&nbsp;
It shows us that those who are physically and metaphorically further away from us have the least influence on us. We may still be concerned about them, but it&rsquo;s likely that we understand the least about their day-to-day experiences.&nbsp;
If we don&rsquo;t understand their experiences, how can we know how engaged they are in the workplace?
&nbsp;
Here&rsquo;s the model in action:<img src="https://lh4.googleusercontent.com/fQSKnx5BNvFgmwc3caBnvgW3NEZrcbsKmOcauCW0NEWOYPgrxpsv0iFK2KB3_ZdE8KDkIAuzAy9gClfylqRe45YiBlCITtdVkxLgftawnKqPYyJlhiazuBmw4PfqU7tQuLMmauqiJPrLNwb9_8ns5rZx6t_6EnXGCLWMeZ5nzB0_OXvgflCkILU7tRHacQ" width="497" height="495">
&nbsp;
This presents a challenge when it comes to employee engagement and the experiences of remote and hybrid workers. How do we ensure that we understand their engagement and experience, so that we can enhance it?&nbsp;
How do we make them feel close to the organisation and engaged in our journey, without physical closeness?&nbsp;
The reality is that&nbsp;<a href="https://www.personneltoday.com/hr/engaging-frontline-staff/" target="_blank" rel="noopener noreferrer">1/3 of frontline workers</a>&nbsp;feel disconnected from their colleagues in HQ and&nbsp;<a href="https://www.personneltoday.com/hr/engaging-frontline-staff/" target="_blank" rel="noopener noreferrer">4 in 10 employees</a> feel their management is out of touch.&nbsp;
These ways of working may cause physical barriers to engagement. We need to work extra hard with these teams to overcome the barriers.
&nbsp;
<h3>Unifying Your Teams</h3>
This is where technology and anonymous employee feedback surveys can play a role. Using a survey that is accessible to all can provide a key part of a layered feedback strategy. It creates a clear employee voice for remote and hybrid teams.&nbsp;
When developing your survey, tell your team that you value their input and that you are asking about the things that would be most helpful to them.&nbsp;
Running regular surveys, with targeted questions, means that you will have a consistent flow of insight and feedback from those that you are least likely to see. All employees can share their voice in the organisation no matter how or where they work.&nbsp;
For bonus points, you can really target the remote and hybrid employee experience.&nbsp;
Focus on what it means to work in this way in your organisation. A recent study proved a&nbsp;<a href="https://hbr.org/2022/03/research-how-employee-experience-impacts-your-bottom-line?registration=success" target="_blank" rel="noopener noreferrer">150% ROI</a> on additional investment in employee experience - so the numbers stack up.
We use email, SMS &amp; WhatsApp in our surveys. This makes them accessible to remote &amp; hybrid working teams, not just those on email - who are most likely to be in your circle of influence.&nbsp;
&nbsp;
We'd love to talk with you about how we might help if some of this applies to your current remote or hybrid model of operation or if you are switching to a new method of working.

The Circles of Control, Influence & Concern

Remote & Hybrid Working - Bridging the gap

I'm Aimee, an apprentice in digital marketing and a part of Gen Z. I&rsquo;ve written this article to assist leaders in understanding the most effective approaches to engage Gen Z workers. In order to generate six ideas and methods on how to engage your Gen Z employees, I combined extensive research with my personal experience.
Generation Z, sometimes known as "Gen Z" (those born between 1997 and 2012), are starting to alter how businesses operate. We are the first generation to have grown up with the internet and social media. It can be difficult to engage workers, especially those in Generation Z. Companies need to understand how Gen Z differs from other employees. This will make it easier to recruit the newest talent and your future leaders.
Here are some strategies for engaging your Gen Z staff:
&nbsp;
<h3>Leverage Great Technology</h3>
As digital natives, Generation Z, thrive on social media and electronic communication. Utilise modern technologies to aid in communication, teamwork, and building relationships.&nbsp;
The following are some examples of employee engagement tools that will benefit Gen Z workers:
<ul>
<li>Tools for teamwork: Slack and Miro</li>
<li>Digital learning: Work at your own pace and customise learning with Google Digital Garage</li>
<li>Online meeting tools: Zoom, Teams, and Google Meet&nbsp;</li>
<li>Technology for&nbsp;<a href="https://www.tenspace.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">employee feedback</a></li>
</ul>
&nbsp;
<h3>Support Development</h3>
Gen Z workers are motivated and aspirational. We value chances for professional development.&nbsp;<a href="https://www.pearson.com/content/dam/one-dot-com/one-dot-com/global/Files/news/news-annoucements/2018/The-Next-Generation-of-Learners_final.pdf" target="_blank" rel="noopener noreferrer">Two-thirds</a> of Gen Zers said that their goal in life was to make it to the top of their profession.&nbsp;
Keep us engaged by demonstrating your dedication to our development and progress. Create chances for us to develop.&nbsp;
Here are a few options for how to go about it:
<ul>
<li>Provide visible &amp; accessible career path options within the company</li>
<li>Offer leadership training</li>
<li>Prepare employees for greater responsibilities</li>
</ul>
It's crucial that you let us know you have faith in our ability to expand the business. There are instances when our leaders don't respect Generation Z. Because of this, we can lose respect for the company, which might lead to retention problems.
I worked for a well-known fast food restaurant when I was 18 years old. They would assign me numerous daily duties that had a significant influence on the store. But none of my ideas were taken seriously. Ideas that would improve customer happiness while also enhancing workflow and engagement. I "didn't know what I was talking about," they claimed. They stopped by maybe once every four months throughout the two years I spent working there. I knew what I was talking about. One of the reasons I and so many others my age left was because of their persistent downplaying of my ideas.
&nbsp;
<h3>Encourage Transparency</h3>
Technology allows Generation Z to learn anything they want to know about your business. Even during the interview process. A culture that promotes transparency will increase their engagement as employees.&nbsp;
There are a few techniques to improve transparency in your organisation:
<ul>
<li>Encourage leaders to communicate openly and honestly</li>
<li>Set definite objectives and expectations.</li>
<li>Give staff opportunities to get to know one another&nbsp;</li>
<li>Share your culture on social media frequently and openly</li>
</ul>
When applying to jobs, I always check the reviews from people that work / have worked there. It&rsquo;s the best way to get an insight into what it&rsquo;s like to work there before you&rsquo;re already in.&nbsp;
I had used Glassdoor to look at one of the company&rsquo;s I was thinking of applying to. The ratings weren't very good. There seemed to be a toxic culture at the organisation.&nbsp;
I decided to apply anyway, thinking that I would utilise this to hone my interview techniques. They did make me an offer, but I declined it. I wasn't planning on working in a toxic environment.&nbsp;
By being transparent with their employees, this company would have solved their culture problem and I might have made a different decision.
&nbsp;
<h3>Celebrate Diversity &amp; Inclusion</h3>
It&rsquo;s important to celebrate the diversity in the workforce. Gen Z is the most ethnically diverse generation yet. We have high expectations in this area, so make sure you are demonstrating to us that you care about D&amp;I if you want to keep new talent interested.&nbsp;
Do this by:
<ul>
<li>Showcasing the company&rsquo;s approach on social media</li>
<li>Allow employees to share their interests, special skills, etc.</li>
<li>Create a safe and inclusive workspace, where diversity is celebrated</li>
</ul>
When looking for jobs / opportunities, one important factor I consider is the company's D&amp;I policy. Like many members of Generation Z, I don't want to work with people who have the exact same beliefs as myself.&nbsp;
It's important to surround yourself with people who, in their perspectives and experiences, differ from you in order to expand your own knowledge. This is the best way to succeed.&nbsp;
A business that values diversity and inclusion is urging its staff to push one another and grow. This can create an extremely engaging environment.
&nbsp;
<h3>Company Mission</h3>
Employee engagement is&nbsp;<a href="https://www.forbes.com/sites/williamcraig/2018/05/15/the-importance-of-having-a-mission-driven-company/?sh=cd30a603a9c1" target="_blank" rel="noopener noreferrer">higher</a> when they feel their work is in line with the company's objective. Gen Z is not an exception. Gen Z is more likely to be engaged if the organisation shares their interests and passions.&nbsp;
Highlight the mission of your organisation in:
<ul>
<li>Departmental and corporate meetings</li>
<li>Small-group discussions</li>
<li>The company newsletter</li>
</ul>
Don't forget to check that your team is moving in the same direction on a frequently. That laser-like focus on the future gives Gen Z a compelling "why" and enables them to match their personal beliefs with those of the organisation.
While one organisation I worked for liked to boast about its goal, it was never truly used there. They used it to appear more progressive than they actually were, almost like a broken promise.&nbsp;
In addition to being a toxic workplace, the company's values appeared to be shifting continuously. This made it very challenging for me to be motivated at work and ultimately led me to decide to quit.
&nbsp;
<h3>Regular Feedback</h3>
Gen Z expects feedback frequently. This could be an effect of the immediacy that digital platforms provide.&nbsp;<a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">66%</a> of Gen Z employees said they needed feedback from their supervisor every few weeks or more to stay at their job.
They like regular feedback because it enables them to stay on task at work. Consider:
<ul>
<li>Regular performance reviews</li>
<li>Scheduled 1:1s</li>
<li>Opportunities to interact with senior leaders</li>
<li>Ongoing coaching from managers</li>
</ul>
We also expect to be able to provide feedback. So creating an opportunity for us to have a clear voice in the organisation is key to continued engagement.
In earlier positions, I've provided and gotten employee feedback. Observing how different generations responded was quite fascinating. Gen Zers would ask for feedback more often.
I thought it would be beneficial for my growth to find out how I could improve. Regular two way feedback is a key part of our ways of working at Ten Space and I really thrive from this approach.
&nbsp;
Gen Z are just beginning their careers. As they begin to take up larger portions of your company, it will become more and more important to keep them engaged.&nbsp;
An employee engagement survey is a smart way to evaluate the success of your initiatives. To ensure a higher employee engagement rate, you can better connect your strategies with the employees using the results you obtain.
Use our employee feedback survey to learn more about engagement. We can assist you with identifying your Gen Z audience (and others), understanding their specific engagement needs, and determining where you may need to adopt a new strategy to gain the most engagement and performance boost from your efforts.
&nbsp;
If you&rsquo;d like to understand more about how we can help you with team retention, engagement and performance, you can find out more about the work we do here:&nbsp;<a href="http://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

I’m a Gen Z apprentice. Here’s 6 ways to keep me engaged

Engaging Gen Z - 6 Tips

The word "brand" can mean many distinct things. In the retail industry, a brand frequently links a product to its maker, giving it a feeling of identity and frequently adding value. It can contain observable components like a logo, colours, typefaces, materials, and slogans, all of which help the brand stand out and become easily recognisable.
&nbsp;
Consistent &amp; Recognisable
The most successful brands are consistent and recognisable. A wide range of consumer goods can still be easily recognised by their brands even without their logos and text, thanks to other characteristics like colour and design.
A fantastic brand inspires a tonne of client loyalty. Any successful brand wants to create such a strong psychological bond with its audience that they won't even consider using a competitor's product. For example, a lot of consumers wouldn't look at any alternatives to Apple in terms of tech hardware.
Apple products become ingrained in many people&rsquo;s daily life, making it hard to switch to another brand. Apple is loved for a variety of reasons, including usability, design, marketing, and of course the founder vision established by the late Steve Jobs.
Brands encourage consumer loyalty. With such loyalty, your clients stay with you and continue to make purchases. How does this brand loyalty affect your workers, though?
&nbsp;
<h3>Employer Branding</h3>
HR teams must develop a compelling "employer brand" that they can use across the whole employee lifecycle. This is the same way that marketers establish a compelling "customer brand" to drive consumer loyalty.
Every company has a unique employment brand. It is a strategy used by companies to stand out from the competition in the labour market to attract, keep, and engage employees. It aids companies in gaining a competitive edge in the hiring of excellent personnel and building higher credibility.
Employer brand is described as "...a set of attributes and qualities, often intangible, that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture" in the CIPD 2008 guide "Employer Branding - A no nonsense approach."
A strong employer brand should be connected to a company's values, policies, people strategy, and external brand in the larger context of the organisation. If not, there may be a significant disconnect between the people the company selects and their capacity to fulfil the brand promise provided by the marketing team.
&nbsp;
<h3>Why is this important?</h3>
An organisation can gain from building a high-value "employer brand" in many ways.
A strong "consumer brand" helps marketers acquire, engage, and keep customers while fostering intense loyalty. The customer lifecycle is what is meant by this. For HR professionals, using the same strategy fosters extraordinary employee loyalty throughout the "employee lifecycle."
An employee's relationship with their company is referred to as their "employee lifetime." It can begin long before they ever start working for the company, but it has to do with how they are approached, brought on board, managed, rewarded, informed of developments, and ultimately let go.
An engaged workforce that feels appreciated and respected by their company will be created as a result of positive experiences in these areas. The benefit is that people typically desire to work harder to incorporate the mission, vision, and values of the organisation in their working behaviours.&nbsp;
Even if a highly engaged employee decides to leave the company, chances are they'll continue to generate value by serving as a "promoter" of that company and sharing their excellent employee experience with everyone they know!&nbsp;
On the other hand, a bad experience in any one of these areas could have the opposite effect.
&nbsp;
<h3>Creating a great Employer Brand</h3>
This has a documented process that is very similar to the marketing technique centred on client branding. This entails:
<ol>
<li>Discovery -&nbsp;Learn more about your staff, your management, and your current situation</li>
<li>Creation -&nbsp;Analyse the data obtained during the discovery phase and use it to produce an&nbsp;<a href="https://youtu.be/fChhH7hlhHg" target="_blank" rel="noopener noreferrer">employee value proposition</a></li>
<li>Application -&nbsp;Sharing the employee value proposition and ingraining it into the culture</li>
<li>Maintenance -&nbsp;Careful evaluation and optimisation to make sure the business truly embodies the employer brand.</li>
</ol>
This effort is ongoing and is a strategic one; it is not a one-time event. It is crucial that developing an employer brand be viewed as a process of continuous improvement since, just like a consumer brand, an employer brand can lose value over night.
&nbsp;
<h3>Start the discovery today</h3>
You run the danger of making the incorrect choices or perhaps undoing some of the good you've managed to accomplish without a solid discovery (or good research).&nbsp;
It helps to make a remarkable discovery by using great methods and technology. Conducting focus groups with your staff, holding workshops with top management, and performing employee engagement surveys are excellent places to start.&nbsp;
You're taking the initial steps in the right approach if you have a fantastic means to gather this data, monitor improvement, and, most importantly, understand "what good looks like."
Don't get too hooked up on the results; they are frequently vanity metrics. Instead, focus your efforts on the detailed feedback that you receive from your staff. That's where the brilliant concepts appear that enable you to create a brand that your staff members genuinely believe in.
&nbsp;
We can help you by providing the employee engagement platform to start your discovery process. Talk to us by visiting&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk/contact</a>

Brands encourage consumer loyalty. How does this brand loyalty affect your workers?

Elevating your Employer Brand

Employee Value Proposition (EVP) - what does your organisation stand for &amp; why is it unique?
We hosted a webinar on EVP in November. Check out the&nbsp;<a href="https://youtu.be/fChhH7hlhHg" target="_blank" rel="noopener noreferrer">recording here</a>. Plus if you want some help in getting started with your EVP, you can find our Action Plan Builder at the bottom of this blog.
A strong EVP will help retain top performers and attract the best external talent.&nbsp;
Your organisation is distinctive because of its values, culture, and benefits. Your EVP is what sets you apart from the competition, even if you make the same goods or offer the same services.
Your EVP should have a combination of rewards and benefits that employees are given in return for performing well at work.
A compelling EVP includes:
<ul>
<li>Compensation</li>
<li>Work-life balance</li>
<li>Stability</li>
<li>Respect</li>
<li>Location</li>
</ul>
&nbsp;
<h3>Importance of a Great EVP</h3>
These initiatives can boost productivity, raise earnings, give workers a better working environment, and lower staff turnover.
By delivering on your EVP you can decrease employee turnover by&nbsp;<a href="https://www.gartner.com/en/human-resources/insights/employee-engagement-performance/employee-value-proposition" target="_blank" rel="noopener noreferrer">nearly 70%</a>.&nbsp;
Here are some strong examples of Employee Value Propositions:
&nbsp;
<h4>1.HubSpot</h4>
&lsquo;Your best work starts here&rsquo;, according to HubSpot's EVP. Their benefits page supports that claim. The main goal of HubSpot's EVP is to &ldquo;help you be the best 'you' that you can be" by striking a balance between work and personal obligations.
It&rsquo;s open about its priorities and offers a document of more than 100 pages called the "HubSpot Culture Code" that describes in detail how this culture is put into practise.
&nbsp;
<h4>2.Nike</h4>
"Win as a team" is one of Nike's EVP headlines. Nike's culture places a strong emphasis on achieving athletic innovation with a team mindset.
Its "team mindset" is consistent in how it handles benefits and compensation.
&nbsp;
<h4>3.Gartner</h4>
The five pillars of Gartner's EVP are:&nbsp;challenging work; talented people; limitless growth; community impact; and big rewards. The company's EVP encourages employees to "live well - in all parts of your life."
&nbsp;
<h3>Review your current EVP</h3>
Examining what you currently have in place is an excellent way to start when reviewing your EVP. Try to look at some of these things with objectivity and think about how your present or future employees could perceive them:
<ul>
<li>Employee engagement, employee voice and culture</li>
<li>Benefits and package</li>
<li>Vision, mission, values and goals&nbsp;</li>
<li>Career development and investment in personal development&nbsp;</li>
<li>Social media and online presence&nbsp;</li>
</ul>
You may already be developing an action plan to strengthen your EVP. If you want to dig a little deeper with your evaluation, take into account the following:
&nbsp;
<h4>1. Using the right tools</h4>
Learn what makes working for your company special, and why current employees choose to stay. You can use existing perceptions to improve your EVP once you've identified them.
Conduct an&nbsp;<a href="https://www.tenspace.co.uk/blogs/employee-engagement---starting-your-survey-process" target="_blank" rel="noopener noreferrer">anonymous employee engagement</a> survey to learn what matters to your team, what motivates them, and why they stick with your company.&nbsp;The information you collate should reach all aspects of your organisation.
Consider more factors than just benefits and compensation when conducting this research. Determine the rewards and intangible experiences that employees cherish.&nbsp;
To make sure you're asking your employees the correct questions and gaining a clear picture of how they see your organisation, we use our four engagement pillars:
These pillars are:
<ul>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Wellbeing</a></li>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Fulfilment</a></li>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Leadership</a></li>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Connection</a></li>
</ul>
At Ten Space, we&rsquo;ll also help you to use your employee feedback to create social media content, to take your culture online.&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">Book a demo here</a> to begin your path to a maximised EVP.
Our employee feedback surveys frequently address the important topic of recognition, with many employees reporting a mismatch between their expectations and their actual experiences. According to&nbsp;<a href="https://blog.hubspot.com/marketing/11-employee-feedback-statistics#:~:text=Did%20you%20know%20that%20receiving,efforts%20were%20being%20better%20recognized." target="_blank" rel="noopener noreferrer">69% of workers</a>, employees would work harder if their efforts were valued more, and&nbsp;<a href="https://www.tenspace.co.uk/blogs/space-hr-feedback-500-mar22---topic-recognition--employee-engagement" target="_blank" rel="noopener noreferrer">our own research</a> supports this claim.
Recognition, which is free, reflects and reinforces your company culture. It increases engagement and performance while giving your employees a sense of value.
According to "The State of Employee Appreciation," businesses who give individual or team recognition saw a&nbsp;<a href="https://www.zippia.com/advice/employee-recognition-statistics/" target="_blank" rel="noopener noreferrer">14% increase</a> in performance.
For 3 key points to getting recognition right in your team,&nbsp;<a href="https://www.tenspace.co.uk/blogs/3-keys-points-to-getting-recognition-right-in-your-team" target="_blank" rel="noopener noreferrer">check out our blog</a>.
&nbsp;
<h4>2. Communicate the message</h4>
When you&rsquo;ve completed your research, collate the data. Your employees' top core values and distinguishing characteristics will be easy for you to identify.&nbsp;
Think of these as the superpowers of your company!
These superpowers will enable us to create a statement that summarises your EVP.
Your writing should be clear and concise. It should be clear what matters most to your staff members, why they stay, and what your company does that is exceptional in your industry.
Find innovative and pertinent ways to explain your EVP to the audience you are attempting to attract after it has been defined.
Here are a few ideas:
<ul>
<li>Hiring Channels&nbsp;- Employer websites, advertisements, and the interview process. Prospective employees can assess whether they would be a good fit for your company.</li>
<li>Branding, PR &amp; Marketing -&nbsp;These strategies will aid in creating a favourable impression of your organisation among the passive labour market.</li>
<li>Bringing it to life -&nbsp;If you claim to support work-life balance or ongoing development&nbsp; but do not offer training, career advancement, study leave, or flexible working hours, your workplace's reality falls short of your promise.</li>
</ul>
&nbsp;
<h4>3. Refining</h4>
Measure the effectiveness of your EVP frequently, and keep it evolving to meet the needs of your people and the market now and in the future.
You should:
<ul>
<li>Keep an eye on candidate applications and employee retention rates because they can provide excellent cues as to when you should make changes or take action.</li>
<li>Make sure current employees are consulted at all stages of their employment with you, not only after the first 12 months. Continue to pay attention to them.</li>
<li>Conduct frequent employee engagement surveys to stay current on what matters to your teams and where you are succeeding and failing.</li>
</ul>
Every year, review your EVP. If necessary, change your employment proposition to make sure it is relevant and embodied in your employee&rsquo;s day-to-day experience. When necessary, restructure your EVP to more accurately reflect employee expectations.
Success comes from your team's alignment with the organisation's EVP. A highly engaged team is still only one step away.
&nbsp;
<h3>EVP Action Plan Builder</h3>
As promised we&rsquo;ve attached our EVP Action Plan Builder which can help you turn your Employee Value Proposition into an attraction &amp; retention tool.
<a href="https://drive.google.com/file/d/12LwAb_oKcCUTB7p5CEj0ieP5Uth4PKgV/view?usp=share_link" target="_blank" rel="noopener noreferrer">Download Now</a>
&nbsp;
Ten Space can help you to review your EVP. Contact us directly to see how we can help you at&nbsp;<a href="mailto:enquiries@tenspace.co.uk" target="_blank" rel="noopener noreferrer">enquiries@tenspace.co.uk</a>. For more info on how you can create an incredible workplace, check out our&nbsp;<a href="https://www.tenspace.co.uk/blogs" target="_blank" rel="noopener noreferrer">blogs</a>.&nbsp;

Turn your Employee Value Proposition into an attraction & retention tool

Attract & Retain with your EVP

Learn everything you need to know about key employee engagement dates for the first few months of 2023, including big holidays and awareness days.
Some examples:
<ul>
<li>Major events&nbsp;such as Martin Luther King Jr. Day, Holocaust Remembrance Day and Women&rsquo;s History Month</li>
<li>Awareness days&nbsp;such as Time to Talk Day, Brew Monday and World Bipolar Day</li>
<li>Resources &amp; blogs&nbsp;which offer tips, activities and advice</li>
</ul>
<a href="https://drive.google.com/file/d/1GibFBr5t2KDQUb0KSJErnvG1zU9FpPul/view?usp=share_link" target="_blank" rel="noopener noreferrer">DOWNLOAD NOW</a>
&nbsp;
<h3>How to use this calendar</h3>
In addition to some resources that will be beneficial for internal communications, engagement, and inclusion, you'll find a lot of useful advice and ideas in the calendar.
This is just the starting point to begin planning a year's worth of engaging events and activities for your employees to enjoy.
Here are some activities you could try:
<ul>
<li>Supporting your leaders to have conversations with their teams&nbsp;</li>
<li>Workplace celebrations</li>
<li>Team building activities</li>
<li>Training events</li>
<li>Awareness &amp; education campaigns</li>
</ul>
Download this programme to your desktop and schedule your employee events using our suggested dates and ideas to get the most out of it.
Have a productive 2023!
&nbsp;
<h3>January</h3>
Dry January
National Mentoring Month
<h4>Key Dates:</h4>
<ul>
<li>4th January - World Braille Day</li>
<li>15th January - World Religion Day</li>
<li>16th January - Brew Monday</li>
<li>16th January - Martin Luther King Jr. Day</li>
<li>18th January - Winnie the Pooh Day</li>
<li>20th January - Penguin Awareness Day</li>
<li>22nd January - Chinese New Year</li>
<li>24th January - Day of Education</li>
<li>27th January - Holocaust Remembrance Day</li>
</ul>
&nbsp;
<h3>February</h3>
LGBT+ History Month
Cancer Prevention Month
<h4>Key Dates:</h4>
<ul>
<li>3rd February - Time to Talk Day</li>
<li>4th February - World Cancer Day</li>
<li>7th February - Safer Internet Day</li>
<li>11th February - Women &amp; Girls in Science Day</li>
<li>13th February - World Radio Day</li>
<li>14th February - Valentine&rsquo;s Day</li>
<li>17th February - Random Acts of Kindness Day</li>
<li>20th February - World Day of Social Justice</li>
<li>21st February - International Mother Language Day</li>
<li>21st February - Pancake Day</li>
<li>28th February - Rare Disease Day</li>
</ul>
&nbsp;
<h3>March</h3>
Cerebral Palsy Month
Women&rsquo;s History Month
<h4>Key Dates:</h4>
<ul>
<li>3rd March - Employee Appreciation Day</li>
<li>4th March - World Obesity Day</li>
<li>8th March - International Women&rsquo;s Day</li>
<li>14th March - Pi Day</li>
<li>17th March - World Sleep Day</li>
<li>19th March - Mother&rsquo;s Day</li>
<li>20th March - International Day of Happiness</li>
<li>21st March - End Racism Day</li>
<li>21st March - World Down Syndrome Day</li>
<li>22nd March - World Water Day</li>
<li>30th March - World Bipolar Day</li>
<li>31st March - Transgender Day of&nbsp;Visibility</li>
</ul>
&nbsp;
<h3>Inclusion &amp; Engagement - Every Day</h3>
Choosing which holidays and appreciation days to highlight in your workplace might be difficult because there are so many of them. Asking your staff what is important to them will help you develop the best recognition &amp; inclusion strategy, so start there.
We hope that this calendar motivates you to incorporate celebration, inclusion, and recognition into your employee engagement strategy.
Your people are worth celebrating every day of the year, holiday or not!
<a href="https://drive.google.com/file/d/1GibFBr5t2KDQUb0KSJErnvG1zU9FpPul/view?usp=share_link" target="_blank" rel="noopener noreferrer">DOWNLOAD NOW</a>
&nbsp;
Monitor the engagement and wellbeing of your workforce all year round with Employee Engagement surveys. Talk to us by visiting&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk/contact</a>

We've collated important employee engagement dates for the first few months of 2023

Employee Engagement Calendar - FREE DOWNLOAD (Jan-Mar '23)

Organisations with high engagement outperform organisations with low engagement by <a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx" target="_blank" rel="noopener noreferrer">202%</a>. Employee Engagement needs to be one of your top priorities to ensure your business can succeed.
Here we take a look at some of the key things you need to consider before you send out your first survey.&nbsp;
&nbsp;
<h3>Specialist Engagement Platforms</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;
<ol>
<li>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&rsquo;t be written in a way that would influence the replies and make the most of the insight you capture.&nbsp;</li>
<li><a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/" target="_blank" rel="noopener noreferrer">74% of employees</a>&nbsp;said they&rsquo;d be willing to give more feedback if they were truly&nbsp;<a href="https://www.tenspace.co.uk/blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me" target="_blank" rel="noopener noreferrer">anonymous</a>. 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>A specialised platform can greatly speed up data processing and the time it takes to move from survey&nbsp;<a href="https://www.tenspace.co.uk/blogs/making-the-most-of-your-engagement-data" target="_blank" rel="noopener noreferrer">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.</li>
</ol>
&nbsp;
<h3>Survey Design</h3>
A lengthy survey may affect response rates and prevent your team from completing the survey. Many team members may attempt to rush through their responses or avoid taking it altogether when the number of questions increases to a significant quantity.
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.
Your team shouldn't take longer than 15 minutes to complete your survey. Ideally, make it a regular event that lasts no longer than five minutes.
&nbsp;
<h3>Results &amp; Action</h3>
The response you give to a survey is what matters most, not the survey itself. You can instantly increase participation and give the process significance by quickly sharing your results with your team and committing to the steps you will take.
Sharing employee engagement results in corporate and team messaging is crucial since it allows you to:
BE OPEN&nbsp;- Don't attempt to frame outcomes as better or worse than they actually are. Openly discuss them. The way you discuss survey results sets the tone for how honestly you will accept future employee feedback and suggestions for change. Transparency fosters trust.
BE CLEAR &ndash; Results from employee surveys might be challenging to interpret. When communicating the findings to staff, be as concise and clear as you can. Keep your commentary and language simple so as to avoid confusion.
DON'T PLAY DETECTIVE - The answers ought to be anonymous. Never engage in conjecture about who said what while discussing the results of an employee survey. An anonymous survey process loses credibility and integrity as a result of this and can be damaging to overall engagement in the long run.
Want to know more about the steps after the survey has ended? Check our blog on&nbsp;<a href="https://www.spacehr.co.uk/blogs/making-the-most-of-your-engagement-data" target="_blank" rel="noopener noreferrer">&lsquo;Making the most of your engagement data&rsquo;</a>
&nbsp;
A successful business depends on knowing how to encourage team engagement and satisfaction at work. Utilise employee engagement surveys to collect truthful, trustworthy input. It&rsquo;s possible to take action and build a fantastic workplace with this feedback and data.
We can help you by providing anonymous employee feedback so you can monitor the engagement and wellbeing of your workforce. Talk to us by visiting&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk/contact</a>

Employee Engagement - Starting your survey process

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>

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learn more about employee experience &amp; retention

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

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

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

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

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

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

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

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

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

Choose the plan that suits you

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

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

Fast and powerful engagement surveys

advantage

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

For larger teams with dedicated requirements

enterprise

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

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

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

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

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

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

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

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

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

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

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

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