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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

You might remember us as Space HR, the solution that improves employee engagement, retention and organisational performance.&nbsp;
We&rsquo;ve taken investment, grown our team and clients, and further enhanced our employee experience solution so it&rsquo;s time to give the business a new look.&nbsp;
We&rsquo;re now&nbsp;Ten Space!&nbsp;
Our purpose is, and always has been, to support you, your business and your teams with engagement, retention and performance.
At&nbsp;Ten Space we&rsquo;ve seen the power of positive engagement and the impact a feedback culture has and we&rsquo;re excited to continue building incredible workplaces.
We&nbsp;<a href="https://www.spacehr.co.uk/case-studies" target="_blank" rel="noopener noreferrer">partner with businesses</a> such as GeoAmey, Five Guys, South Norfolk &amp; Broadlands Council, Roma Finance and Howarths UK to bring efficiency, professionalism and simplicity to gathering anonymous employee feedback.&nbsp;
With the support from our investors, Quake, and our growing team we&rsquo;ll continue to build on our expertise toward a positive employee experience - bringing you more product features and service that help you and your business in this key area, such as ongoing feedback options and capturing feedback at key points in your employee&rsquo;s lifecycle.
We&rsquo;d love you to get in touch to see how we can make you and your team even more successful.&nbsp;
Get in touch via our&nbsp;<a href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">website</a>&nbsp;or&nbsp;<a href="mailto:enquiries@tenspace.co.uk" target="_blank" rel="noopener noreferrer">email</a>

Delivering great tech & quality service to maximise employee retention, engagement & performance with Ten Space

We're now Ten Space

From major holidays to awareness days,&nbsp;find out everything you need to know about important employee engagement dates for the final few months of 2022.
&nbsp;
<h4>Some examples:</h4>
<ul>
<li>Major events&nbsp;such as Diwali, Hanukkah and Black History Month</li>
<li>Awareness Days&nbsp;such as World Food Day, White Ribbon Day and Human Rights Day</li>
<li>Resources and blogs&nbsp;which offer tips, activities and advice</li>
</ul>
&nbsp;
<a href="https://drive.google.com/file/d/13E4NsOc1IontIjyxFi0MsyCAy3VBrIaJ/view?usp=sharing" target="_blank" rel="noopener noreferrer">DOWNLOAD NOW</a>
<h3>How to use this calendar</h3>
You'll find many helpful tips and advice in the calendar, as well as some resources that will be useful for internal communications, engagement &amp; inclusion.&nbsp;
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>
To make the most of this tool download it to your desktop and plan your employee events against our suggested tips and dates.&nbsp;
We&rsquo;ll send you another calendar in December so you can plan out the start of the 2023.&nbsp;
Have a productive final few months!
&nbsp;
<h3>October</h3>
Black History Month
Breast Cancer Awareness Month
<h4>Key dates:</h4>
<ul>
<li>1st October - World Vegetarian Day</li>
<li>2nd October - National Grandparents Day</li>
<li>5th October - World Teachers Day</li>
<li>6th October - National Cerebral Palsy Day</li>
<li>10th October - World Mental Health Day</li>
<li>11th October - National Coming Out Day</li>
<li>16th October - World Food Day</li>
<li>20th October - National Writing Day&nbsp;</li>
<li>24th October - Diwali</li>
<li>31st October - Halloween</li>
</ul>
&nbsp;
<h3>November</h3>
Movember
Diabetes Awareness Month
<h4>Key dates:</h4>
<ul>
<li>1st November - World Vegan Day</li>
<li>2nd November - Stress Awareness Day</li>
<li>5th November - Bonfire Night</li>
<li>11th November - Remembrance Day</li>
<li>13th November - Kindness Day</li>
<li>14th November - Odd Socks Day</li>
<li>16th November - Day of Tolerance</li>
<li>19th November - International Men&rsquo;s Day</li>
<li>20th November - Transgender Day of Remembrance</li>
<li>20th November - Universal Children&rsquo;s Day</li>
<li>25th November - White Ribbon Day</li>
</ul>
&nbsp;
<h3>December</h3>
Universal Human Rights Month
HIV Awareness Month
<h4>Key dates:</h4>
<ul>
<li>1st December - World AIDS Day</li>
<li>3rd December - Day of Persons with Disabilities&nbsp;</li>
<li>5th December - Volunteer Day</li>
<li>10th December - Human Rights Day</li>
<li>14th December - Christmas Jumper Day</li>
<li>20th December - Human Solidarity Day</li>
<li>21st December - Winter Solstice</li>
<li>25th December - Christmas Day</li>
<li>26th December - Boxing Day</li>
<li>31st December - New Years Eve</li>
</ul>
&nbsp;
Inclusion and Engagement - Every Day&nbsp;
With so many holidays and recognition days, it can be challenging to decide which days and causes to promote in your company. Ultimately, the best recognition &amp; inclusion strategy involves your employees&rsquo; feedback, so ask them what matters to them and plan from there.&nbsp;
We hope this calendar inspires you to make inclusion, recognition and celebration an integral part of your employee engagement strategy.
Whether it&rsquo;s a holiday or not, your people are worth celebrating any day of the year!
&nbsp;
<a href="https://drive.google.com/file/d/13E4NsOc1IontIjyxFi0MsyCAy3VBrIaJ/view?usp=sharing" target="_blank" rel="noopener noreferrer">DOWNLOAD NOW</a>

We've collated important employee engagement dates for the final few months of 2022

Employee Engagement Calendar - FREE DOWNLOAD (Oct-Dec)

Employee Value Proposition (EVP) - what does your organisation stand for &amp; why is it unique?
A strong EVP will help retain top performers and attract the best external talent.&nbsp;
Values, culture and benefits are what make your organisation unique. You may make the same products or provide the same service as your competitors, but your EVP is what makes you stand out from the crowd.&nbsp;
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>Location</li>
<li>Respect</li>
</ul>
But why is this important?&nbsp;These programs can help reduce employee turnover, improve profits, provide a great employee experience, and build an inclusive workplace.&nbsp;
Organisations that deliver on their EVPs are able to 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;
&nbsp;
<h3>Strong examples</h3>
<h4>1.HubSpot</h4>
HubSpot&rsquo;s EVP starts with the tagline, &ldquo;Your best work starts here&rdquo; and their&nbsp;<a href="https://www.hubspot.com/careers/benefits?hubs_signup-cta=careers-nav-benefits&amp;__hstc=210838794.6e59749ebc44e837f35ee7c6f316b149.1663921118815.1663921118815.1663921118815.1&amp;__hssc=210838794.1.1663921118815&amp;__hsfp=1928180409" target="_blank" rel="noopener noreferrer">benefits page</a> backs up that statement. The core promise of HubSpot&rsquo;s EVP is a balance between work and life that promises to &ldquo;help you be the best &lsquo;you&rsquo; that you can be&rdquo;.&nbsp;
It&rsquo;s transparent about its priorities and provides a 100+ page document called the&nbsp;<a href="https://www.hubspot.com/careers?hubs_signup-cta=careers-nav-homepage&amp;__hstc=210838794.6e59749ebc44e837f35ee7c6f316b149.1663921118815.1663921118815.1663921118815.1&amp;__hssc=210838794.1.1663921118815&amp;__hsfp=1928180409" target="_blank" rel="noopener noreferrer">&ldquo;HubSpot Culture Code&rdquo;</a>&nbsp;that details specifically how this culture is implemented.
&nbsp;
<h4>2.Nike</h4>
One of the headlines of&nbsp;<a href="https://jobs.nike.com/" target="_blank" rel="noopener noreferrer">Nike&rsquo;s</a>&nbsp;EVP is &ldquo;Win as a team&rdquo;. Nike&rsquo;s culture emphasises accomplishing innovation in the world of sport with a team mentality.&nbsp;
Its approach to benefits and compensation shows a consistency of its &lsquo;team perspective&rsquo;.
&nbsp;
<h4>3.Gartner</h4>
Gartner communicates its EVP in five pillars: challenging work; talented people; limitless growth; community impact; and big rewards. Its EVP encourages employees to &ldquo;live well &mdash; in all aspects of your life&rdquo;.&nbsp;
&nbsp;
<h3>Review your current EVP</h3>
A good place to start when reviewing your EVP is to look at what you have in place today. Try to take an objective look at some of these areas and consider how your current, or potential employees might view 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>
From here, you might already be starting to build up an action plan to strengthen your EVP. Here&rsquo;s some things to consider if you&rsquo;d like to take your review a bit deeper&hellip;
&nbsp;
<h3>Maximising EVP - Using the right tools</h3>
Find out what your existing employees think is unique about working for your organisation and why they stay. Once you uncover existing perceptions, you can leverage them to elevate your EVP.
Run an&nbsp;<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">anonymous engagement survey</a>, to find out what&rsquo;s important to them, what engages them and why they remain with your organisation. The information you collate should reach all aspects of your organisation.
When conducting this research, go beyond salary and financial benefits. Identify the intangible experience and rewards that staff value. We use our 4 pillars of engagement to ensure you&rsquo;re asking your teams the right questions and getting a great view of how your teams view your organisation.
<h4>These pillars are:</h4>
<ul>
<li><a href="https://www.spacehr.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.spacehr.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.spacehr.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.spacehr.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. To start your journey to a maximised EVP, <a href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">book a demo here</a>.
&nbsp;
Recognition is often a key topic that comes up in our employee feedback surveys, with a gap between expectation and reality for many employees.&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 employees</a>&nbsp;say they would work harder if their efforts were better appreciated, and our own&nbsp;<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-mar22---topic-recognition--employee-engagement" target="_blank" rel="noopener noreferrer">research</a> agrees.&nbsp;
Recognition, which is free, reflects and embeds your company culture. It makes your team feel valued and builds engagement &amp; performance.&nbsp;
&ldquo;The State of Employee Recognition&rdquo;&nbsp;<a href="https://www.zippia.com/advice/employee-recognition-statistics/" target="_blank" rel="noopener noreferrer">reveals</a> that organisations with individual or team recognition have a 14% improvement in their performance.
For 3 key points to getting recognition right in your team,&nbsp;<a href="https://www.spacehr.co.uk/blogs/3-keys-points-to-getting-recognition-right-in-your-team" target="_blank" rel="noopener noreferrer">check out our blog</a>.
&nbsp;
<h3>Maximising EVP - Communicate the message</h3>
When you&rsquo;ve completed your research, collate the data. You will be able to clearly list the core values and unique selling points that your employees rate highly. Consider these your organisation's super powers!&nbsp;
We can use these super powers to write a statement to summarise your EVP.
Your message should be succinct and clear. It should highlight what&rsquo;s most important to your employees, why they stay and what your organisation offers that&rsquo;s unique in your market.
Once your EVP has been defined, find creative and relevant ways to communicate it to the people you are trying to attract.
&nbsp;
<h4>Here are some suggestions:</h4>
<ul>
<li>Hiring channels -&nbsp;Company websites, advertising, the interview process. Prospective talent can determine if they would make a good fit for your business.</li>
<li>Branding, public relations &amp; marketing -&nbsp;This will help the passive labour market form a positive perception of the value of working for your company.&nbsp;</li>
<li>Bring it to life -&nbsp;If you claim to support work-life balance or ongoing development, but do not provide training, career progression, study leave or flexible working hours, the reality of your workplace does not match your promise.</li>
</ul>
&nbsp;
<h3>Maximising EVP - Refining</h3>
Constantly measure the success of your EVP and keep it evolving to keep up with what your talent and your industry need today and in the future.
You should:&nbsp;
<ul>
<li>Monitor candidate applications and employee retention rates - these can give great hints for when you need to make a change, or take action</li>
<li>Ensure existing employees are consulted throughout the lifecycle of their career with you, not only after their first 12 months - keep listening to them</li>
<li>Run&nbsp;<a href="https://www.spacehr.co.uk/blogs/employee-engagement---why-consistency-is-critical" target="_blank" rel="noopener noreferrer">regular employee engagement surveys</a>&nbsp;to keep up to date on what&rsquo;s important to your teams and where you&rsquo;re getting it right and wrong.&nbsp;</li>
</ul>
Review your EVP annually. If necessary, adapt your employment proposition to ensure it remains relevant and is brought to life throughout your employees&rsquo; day-to-day experience. Reshape your EVP when required to authentically align with employee expectations.
Your team&rsquo;s connection to the organisation&rsquo;s EVP is what brings in success. It&rsquo;s just one step towards a highly engaged team.&nbsp;
&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@spacehr.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.spacehr.co.uk/blogs" target="_blank" rel="noopener noreferrer">blogs</a>.&nbsp;

A strong EVP will help retain top performers and attract the best external talent.

EVP to the MAX

The term &lsquo;Quiet Quitting&rsquo; has been coming up a lot recently. But what is it, and how does it affect you?
Quiet quitting doesn&rsquo;t actually refer to quitting a job. It is quitting the idea of going above and beyond. This might materialise in the form of slowly withdrawing from overworking or disengagement.
Here are some symptoms you might notice in the workplace:
<ul>
<li>Not being as dedicated as they were - e.g. coming in late</li>
<li>Performing only to the minimum set of standards</li>
<li>Withdrawal from any non-necessary conversations, activities or tasks</li>
<li>Attendance at meetings but not speaking up or taking action</li>
</ul>
In some cases, quiet quitting can become a problem, especially when it spreads across a team or an organisation. But it&rsquo;s important to note that it isn&rsquo;t a new phenomenon. Quiet quitting has been around for decades.&nbsp;
You might recognise it under a different name:
<ul>
<li>Disengagement&nbsp;</li>
<li>Neglect&nbsp;</li>
<li>Withdrawal</li>
</ul>
&nbsp;
<h3>Why has Quiet Quitting become popular?</h3>
Employees feel overworked and underpaid in the wake of the pandemic and amid the rising cost of living.&nbsp;<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-feb22---topic-increased-cost-of-living--employee-engagement" target="_blank" rel="noopener noreferrer">43% of leaders</a> we surveyed believe that the COL is having a negative impact on employee engagement.
Wage growth may be a large factor in why people don't want to put everything into their careers. In July 2022, the rate of inflation hit&nbsp;<a href="https://www.ons.gov.uk/economy/inflationandpriceindices/bulletins/consumerpriceinflation/july2022#:~:text=The%20Consumer%20Prices%20Index%20(CPI,no%20change%20in%20July%202021." target="_blank" rel="noopener noreferrer">10.1%</a>. In real terms, people are actually earning less money and may be adjusting their efforts to reflect their reward.
Workers are realising they&rsquo;ve put in a lot more effort than their salary shows. Quiet quitting is often discussed in the context of worker dissatisfaction and burnout and criticisms of the demands on workers.
There may also be age and generational reasons for quiet quitting. The new generation of employees, Gen Z, have been known to prioritise mental health and wellbeing. This comes above all else and can intervene with work life.&nbsp;
&nbsp;
<h3>Should we all be quiet quitting?</h3>
Well, no! But to ensure that employees are happy in both home and personal life, it&rsquo;s important that they&rsquo;re engaged in their work and their workplace.&nbsp;
At Ten Space, we use a simple model to explore employee engagement this consisting of 4 pillars:
<ol>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Connection -</a>&nbsp;companies vision, mission, values and goals&nbsp;</li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Leadership -</a>&nbsp;relationships with leaders and managers</li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Fulfilment -</a>&nbsp;feeling personally fulfilled in the workplace&nbsp;</li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Wellbeing -</a>&nbsp;feeling physically and psychologically safe in the workplace&nbsp;</li>
</ol>
It&rsquo;s important that all of these elements are in place, in order to create a happy and inspiring workplace, where employees want to come and deliver their best every day.&nbsp;
With the focus of quiet quitting being to improve mental health, we can get ourselves behind the principle. But it&rsquo;s important to understand where the line is drawn. Where &lsquo;focusing on wellbeing&rsquo; can turn into &lsquo;slacking off&rsquo;.
&nbsp;
<h3>The limits of Quiet Quitting</h3>
Boundaries are important. When outside your working hours employees have the right to switch off, ignore emails and forget about that deadline that&rsquo;s almost due.&nbsp;
Taking steps to improve mental health is a great thing to do. But there is a balance to be struck.&nbsp;
As leaders, we need to be more mindful than ever of burn out in the workplace, to ensure that employees don&rsquo;t disengage and quietly withdraw. On a day to day basis, you might want to consider the following:&nbsp;
<ul>
<li>Regular breaks and time away from the workplace&nbsp;</li>
<li>Talk to people and ask authentically &ldquo;how are you doing?&rdquo;&nbsp;</li>
<li>1:1s and time spent with and on the individual to check in</li>
<li>Mental health days&nbsp;</li>
<li><a href="https://www.spacehr.co.uk/blogs/can-flexible-working-improve-engagement" target="_blank" rel="noopener noreferrer">Flexible working</a>&nbsp;and work-life blend / work-life respect&nbsp;</li>
</ul>
&nbsp;
Is your team withdrawing? Are you worried they might start to quietly quit? At Ten Space, we believe in regular, open feedback between teams and leaders. We can help create a feedback culture and provide your teams with a voice in your organisation. We use expert knowledge and technology to gain insight into your team&rsquo;s engagement &amp; performance.&nbsp;
Use employee engagement surveys to know where the problems are in your organisation. Our data will tell you all you need to know in order to create an action plan that will prevent your team from quietly quitting.
Check out how we can help at <a href="https://www.tenspace.co.uk">www.tenspace.co.uk</a>

Is Quiet Quitting a new phenomenon?

Employee engagement is essential when it comes to business success. Organisations with high engagement outperform organisations with low engagement by&nbsp;<a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx" target="_blank" rel="noopener noreferrer">202%</a>. To ensure you&rsquo;re doing all you can to help your business succeed, you need to care about your employee&rsquo;s engagement. In fact it needs to be one of your top priorities!
When a company decides to conduct an employee engagement survey, one of the first things up for discussion is using a third party company to help you carry out the survey.
&nbsp;
<h3>Using a specialist employee feedback platform&nbsp;</h3>
1.Questions written with the help of a third-party perspective are the most effective. An expert, outside view will know what type of information will be most useful for leadership and HR teams. Not to mention the questions aren&rsquo;t written in a way to bias the answers.
2.Using a third-party employee survey company is extremely important for anonymity and confidentiality. It creates the safest of environments for employees to answer questions in the survey. When surveys are done in-house, it&rsquo;s difficult for teams to believe their answers are anonymous.&nbsp;<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> said they&rsquo;d be willing to give more feedback if they were truly anonymous.
3.A specialist platform can help hugely with data analysis and can massively cut down the time to get from survey launch, to action taken. Choosing a platform to crunch the data for you can be a wise investment when it comes to interpreting and sharing results post-survey.&nbsp;
&nbsp;
<h3>Designing your survey&nbsp;</h3>
A long survey can impact response rates and could be the reason why your team isn&rsquo;t completing. When the number of questions rises to a large amount, many team members will try to rush through their answers or avoid taking it altogether.&nbsp;
It&rsquo;s best to keep the surveys concise with questions that will prompt the best answers out of employees.
<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">We recommend</a> a mix of scaled questions (0-10) to give you data points and written responses. This way your team can complete the survey within a reasonable time whilst also having the chance to write more in-depth responses.
💡Try to limit your employee survey questions to under 20. Doing so will help with response rates and better quality data.
You don&rsquo;t want your team spending any more than 15 minutes completing your survey. Ideally, make it more like 5 minutes and make it a regular event.&nbsp;
&nbsp;
<h3>Sharing your results and taking action&nbsp;</h3>
The most important thing about conducting a survey is the action you take after it&rsquo;s happened. By sharing your results with your team quickly and committing to the actions you are going to take, you can quickly build engagement and make the process meaningful.&nbsp;
When sharing employee engagement results in company-wide and team messaging, it&rsquo;s important to:
BE OPEN - Don&rsquo;t try to position results to be better or worse than they are. Talk openly about them. How you talk about survey results sets the tone for receiving continued honest employee feedback and their ideas for improvement. Being open builds trust.
BE CLEAR - Employee survey results can be difficult to understand. Be as clear and concise as possible when you share the results with employees. Avoid jargon and commentary that will create confusion.
DON&rsquo;T PLAY DETECTIVE - The responses should be anonymous. When reviewing employee survey results, the conversation should never turn into speculations about who said what. This diminishes the credibility and integrity of an anonymous survey process.
BE OBJECTIVE -&nbsp;When communicating survey results, do your best to play the role of an impartial observer. Communicate the findings without interspersing personal opinions. Employees might be unlikely to share opinions if they feel they are being judged.
&nbsp;
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>
Knowing how to help your team engage and be satisfied at work is vital in creating a successful business. Use employee engagement surveys to gather honest, reliable feedback. This feedback and data can be used to take action and create an incredible workplace.
We can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at www.tenspace.co.uk.

When a company decides to conduct an employee engagement survey, one of the first things up for discussion is using a third party company to help you carry out the survey.

Getting started with an engagement survey process

You&rsquo;ve completed a great survey, you&rsquo;ve got tons of awesome feedback. But what do you do now? How do you make the most of your engagement data?&nbsp;It goes without saying that you should be taking action from each survey, but it can be easier said than done.
Capturing employee engagement data is essential to knowing how satisfied and motivated your team is at work. Motivated employees are more likely to perform better at their job, in fact,&nbsp;<a href="https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx" target="_blank" rel="noopener noreferrer">employees work 20% better when motivated</a>. So checking in with your employees regularly via surveys will ensure you&rsquo;re able to address issues as they arise and maintain an engaged workforce.
By not taking feedback seriously you risk losing valuable team members. Employees who don&rsquo;t feel comfortable providing upward feedback are&nbsp;<a href="https://en-gb.workplace.com/blog/employee-voice?t=b" target="_blank" rel="noopener noreferrer">16%</a>&nbsp;less likely to stay in their organisation.
&nbsp;
<h3>Tell a story with the data</h3>
You can help create extra insight from your results by sharing them effectively. It can help people connect with them and understand the action that they need to take next. It&rsquo;s easy to get lost in the data - try not to! Consider key themes, quick wins and longer term big wins from each survey.
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.
1.Look for patterns - Are there areas in which your organisation scored low across the board? This is an obvious place to start. Identifying failings that are affecting employee happiness is key to moving the needle.
2.Dissect the data&nbsp;- 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.
&nbsp;
<h3>Create a plan &amp; discuss</h3>
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;
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. Continue to share actions and progress with wider employee groups &amp; across the entire organisation. You can share the continual progress and show that you're keeping the conversation going.
For individual leaders, you may want to take the time to sit down with employees and&nbsp;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. Whilst were huge advocates for anonymous feedback, it&rsquo;s only one part of ensuring employees have a voice in your organisation, talking to employees one to one is another powerful method.&nbsp;
It can take some time for your action plan to gain traction in your business. In fact, on average it takes&nbsp;<a href="https://jamesclear.com/new-habit#:~:text=On%20average%2C%20it%20takes%20more,to%20form%20a%20new%20habit." target="_blank" rel="noopener noreferrer">more than 2 months</a> before a new behaviour becomes automatic - 66 days to be exact. So being consistent with your action plan is the best way to get a new workplace habit to &lsquo;stick&rsquo;.
&nbsp;
<h3>Use segmentation to explore your data</h3>
Using segmentation in your survey can be a powerful way to gain additional insight from your data. 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. This can especially be true when addressing key themes for under-represented groups. It can have a positive impact on feelings of inclusion and belonging across the entire 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. At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our <a href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">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>Survey regularly</h3>
Employees feeling left out or uninformed could be a huge barrier to engagement. This is something that you&rsquo;ll be able to uncover through your data and that you should work on resolving. By surveying regularly, you stand a better chance of preventing problems that lead to resignations as you are building up patters and collecting regular data, in the moment it is happening.&nbsp;
By building up trends and themes over time, you can understand in great detail what employee engagement and culture is like in your organisation. 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 and engagement levels.
&nbsp;
At Ten Space we offer quarterly 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. We also provide tools which help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
&nbsp;
We can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.

It goes without saying that you should be taking action from each survey, but it can be easier said than done...

Making the most of your engagement data

Engagement in the workplace has often been thought of as a top-down approach. Leaders need to motivate their team to be more engaged in their roles and achieve the company goal.&nbsp;
This is true. But what can you, as a team member, do to increase your own engagement?
<a href="https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx" target="_blank" rel="noopener noreferrer">52% of employees</a>&nbsp;reported not being engaged at work. 12% were "actively disengaged" to the point of misery.&nbsp;<a href="https://insync.com.au/insights/impact-of-employee-engagement-on-profitability/" target="_blank" rel="noopener noreferrer">Research</a> shows that teams can do great things when they engage. So, what if we worked from a bottom-up approach? Engaged employees would be drawn to learn how to take responsibility for their own path. To find new and more productive ways to ask for the things they need at work.&nbsp;
Here&rsquo;s some things to keep in mind when looking to increase your own engagement:
&nbsp;
<h4>Wellbeing - Do you have a physically &amp; psychologically safe workplace?</h4>
<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> has found that 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.
Are you surrounding yourself with people who will encourage you to do better? To work hard and think smart? Are you taking the steps to create a community of people you trust in work?&nbsp;
In the case of&nbsp;<a href="https://www.gartner.com/en/documents/3979855" target="_blank" rel="noopener noreferrer">ethnic and cultural diversity</a>, research shows that inclusive teams perform up to 30% better in high-diversity environments. Create a diverse environment. You will be able to listen to the opinions / views of people from different backgrounds.
Are you taking the time to look after your mental health? Burnout is more common than you might think.&nbsp;<a href="https://metro.co.uk/2022/04/07/brits-are-more-exhausted-than-ever-a-third-on-the-brink-of-burnout-16421027/#:~:text=As%20work%20and%20social%20lives,olds%20bearing%20the%20biggest%20brunt." target="_blank" rel="noopener noreferrer">Over a third (36%)</a> of Brits have said they think they might be headed for burnout. 53% believe the start of 2022 has left them feeling more tired than previous years.&nbsp;
It&rsquo;s easy to get lost in the work. To ensure you can be fully engaged in the workplace, you need to make the effort to look after your mental health. Here are a few tips for preventing burnout:
<ul>
<li>Take control -&nbsp;You can avoid or overcome burnout by finding ways to create more autonomy in your role. Talk with your boss to see if they're willing to let you have more control over your tasks, projects, or deadlines.</li>
<li>Learn to manage stress -&nbsp;There are several strategies that you can use to cope with stress. You could keep a stress diary to document what routinely causes you stress. Practise deep breathing, meditation, and other relaxation techniques. This can help you calm down when you're experiencing stress.</li>
<li>&ldquo;Give&rdquo; to others -&nbsp;One quick and easy way to add meaning to your career is to give to others, or to help them in small ways. When you do this, it makes you feel good. Even the smallest act of kindness can re-energize you and help you find meaning in your work.</li>
</ul>
&nbsp;
<h4>Fulfilment - Do you enjoy the challenge of your role and feel proud of the work you do?</h4>
Finding meaningful and fulfilling employment has become one of life&rsquo;s greatest pursuits. Those who find it tend to lead happier lives and are more committed to their jobs.
Fulfilment can mean many things. But at its heart, it&rsquo;s about connecting work to a sense of meaning and purpose. Most often it&rsquo;s small, such as building connections with people, having fun, or being challenged.
What steps are you taking to enhance your professional development?&nbsp;
According to&nbsp;<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">research</a>, 74% of employees say that a lack of professional development is preventing them from reaching their full potential. Invest in your own development. It allows you to enhance skills and gain opportunities to move up that career ladder. Here are a few ways that you can take charge of your professional development:
<ul>
<li>Enrol in an online course -&nbsp;Online courses are a simple way of increasing your knowledge of your chosen field. Most online courses are offered on a flexible basis, allowing you to work your continuing education into your busy life. There&rsquo;s nearly an endless array of resources online.</li>
<li>Expand your scope -&nbsp;Instead of waiting for your boss to challenge you to grow, ask him or her for a new challenge. Take on a project outside your standard load. Think aspirationally. Grab every resource you can. Do whatever you have to do to learn and grow into your expanded role.</li>
<li>Find a mentor -&nbsp;Find someone you admire, either in your organisation or outside of it. Choose a leader who embodies the professional qualities you hold dear. With the help of a mentor, you'll learn more than you ever could by simply reading a book or taking a course.</li>
</ul>
&nbsp;
<h4>Leadership - Do you feel inspired by your leader?</h4>
<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">38% of employees</a> don&rsquo;t feel their manager knows them well enough to understand their full potential. This lack of understanding goes far beyond leadership and management. It can have a huge impact on productivity and engagement.
When we speak about leadership, it&rsquo;s not unusual to discuss the role of a leader in supporting others. But how often do we think about how we can support our leaders? Success comes from partnership, collaboration and cooperation. Why should support be a one-way street? Maybe it&rsquo;s time to start thinking about how you can support your boss, your manager, or your leader.
Do they know what inspires you? It&rsquo;s a leader&rsquo;s role to inspire their team but often this can lead to a guessing game or a &lsquo;one type fits all&rsquo; scenario. Is there a certain skill you have that&rsquo;s useful for the team? Do you learn a certain way or take inspiration from different strategies? Be sure to speak up. It not only helps your leader, but you as well. It can be the difference between a fulfilling and an unfulfilling role.
Here are a few other ways you can help your leader:
<ul>
<li>Offer solutions -&nbsp;When things break down, focus on solutions instead of problems. Help brainstorm ideas and analyse available options. Find out what went wrong and how to prevent it from happening again.</li>
<li>Keep them in the loop -&nbsp;Whatever your leader&rsquo;s style of communication, it&rsquo;s always best to establish and maintain an open line. Keep them involved and informed to protect them from being blindsided. Summarise complex issues and your leader will thank you.</li>
<li>Take initiative -&nbsp;There are always numerous ways of going above and beyond at work. Look for challenges that stretch you and increase your skill set. Try to anticipate what your leader might require or request and prepare it in advance.</li>
</ul>
&nbsp;
<h4>Connection - Do you feel connected to the organisation?</h4>
We asked our research panel which factors they thought had the highest impact when it came to the engagement of high performing teams.&nbsp;<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">32% said connection</a> &amp; the communication of goals, vision, mission and values was the most important factor.
Having the same values doesn&rsquo;t always mean having the same personalities or attitudes. It helps in building great working relationships. These people carry the same goals, intentions, and passion.
Do you know what the values / goals of your organisation are? If not, where can you find them? When increasing your fulfilment, take into consideration if it is a company you want to work for.&nbsp;
Now that you've established you share the same values as the company, think about how you will demonstrate those values in a day-to-day style. While your company sets the house rules and office policies, you set your own strategy according to your priorities and own values. It&rsquo;s how you get the job done.
Here are a few things to put into practice that will help align your values:
<ul>
<li>Start a conversation -&nbsp;The company's values are no secret, so put them out into the open. Talk with your leader and your team members about the values. Discuss how you connect with them and what you think needs changing.</li>
<li>Tie personal goals into professional goals -&nbsp;Take a look into how your goals can be accomplished within the framework of your company. Take advantage of coaching sessions, 1-2-1&rsquo;s and team meetings to understand the connections between your goals and those of the company.</li>
<li>Create an action plan -&nbsp;Think about how you can exercise your core values in a constructive way. Is there a position / department in the organisation where your core value alignment would be an even stronger asset?</li>
</ul>
&nbsp;
By focusing on these 4 pillars of engagement, your productivity will increase. Your personal and professional achievements will also be easier to obtain. Overall this is likely to lead to an increase in your personal happiness.&nbsp;
One way to let your leader know how you feel is through regular feedback. 1-2-1 meetings are amazing for creating personal action plans and career development strategies. Another great feedback method is through engagement surveys, you can provide honest, reliable feedback which allows your leader to work closely on the problems affecting your engagement. We&rsquo;d always encourage you take part in feedback surveys, to ensure that you can share your voice and ideas with your leaders - don&rsquo;t miss out on a great opportunity!&nbsp;
To learn more about engagement in the workplace, check out our blog on&nbsp;<a href="https://www.spacehr.co.uk/blogs/whats-the-link-between-engagement-and-performance" target="_blank" rel="noopener noreferrer">the link between engagement and performance</a>.
&nbsp;
To see how we can help you stay engaged, check out our website:&nbsp;<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

What can you do to increase your own engagement? Here are some of our tips & tricks...

Taking charge of your own engagement

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

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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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