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What comes first - A high performing team or a highly engaged team? We&rsquo;re clear that there is a link between these two desirable team states. Once you have one, you&rsquo;ll also have the other.
We conducted our own<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">survey</a> and asked the question:
On a scale of 1 (low) to 10 (high). To what extent do you agree with the statement- &ldquo;high employee engagement and high performing teams are linked&rdquo;?
Our average score from our panel was 9.2. This indicates that high employee engagement and high performing teams are closely linked.
To create a high performing team, you&rsquo;ll need to start with employee engagement.
&nbsp;
<h3>Employee engagement</h3>
<a href="https://www.spacehr.co.uk/blogs/employee-engagement---why-consistency-is-critical" target="_blank" rel="noopener noreferrer">Employee engagement</a> is about your employees bringing their best selves to work and doing their best work when they get there.
Focus on key aspects of employee engagement to create high performing teams. These fuel higher engagement and incredible work cultures.
Once you&rsquo;ve got a high performing team, it&rsquo;ll improve engagement further. Then you&rsquo;re on an upward trajectory, which can gain incredible pace if you get it right.
<a href="https://insync.com.au/insights/impact-of-employee-engagement-on-profitability/" target="_blank" rel="noopener noreferrer">Research</a> shows that employees can do great things when they engage. The company is more likely to exceed the industry average in one-year revenue growth.
Where do you begin? Great team engagement and performance starts with individuals themselves being engaged. This builds up to focus on the team. But when it comes to focusing a team on high performance, there are some elements that need to be in place.
&nbsp;
Here we take a look at what we&rsquo;ve observed through our employee feedback surveys:
<h4>1. Ability for employees to be themselves around each other</h4>
This is the most fundamental part of creating a high performing and engaged team. Teams need to feel safe in the workplace and safe with each other. Psychological safety is a huge element of a high performing team.
<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> 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 provide an environment where innovation can thrive and people can perform at their best.
Teams will naturally come up against conflict and challenging situations. The feeling that they are able to navigate it in a healthy way is important.
Diversity, inclusion and belonging are extremely important in the workplace. Employees want to feel they can bring their whole selves to work so they can be their best when they get there. They need a place of feeling safe to be able to do their best work.
Environments that encourage diversity &amp; inclusivity practices promote trust and employee engagement among employees. Research shows that<a href="https://www.gartner.com/en/documents/3979855/how-hcm-technologies-can-scale-inclusion-in-the-workplac" target="_blank" rel="noopener noreferrer">&nbsp;inclusive teams</a> perform up to 30% better in high-diversity environments.
When diversity and inclusion exist, employers give themselves a greater chance of gaining access to a larger talent pool. This ensures they can hire employees with the skills, experience, and knowledge needed to build high-performing teams. Employee performance<a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">&nbsp;in diverse organisations is 12% higher</a>&nbsp;than in companies with no inclusivity efforts.
&nbsp;
<h4>2. Clear direction of travel</h4>
If you don&rsquo;t have clarity on the direction of travel, the team can drift. It doesn&rsquo;t mean that they aren&rsquo;t still working hard, but it could mean a lot of wasted time, effort and money.
We asked a panel of leaders which factors they thought had the highest impact when it came to the<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">&nbsp;engagement of high performing teams.</a> 32% said connection &amp; the communication of goals, vision, mission and values was the most important factor. 32% said personal fulfilment such as reward, work-life balance and career development.
It&rsquo;s also important to make sure that teams are clear on how the work they are doing fits into the bigger picture. That&rsquo;s when they&rsquo;ll get a sense of pride and satisfaction from what they are delivering.
&nbsp;
<h4>3. Communication matters</h4>
Communication is one of the most common topics that comes up in our engagement surveys as being lacking. It&rsquo;s the single biggest &ldquo;ask&rdquo; we see teams asking their leaders to work on.
From business, to team, to individual feedback - engaged employees like to understand what is going on in the business and how it impacts on them.
High performing teams like communication to go both ways. They need to feel like they have a voice and an influence on their work and working environment too. That&rsquo;s where the<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">power of anonymous engagement surveys can really help.</a>
<a href="https://rh-us.mediaroom.com/2013-10-22-Survey-Human-Resources-Managers-Cite-Lack-of-Communication-as-Main-Source-of-Low-Employee-Morale" target="_blank" rel="noopener noreferrer">Accountemps</a> research shows the number one cause for low morale is poor communication. Sharing important updates with employees, recognising their achievements and ensuring people collaborate is essential for successful internal communication.
Communication is a critical part of employee engagement. It promotes better performance, employee retention and wellbeing. Employees are more likely to engage and contribute when there&rsquo;s an open organisational culture.
Good communication enables employees to stay connected to their workplace and understand their organisation&rsquo;s purpose &amp; strategy. It allows them to identify with its values and develop a sense of belonging by understanding how they contribute to its wider purpose.
&nbsp;
<h4>4. Great performance management</h4>
This isn&rsquo;t about tackling poor performers, it&rsquo;s about creating healthy performance cultures.
Poor performance needs tackling swiftly and fairly. Nothing creates resentment and toxicity in a team like letting poor performance fester.
A survey shows low performers can have<a href="http://eaglehillconsulting.com/opinions/low-performers" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://eaglehillconsulting.com/opinions/low-performers" target="_blank" rel="noopener noreferrer">significantly negative effects</a> on an organisation. Below are a few excerpts from the survey respondents:
<ul>
<li>68% say low performers lower workplace morale</li>
<li>44% say low performers increase the work burden on high performers</li>
<li>54% say low performers contribute to a lack of initiative and motivation, resulting in a work culture where mediocrity is accepted</li>
</ul>
When low performers are identified, how should they be handled? Immediately firing them may not be the best solution as leaders owe every employee the opportunity to succeed.
&nbsp;
Morale can be lacking for many reasons:
<ul>
<li>Lack of direction or alignment&nbsp;</li>
<li>Lack of feedback</li>
<li>Confusion/fear about the work environment.&nbsp;</li>
</ul>
Clarify what success looks like for those employees. Give them a chance to perform and engage by delivering these things regularly.
It&rsquo;s also about great performers feeling recognised and appreciated for their contribution.
Much of this sits with leaders. They need to handle performance fairly and create great working environments for their teams to thrive. Building trust and respect in teams is important for high engagement and performance.
It can be a useful exercise to check in that performance culture is where it needs to be. You can address any issues that might be preventing high performance from developing.
&nbsp;
<h4>5. Fulfilling roles</h4>
High performing teams are made up of high performing individuals. Individuals want to be challenged and have a sense of autonomy &amp; control over the work that they do and how they do it.
<a href="https://www.spacehr.co.uk/blogs/can-flexible-working-improve-engagement" target="_blank" rel="noopener noreferrer">Flexible and hybrid working&nbsp;</a>is so often talked about. It's having such a big impact on engagement - employees can have great control over how they do their work.
The traditional working week of 9-5, 5 days a week seems to be hard wired into our society. Most workers build their days, weeks and years around this working pattern. But for many people, it doesn't align with their life outside of work.
Many juggle a near impossible balance of work and life outside of work. This makes it difficult to be fully engaged in their job.<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">5 million people</a> in the UK are juggling caring responsibilities with work - that's 1 in 7 of the workforce.
According to a<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">recent survey</a>:
<ul>
<li>When working long hours more than a quarter of employees feel depressed (27%), one third feel anxious (34%), and more than half feel irritable (58%).</li>
</ul>
Moving away from the traditional working week and offering more flexible ways of working can offer solutions to these challenges. In return, you'll build long lasting employee engagement and create competitive advantage.
Flexible working options open up new, often more diverse talent pools. It also gives employees a greater reason to stay in your business. When this sense of challenge and autonomy is blended together into a team environment, it creates a fantastic team culture and generates high performance.
&nbsp;
Having a high performing team is necessary for your business to succeed. Employee feedback surveys are a great way to find out how you can improve in ways that will benefit your team. To find out more about how Ten Space can help you create high performing teams, visit our website<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>.&nbsp;

What comes first - A high performing team or a highly engaged team?

5 tips on creating a high performing team

High employee engagement is when your employees bring their best selves to work and do their best work when they get there.
Some consider engagement to be about happy employees. But it&rsquo;s much more than that.
High engagement occurs when employees are channelling that happiness and energy into achieving the goals of the business. This speeds up individual and team performance.
Employees align with the values and believe in the vision of the company. The culture is healthy and employees are thriving.
&nbsp;
<h4>Why should you care about employee engagement?</h4>
Research suggests that 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> .&nbsp;
With highly engaged teams&nbsp;<a href="https://thecircularboard.com/employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">estimated to&nbsp;</a><a href="https://thecircularboard.com/employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">sell 20% more</a>&nbsp;than teams with low engagement and enjoying&nbsp;<a href="https://news.gallup.com/poll/241649/employee-engagement-rise.aspx" target="_blank" rel="noopener noreferrer">21% higher</a> profitability, it&rsquo;s easy to see how it impacts on revenue and business performance.&nbsp;
On the flip side, the cost of&nbsp;low&nbsp;employee engagement can have a significant negative impact on business performance.
Consider the cost of under-performance, where an employee is only working at 60% of their potential. Or the cost of replacement if they resign? Add on the cost of extra training for a new starter and a couple of lost clients that they&rsquo;ve taken with them. It starts to add up.
If you&rsquo;d like to do some maths on the cost of low engagement in your team or business, you can find more information<a href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">here</a>.
&nbsp;
<h4>How do you achieve high engagement?</h4>
At Ten Space we use a simple model. It helps us to explore what is happening with engagement in an organisation. It shows us where we need to focus to improve.
&nbsp;
<h4>Connection -&nbsp;How connected employees feel to the business. Employees feel informed, heard and bought into the company vision and values.</h4>
When a company leads with purpose, employees are&nbsp;&nbsp;<a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/" target="_blank" rel="noopener noreferrer">78% more likely</a>&nbsp;to want to work for that company.&nbsp;<a href="https://www.porternovelli.com/wp-content/uploads/2021/01/02_Porter-Novelli-Tracker-Wave-X-Employee-Perspectives-on-Responsible-Leadership-During-Crisis.pdf" target="_blank" rel="noopener noreferrer">93% of employees</a>&nbsp;believe companies must lead with purpose and&nbsp;<a href="https://www.porternovelli.com/wp-content/uploads/2021/01/02_Porter-Novelli-Tracker-Wave-X-Employee-Perspectives-on-Responsible-Leadership-During-Crisis.pdf" target="_blank" rel="noopener noreferrer">70% of employees</a> wouldn&rsquo;t work for a company that lacked purpose.
Employees can be involved with the company's mission by contributing to them. Companies need to work harder to engage their people in the process and think creatively to encourage everyone to find their voice.
When an employee feels heard, that person is<a href="https://www.salesforce.com/blog/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.salesforce.com/blog/" target="_blank" rel="noopener noreferrer">4.6 times more likely</a>&nbsp;to perform to the best of their abilities. When your people feel heard, they feel connected, motivated and engaged.&nbsp;
&nbsp;
<h4>Leadership -&nbsp;How confident employees feel about their leaders and managers. Employees feel inspired by their leaders. Leaders bring out the best in the team. They provide great recognition and create amazing working environments.&nbsp;</h4>
Employee turnover is expensive, and people don't quit jobs; they quit managers. Recent DDI<a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html" target="_blank" rel="noopener noreferrer">research</a> found that as many as 57% of the employees quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
Sadly, many organisations aren&rsquo;t making this investment in leadership.&nbsp;<a href="https://www.cipd.co.uk/knowledge/strategy/leadership/purposeful-leadership-report" target="_blank" rel="noopener noreferrer">According to a recent survey</a>, a third of employees said they operate in an &lsquo;ethical void&rsquo;. They rate both their leader&rsquo;s ethical behaviour and the alignment of their own values with those of the organisation as low.
<a href="https://www.adp.com/" target="_blank" rel="noopener noreferrer">38%</a>&nbsp;of employees 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's crucial that your managers understand the importance of listening to their team.
&nbsp;
<h4>Fulfilment -&nbsp;How well roles meet employee&rsquo;s needs, personally &amp; professionally. Rewards match the contribution that's made. Employees enjoy the challenge of their roles and feel proud of the work they do.</h4>
Research by<a href="https://worldatwork.org/" target="_blank" rel="noopener noreferrer">&nbsp;WorldatWork</a> shows that organisations that do not invest in training and development of their employees lose them to their competition. Employers can differentiate themselves from competitors by investing in their employees' career development. Even a relatively small investment has a positive impact on loyalty.
According to&nbsp;<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">ClearCompany</a>, 74 percent of employees say that a lack of professional development is preventing them from reaching their full potential. With only 29 percent of organisations with clear learning and development plans, many employees are set up to feel&nbsp;<a href="https://www.spacehr.co.uk/blogs/duty-of-care" target="_blank" rel="noopener noreferrer">undervalued and underdeveloped</a> will inevitably result in a disengaged workforce and high turnover rates.
Investing in employee development not only allows your talent to feel good about growing their skills, but these learning opportunities can also translate into integral promotions that allow you to retain top talent.
The demand for flexibility is at an all-time high.<a href="https://timewise.co.uk/article/flexible-working-talent-imperative/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://timewise.co.uk/article/flexible-working-talent-imperative/" target="_blank" rel="noopener noreferrer">Research</a>&nbsp;indicates that 87% of employees either work flexibly already, or wish they could. A<a href="https://www.scottishwidows.co.uk/about_us/centre_for_modern_family/supporting_families.html" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.scottishwidows.co.uk/about_us/centre_for_modern_family/supporting_families.html" target="_blank" rel="noopener noreferrer">survey by the Centre for the Modern Family,</a>&nbsp;found that 23% of UK workers are willing to take a pay cut to have more flexible working hours.
&nbsp;
<h4>Wellbeing&nbsp;-&nbsp;Employees feel safe, secure and supported emotionally &amp; physically in the workplace. They feel supported by the business &amp; feel able to be their true selves at work.</h4>
A study by<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> 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.
In the case of<a href="https://www.gartner.com/en/documents/3979855/how-hcm-technologies-can-scale-inclusion-in-the-workplac" target="_blank" rel="noopener noreferrer">&nbsp;ethnic and cultural diversity,</a>&nbsp;research shows that inclusive teams perform up to 30% better in high-diversity environments. When diversity and inclusion exist, employers give themselves a greater chance of gaining access to a larger talent pool. This ensures they can hire employees with the skills, experience, and knowledge needed to build high-performing teams. Employee performance<a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">in diverse organisations is 12% higher</a> than in companies with no inclusivity efforts.
Environments that encourage diversity &amp; inclusivity practices promote trust and employee engagement among employees. This trust leads to a feeling of psychological safety, which, in turn, leads to respect. Organisations that trust their employees increase their employee engagement by<a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams" target="_blank" rel="noopener noreferrer">76%</a>. This has become important as many organisations shift to a remote or hybrid team model. Trust in the workplace allows employees to feel secure, reduces turnover and increases engagement.
&nbsp;
<h4>How can Ten Space help?</h4>
At Ten Space, we help organisations understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of engagement.
We don&rsquo;t believe in just measuring engagement for a board report. We&rsquo;re here to explore what&rsquo;s really going on, so we can help you reduce your risk of employee turnover and drive up performance.
&nbsp;
But we won&rsquo;t just throw some tech at you and let you get on with it! We give all our clients a client success partner - an expert who can help you run great surveys and get the most out of each and every one. You&rsquo;ll get to know our team, just as we&rsquo;ll get to know yours - to make your engagement activity targeted and impactful.
&nbsp;
Find out more at&nbsp;<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.&nbsp;

What is Employee Engagement and Why Does it Matter?

What is Employee Engagement?

Each month, we ask our panel of business and HR leaders about the hottest topics impacting employee engagement in UK businesses.
In February, with the cost of living at its highest since 1992 (5.4%)&nbsp; we asked about the impact the cost of living (COL) increase is having on employee engagement.&nbsp;
Here&rsquo;s what our leaders told us....
(To find out more about how we conduct the survey, or to get involved read to the end of the article)
&nbsp;
<h4>The cost of living is having a negative effect on employee engagement.&nbsp;</h4>
We asked our panel, to what extent they agreed with the statement: &ldquo;the cost of living is having a negative impact on employee engagement.&rdquo;&nbsp;
The majority, 43% of our panel, agreed or strongly agreed that the COL is having a negative impact on employee engagement.&nbsp;
28% said that they disagreed or strongly disagreed with the statement.&nbsp;
So whilst we can see that the cost of living is having some impact on employee engagement, we&rsquo;re pleased to see that it isn&rsquo;t impacting all organisations negatively.&nbsp;
&nbsp;
Here&rsquo;s what some of our panel told us:&nbsp;&ldquo;Being at the far end of a (so far) two year pandemic and the associated pressures including COL, it feels fairly negative at the moment.&rdquo;
&ldquo;We&rsquo;re in a fortunate position in that we&rsquo;ve been able to give a 4% salary increase to all employees. It has been really well received as I expect people have started to feel the pressure of increased costs&rdquo;
&nbsp;
&nbsp;<img src="https://lh6.googleusercontent.com/91WKWlhklUk2lF8ihd7jPntKI6QtNhMaxklZIU6G_kCGv_2zkRnZuA4kIPfhWOnZ98mtTLWYNjxQ5CE2ZjDM2YS838wWHj2BUw-86C9IztN1HuXAKdD5oXCK34eNC33pmJkG1OZz" width="477" height="477">
&nbsp;
<h4>How concerned should employers be about the impact of COL on employees?&nbsp;</h4>
57% of our panel thought that employers should be concerned about the impact, with 27% saying they should be very concerned.
So whilst all organisations might not be feeling the impact on employee engagement - there is still the need to be concerned about its implications on employees, and in turn, the organisations themselves.&nbsp;
&nbsp;
One of our panel commented:&nbsp;&ldquo;Resignations Increasing due to offers being outside the amounts we can match. Engagement gone down, absence gone up - is this because people are stressed/anxious and it&rsquo;s impacting their work life&rdquo;
&nbsp;
<img src="https://lh4.googleusercontent.com/3yLB_LkzaBTGdBizJNdWgzsx3NUHPjv-yaF4-JosLiKtBzP9kqdDeVBnuc32PBHKaBHretHJ_y8gr5tMg8rwT-o_-K7Il4qo2TrhzzGBphbI_EYQJD9ayci-Vqc_id_mCwtk08pA" width="477" height="477">
&nbsp;
<h4>Should organisations be prioritising steps to reduce the impact of COL?&nbsp;</h4>
Whether our panel agreed or disagreed that there was an impact of cost of living on engagement, a huge 73% said employers should be prioritising steps to reduce the impact.
&nbsp;
Our panel commented: &ldquo;I think there will be a greater expectation on employers to do something financially, to support the increased costs we are all facing. Working for a public sector organisation, there is already increasing pressure on resources so this will only further exacerbate the issue I feel.&rdquo;
&ldquo;I've noticed there is a huge amount of opportunity in all markets now, (post covid) and it's very exciting for employees to also feel this boost. As a leader it&rsquo;s a challenge of communicating and inspiring.&rdquo;
&nbsp;
<img src="https://lh4.googleusercontent.com/Yepyn8ODVK6TM6sJDBsOFA_1Nw5pu0hWGA8UJKtFbFNPqm8CY8S3MawNMVIZQEM3gUeplZ9Z3ytUg_qIwOuTwdvMOVmeKF1WmPxCLuKsgr34sf3vmNaiDcbeaDtwWM93nQIEObR5" width="477" height="477">
&nbsp;
<h4>What factors are likely to be impacted by the COL increase in organisations?</h4>
We asked our panel which factors they thought would be likely to increase as a result of the increase of COL.&nbsp;
Of this list we gave them, our panel identified these three areas are the most likely to be impacted.&nbsp;
<ol>
<li>Salary costs</li>
<li>Absence issues / mental health concerns of employees</li>
<li>Resignations and employee turnover</li>
</ol>
We presented our panel with a list of 8 impacts, with the responses being spread across them all, indicating that the implications might be widespread for employees and organisations.&nbsp;
&nbsp;
<img src="https://lh6.googleusercontent.com/VTW0htTJ8Jj7kAHIF2ZXXN7I-elx3jDCf8_8lJVrvrQNg9c-pEctTjGC3r70aBFwe2uUZrj6VqWkTc_LzIDS6zq_4JxWesDUQUXrF9VjOvw7Q1XZdZL7Da5w9BjeICP_i2bEDZEM" width="477" height="477">
&nbsp;
Our panel commented:&nbsp;&ldquo;I think we have a responsibility as an employer to be aware of anything in the macro environment that impacts our employees wellbeing and mental health. Clearly this is currently an issue. I don&rsquo;t necessarily agree that a simple increase in pay is the solution.&rdquo;
&nbsp;
<h4>So what are the key takeaways here?</h4>
From our research some key themes emerged;
<ol>
<li>The cost of living is having an effect on engagement, impacting it negatively for many organisations and employees.</li>
<li>Whilst the immediate consequences of increased costs will be felt in individual employee&rsquo;s pockets, it is an employment issue also. This will affect organisations in a number of different ways.</li>
<li>There are likely to be noticeable impacts on employers that not only will increase salary costs, but have other ramifications on cost and performance, such as absence issues / mental health concerns and employee turnover.</li>
<li>Organisations are taking steps to overcome the impacts and many are making it a priority - as always, those organisations who are taking proactive steps to protect employees and engagement are likely to be those that retain and attract the best talent.&nbsp;</li>
</ol>
&nbsp;
Some of the other insight experience and comments our leaders shared on this topic can be seen below;
&nbsp;
&nbsp;<img src="https://lh5.googleusercontent.com/E-q6dAOiVde7KxjVaeeJJLXLKCqMuZ0AfK5djxfN_yufyVYCGRjOykwHyepYEyzle5ZI0g2DogQV_QIspiWYXEUy8uoQ3H8A4zKQgxmXm8j0r9xOaJf_xYn0kTqW5wcBPQAVS8_s" width="477" height="477">
&nbsp;
&nbsp;<img src="https://lh4.googleusercontent.com/cdKKVHKU4ydQNB5-YgWlUbdAwewUPE-GGVraLmszQwyXwZUKC9rDJ38KdVO2vf04QAG8T9GoSHEt7xd8NiifMww1pNX0jCrJSXN_FiUR4QZ17rgup3lq3MPXJokpgRJGi1NwLY_n" width="477" height="477">
&nbsp;
Be part of something special....
&nbsp;
The Ten Space 'Feedback 500' is a piece of monthly research we conduct to understand more about the topics affecting employee engagement. Each month we send our leadership community 5 short topical questions via WhatsApp. All responses are captured anonymously. We have leaders from a wide range of sectors including: HR consultants, recruitment, retail, automotive, creative arts, construction, technology, utilities, e-commerce, digital, marketing, legal, health, public sector and education.&nbsp;&nbsp;
&nbsp;
To become part of our 'Feedback 500' sign up here:
<a href="https://www.spacehr.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0" target="_blank" rel="noopener noreferrer">https://www.spacehr.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0</a>

The Impact the Cost of Living Increase has on Employee Engagement

Space HR 'Feedback 500' (Feb'22) - Topic: Increased Cost of Living & Employee Engagement

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

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

5 reasons your team is thinking of resigning

Are you constantly looking at your notifications? Is that red bubble above Instagram constantly on your mind? Did you know that in 2021 the number of smartphone users in the United Kingdom rose to&nbsp;<a href="https://cybercrew.uk/blog/smartphone-usage-statistics-uk/" target="_blank" rel="noopener noreferrer">53.5 million</a>, making it 78.9% of the population?
We increasingly miss out on valuable moments when our faces are buried in our screens, documenting every thought and action on social media. If you notice any of these mannerisms in yourself, then maybe consider taking part in the National Day of Unplugging which is a 24-hour period running from sunrise to sunset on Friday 4th March 2022.
It&rsquo;s a chance to connect with friends, family and colleagues.&nbsp;Take this day to carve out precious time to unplug, relax, reflect, be active, visit the outdoors, and connect with loved ones.&nbsp;
&nbsp;
<h3>The Right to Disconnect Law</h3>
A right to disconnect gives employees the right to disconnect from work outside of their normal working hours. That means once workers are off the clock they will not receive or be required to answer any work-related calls, emails or messages.
The UK is very much behind the rest of the world when it comes to a right to disconnect with several countries introducing rules to prevent employees from working outside their allotted hours.
Portugal has introduced a law that would make it unlawful for bosses to text or email their employees outside of working hours.&nbsp;<a href="https://www.gov.ie/en/press-release/6b64a-tanaiste-signs-code-of-practice-on-right-to-disconnect/" target="_blank" rel="noopener noreferrer">Ireland</a> introduced a code of practice in April 2021 that gave workers the right to disconnect.
While employees don&rsquo;t have a legal right to disconnect, they can take action against employers at the Labour Court or Workplace Relations Commission if they feel they have been penalised for refusing to attend work to work outside normal working hours.
French employers with more than 50 employers have been legally obliged to create a charter of good conduct since 2017. That involves working with union representatives to decide the hours when staff are not supposed to send or answer emails.
There is currently no specific right under EU law for a right to disconnect, although the EU&rsquo;s working time directive, like its UK equivalent, sets working hour limits. However the EU directive also stipulates minimum daily and weekly rest periods.
&nbsp;
<h3>Digital Detox</h3>
In a poll conducted by<a href="https://www.commonsensemedia.org/blog/tweens-teens-and-phones-what-our-2019-research-reveals" target="_blank" rel="noopener noreferrer">&nbsp;Common Sense Media</a>, 50% of teens reported that they felt that they were addicted to their mobile devices. A whopping 78% of the teen respondents said that they check their digital devices hourly.
&ldquo;Detoxing&rdquo; from digital devices is often seen as a way to focus on real-life social interactions without distractions. A digital detox refers to a period of time when a person refrains from using tech devices such as smartphones, televisions, computers, tablets, and social media sites. Here are a few benefits of a digital detox:
&nbsp;
<h4>Technology can be Stressful</h4>
While most can&rsquo;t imagine their life without digital devices. Research has found that technology can actually increase levels of stress.
<a href="https://www.statista.com/statistics/1134262/negative-effect-of-tech-on-employee-s-well-being-in-the-uk/" target="_blank" rel="noopener noreferrer">According to a survey</a> carried out in 2019, 86% of respondents in the United Kingdom said that the inability to switch off out of work hours was having a negative effect on employee well-being.&nbsp;
Furthermore 70 percent of respondents also said that technology has a negative effect on employee well-being due to the stress caused when technology fails.
It&rsquo;s the constant need to keep checking emails, texts and social media that is causing the majority of tech stress.
&nbsp;
<h4>Digital devices can disrupt sleep</h4>
<a href="https://doi.org/10.1177/2333794X17736972" target="_blank" rel="noopener noreferrer">One study</a>&nbsp;found that children who use digital devices at bedtime had significantly worse and less sleep. Researchers have also found that&nbsp;<a href="https://doi.org/10.1016/j.sleh.2017.12.004" target="_blank" rel="noopener noreferrer">in-bed electronic social media</a> use has adverse effects on sleep and mood.&nbsp;
70% of participants checked social media on their phones while in bed, with 15% spending an hour or more on social media while in bed.&nbsp;
The results found that using social media when you are in bed at night increases the likelihood of anxiety, insomnia, and shorter sleep duration.
It is vital that in order to be productive and engaged during the day, you have to first get a good night's sleep with no distractions.
<h3>&nbsp;</h3>
<h4>Health benefits</h4>
One study conducted by&nbsp;<a href="https://doi.org/10.1186/1471-2458-11-66" target="_blank" rel="noopener noreferrer">researchers in Sweden</a> found that heavy technology use among young adults was linked to sleeping problems, depressive symptoms, and increased stress levels. The study also found a connection between nighttime tech use and increased body mass index.
In this ever changing world, health is a number one priority. If a few days of no screens here and there can have a positive impact on your physical and mental health, then it seems like a day of unplugging is worth it.
&nbsp;
<h3>Signs you might need a digital detox</h3>
<ul>
<li>You often find yourself staying up late or waking up early in order to go on your device</li>
<li>You are afraid you might miss something if you&rsquo;re not constantly checking your phone</li>
<li>You feel compelled to check your phone for notifications every few minutes</li>
<li>You feel anxious or stressed when you can&rsquo;t find your phone</li>
</ul>
Committing to the National Day of Unplugging is a chance to relax, unwind and refresh. It&rsquo;s a time to make plans with loved ones and create more human connections with the people around us. Start your day with a coffee and a conversation with a loved one. Read the newspaper. Meet a friend for breakfast. Turn off your notifications and recharge yourself instead of your phone.&nbsp;
&nbsp;
At Ten Space, 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.

Are you constantly looking at your notifications?

National Day of Unplugging

In the month that I&rsquo;ve been an apprentice at&nbsp;<a href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Space HR</a>, the most common comment that I have gotten from those who I have spoken to about my job, is that I seem happy.
I am very glad that not only am I happy as an apprentice at Space HR, but also that this company has had such a positive impact on me that my friends and family have noticed too.&nbsp;
If you want to know how my first week went, you can read all about it&nbsp;<a href="https://www.spacehr.co.uk/blogs/diary-of-an-apprentice" target="_blank" rel="noopener noreferrer">here</a>.
&nbsp;
<h3>Canva</h3>
During my second week at the company, I was assigned a couple of tasks which meant that I could put some of my research from the previous week into action. I was introduced to&nbsp;<a href="https://www.google.com/aclk?sa=l&amp;ai=DChcSEwjn6tuI3uP1AhUTl-0KHR2pAxsYABAAGgJkZw&amp;sig=AOD64_1uTD_Hk8eboLjs_IOmmIno34myJg&amp;q&amp;adurl&amp;ved=2ahUKEwj06dWI3uP1AhVGa8AKHb_bB64Q0Qx6BAgDEAE" target="_blank" rel="noopener noreferrer">Canva</a>, which is my favourite thing to use, ever. I love creating things so using this has been like a dream.
Canva is a free graphic design platform that I have been using to create a variety of social media posts for Space HR. It&rsquo;s great when trying to make a graphic that is both informative and eye-catching. It has made it very easy for me to make multiple posts for different platforms.
At Space HR, Victoria Bond has been very encouraging of not suppressing my imagination - that&rsquo;s where the best ideas come from - and this has been very impactful when creating posts for social media. I have really enjoyed having the freedom to create.
&nbsp;
<h3>Client Meetings</h3>
I had a client meeting during this week to go over the results of an engagement survey. I learnt the ins and outs of the technology behind Space HR as well as how follow-up surveys are important when making sure everything stays on track. I look forward to doing more of this in the future.
&nbsp;
<h3>The Juice Academy</h3>
I had my first official session with the Juice Academy during this week. We had many guest speakers, a few of whom were: Rebecca Parker, the importance of brand; Calum Metcalfe,&nbsp; how to build better relationships with clients, colleagues and suppliers; Luke Twomey, understanding and segmenting audience and Abbey Robinson, content planning.
The things I have learnt in this lesson, I have no doubt, will be used daily during my apprenticeship. I am extremely grateful to Rebecca, Calum, Luke and Abbey for these lessons and I can&rsquo;t wait to put what I have learnt into practice.
&nbsp;
<h3>Webinar Learning</h3>
Also, I attended a couple of webinars in my second week, the first one being &lsquo;How to secure and manage PR for your business&rsquo; hosted by&nbsp;<a href="https://www.fsb.org.uk/" target="_blank" rel="noopener noreferrer">The Federation of Small Businesses</a>. Its guest speakers were Andrew Bloch and George Taylor. I thought this would be important to improve my understanding of PR and how it is managed within a business.
I learnt that there are websites to use where you are able to get your message out to journalists and how to create something that journalists will actually read and choose to write an article about. I will be using what I have learnt when it comes to creating content that will attract people and also when thinking about Press Releases and where to distribute them.
I would definitely recommend connecting with Andrew and George on LinkedIn as the things that I have learnt from this are going to have such an impact on how I think about how to approach journalists in the future.
The second webinar that I attended was &lsquo;How a podcast can build your brand and engage clients&rsquo; hosted by Steve Randall and Sarah Hamilton-Gill. I have always preferred podcasts to any other digital medium and so I was excited for this webinar. I learned that planning is incredibly important when creating a podcast.
You have to make sure the format doesn't stray away from what you have advertised as that is the reason why people are viewing your podcast. If you are straying away, viewers will go elsewhere to get the information they want. I have been interested in podcast production so I wanted to have this information ready if I ever got the chance to work on a podcast.
&nbsp;
<h3>Week 3 - deadlines!</h3>
Now onto week 3. It seems like I have done a lot in these first few weeks and that&rsquo;s because I have. I work best when I&rsquo;ve got lots to do so I am extremely happy with the amount of work I&rsquo;ve been given so far. My third week was a bit calmer than the previous week.
I got to grips with the schedule that I would most likely be working on for the duration of my apprenticeship. This meant that I was able to set weekly deadlines for myself. For example, I try to finish any research by Wednesday so that I can get onto the creating aspect of my job for the next couple days of the week.
This is something that I haven&rsquo;t had to do before so it&rsquo;s great to be able to decide what works best for me.
&nbsp;
<h3>Week 4 - Creating Content</h3>
Week 4 was the week that I started to create and post content. One of my tasks was to take one blog post and create multiple social media posts around it. This was a very exciting task for me as it allowed me to think creatively. I also spent a lot of time working on an up and coming project.
This is going to be a podcast, and I have been starting to create content for it&nbsp;to share on social media. Through doing this I have been able to take feedback and work on it, which is something that I love to do. I am always trying to improve. I am very excited for this podcast launch and I will share all when I can.
&nbsp;
<h3>Support From My Team</h3>
Another thing that I'm very happy about is the support I'm receiving from my team. Not only have my teammates been more than happy to answer my questions, explain concepts or proofread my work, but they have expressed a willingness to help me with whatever I need to feel comfortable.
Asking for help is not easy for me, but I know that when I do ask for help, that support is available, and I'm very grateful for that.
&nbsp;
<h3>What's Next?</h3>
This month was full of learning and improvement. Specifically with creating content. I have learnt more about social media and emails during this month than I ever have - and I&rsquo;m Gen Z! I have also enjoyed watching my fellow apprentices. I see their posts pop up on my LinkedIn feed and I am very proud that we get to go on this journey together.
I know I'm still in the early stages of this job, and things will continue to change and evolve during my time here. But for the most part, things have started off well and I'm very happy with my role and the company. After a stressful first job and a long and difficult search, I feel like a weight has been lifted off my shoulders, and I can&rsquo;t wait to see what else is in store for me in the coming months.

"A recap on my first month as a social media apprentice at Space HR"

Diary of an Apprentice - Part 2

I&rsquo;m Aimee and I have recently become a Digital Marketing Apprentice for&nbsp;<a href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Space HR</a>. Before I fill you in with my experience so far, I want to tell you a little bit about why I became an apprentice.
From 2018-2020 I studied Media at Runshaw College. I was extremely interested in Media and knew it might be something I would like to pursue. I had planned to go onto University following my exams but after doing some work experience and volunteering, I realised that I didn&rsquo;t want to give up the work side of my life. Instead I decided to take a gap year in order to save up some money so that once I had figured out what it was that I wanted to do next, I was in a good place financially.&nbsp;
After thinking about it for several months, and asking every young person I knew what their plan was, I decided to apply for apprenticeships. My brother had just completed an apprenticeship in Business Administration and it has now led him on a path that he really enjoys, so I took inspiration from his story and looked on<a href="https://uk.indeed.com/" target="_blank" rel="noopener noreferrer">&nbsp;Indeed</a> for any availability. I guess the question now is: Why did I choose Digital Marketing?
I have always been a creative person and inspiring others is something that I am passionate about, so I knew I wanted a career that would showcase my creative skillset. Film Production was my favourite hobby at the time and I loved to create short films and other media content.
I wanted a role where I could still do this whilst expanding my knowledge of the things I was already interested in. Digital Marketing just seemed to tick all of the boxes. I then applied to&nbsp;<a href="https://www.juiceacademy.co.uk/" target="_blank" rel="noopener noreferrer">Juice Academy</a> who were able to place me with Space HR after an easy application and interview process.
I haven&rsquo;t been at Space HR for too long but to say that I have been able to get stuck in would be an understatement. I guess it might be best to go through each day and see what I got up to and how it worked out. So, here it goes&hellip;
&nbsp;
<h3>Day One:</h3>
I wasn&rsquo;t nervous until the morning of my first day. Victoria had made it so that I had no reason to be. During my interview she was very friendly and once I had found out that I had the job secured she gave me a ring and we talked for a while about me, about her, about Space HR and what I would be stepping into.
I found that this call helped to relax me and, more than anything, it made me very excited to join Space HR and meet the team. I had planned to set off with plenty of time to spare just in case I was late. But of course, the weather had other plans. I got to my car and it was frozen. Both on the outside and inside. Luckily, even with the 5 mins it took me to defrost my car, I was still somehow 10 mins early.&nbsp;
I first met Victoria and Alec, we sat and discussed my role in the team alongside the tasks that I will be doing whilst I am with them. The majority of the day was spent getting to know the ins and outs of the company, who&rsquo;s who and setting up my new laptop. My first day at Space HR couldn&rsquo;t have gone any smoother and it&rsquo;s all thanks to Victoria and Alec.
&nbsp;
<h3>Day Two:</h3>
My second day was spent shadowing Victoria. We conducted a few interviews in the morning and it was extremely interesting to see what it&rsquo;s like on the other side of the interview, where it doesn&rsquo;t affect the path that your life will go down. In the afternoon we travelled to see a client,&nbsp;<a href="https://www.beamfieldwork.co.uk/" target="_blank" rel="noopener noreferrer">BEAM Fieldwork</a>.&nbsp;
BEAM is an independent Fieldwork agency who work in market research and strive to set exceptional standards in fieldwork, becoming integral to the success of client research projects. Whilst working with BEAM I learnt more about employee engagement and why it is important to make sure your team is happy and satisfied with their job roles.
I was able to see how different teams work together and support each other through their struggles and successes. Also, a vital takeaway that I gained from this meeting was that if you ever feel overwhelmed, there&rsquo;s always people there to help you when you need it and these people will do whatever they can to watch you succeed.&nbsp;
This must have been the most mind-blowing afternoon of my life. I was sitting in a meeting room with 5 ridiculously hard working business women who were talking about things that I did not understand yet. It was incredibly inspiring to see how much these women cared about the job they do and the people around them. I am very appreciative to Victoria for letting me sit in on this meeting and watch how she works.
&nbsp;
<h3>Day Three:</h3>
This was my first day at Juice Academy. I met all the other apprentices, the tutors and Sandy Lindsay (Director of Juice Academy- She&rsquo;s a big deal!). It was very interesting to listen to Sandy and take in her advice on how to be successful in the workplace. She recommended a few books, one of which being The Chimp Paradox by Prof Steve Peters which is currently on its way to me via Amazon.
It was great to see everyone and start to work on the training we are going to be receiving. This day would need its own blog post to be able to include all of the things I learnt.
&nbsp;
<h3>Day Four:</h3>
Day four was my first official full office day. The morning consisted mostly of a catch up with Juice Academy in order to get me and Victoria completely up to speed with the apprenticeship and all of the tools that will be available to us during it. Then it was onto my tasks for the week. We had established these on my first day. Predominantly, I learnt how to research properly.
Online research is incredibly important in Digital Marketing and so I have been working on how to effectively do this. I looked at how to do a SWOT analysis of both Space HR and its competitors. The objective of this was to see how we could find new ways of marketing our brand and perhaps discover a viewpoint that we hadn't considered.
I specifically learnt that ongoing research is very important in the marketing industry and I will most likely be looking at YouTube videos and other online materials to help me do this as I continue on.
&nbsp;
Day Five:
Friday. We had established Fridays as a day for me to spend solely on my college work. This was also my first day working from home. Victoria and Alec had made sure that I had plenty to be getting on with whilst working remotely. This meant that I had to fully manage my time by myself. I won&rsquo;t say it was easy, because it wasn&rsquo;t.
Coming from working full time in a food industry type job where you work 10 hours a day, are constantly on your feet, running around, to then sitting at a desk with tasks to get done and trying to manage your time is quite the sudden change. But I was fully supported for this change by both the Space HR team and the Juice Academy team. On this day I also learnt how to create a contact list for prospective clients and who a great client is for Space HR.
&nbsp;
I have only been at Space HR for a week but I have learnt so many things already that will help me not only in my professional life but in my personal life as well. I have been given so many opportunities to succeed and I will be taking advantage of every one that I possibly can.
&nbsp;
I am excited to continue on with Space HR and watch this amazing company grow. I&rsquo;m sure there will be many more updates from me about my journey as an apprentice at Space HR. But for now, it&rsquo;s goodbye.
&nbsp;

My first week as a social media apprentice at Space HR

Diary of an Apprentice

Each month, we ask our panel of business and HR leaders about the hottest topics impacting employee engagement in UK businesses.
In January we asked about the link between employee engagement and high-performing teams.
Here&rsquo;s what our leaders told us....
(To find out more about how we conduct the survey, or to get involved read to the end of the article)
&nbsp;
High employee engagement and high-performing teams go hand in hand.&nbsp;
Almost all of our panel said that they strongly agreed that there was a link between high-performing teams and employee engagement.&nbsp;
We asked our panel to share their views on a scale - with 1 indicating that they didn&rsquo;t see a link and 10 indicating that they saw a strong link.&nbsp;
Our average score from our panel here was 9.2 - indicating that our panel were really clear that high employee engagement and high performing teams are closely linked.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/cv46sqWuESIhxK8E7JOoomM9-wVMFZsP--ximKBKFXFQkJUaYE35aLVFwHMhqKuzVhiXqLgiPs9gzowVdA_XnwwayjQNekWNxy3Y6rYYG5X8toaUblHhZNeq-lc5G6NRr8Eazm6g" width="508" height="508">
&nbsp;
<h4>Focus on individual performance or team performance?&nbsp; The jury is still out.&nbsp;</h4>
We wanted to understand some of the important elements of creating a high-performing team.&nbsp;
We started off with a tough question (our panel told us it was tough in their comments!) - asking if they prefer to focus on individual performance, or the performance of the team as a whole when developing a high-performing team.&nbsp;
We ended up with a split panel on this question. 51% of the panel said they&rsquo;d focus on individuals and 49% said they&rsquo;d focus on the whole team.&nbsp;
&nbsp;
Here&rsquo;s some of the comments we captured here:&nbsp;
&ldquo;I generally find though that if you focus on building personally fulfilled, self aware, emotionally intelligent, psychologically safe individuals - then *they* will work together to lift team performance.&rdquo;
&ldquo;Focusing on individual performance in reference to how it affects the whole team is important. Focusing on the team performance without individual focus can lead to mediocre results&rdquo;
&ldquo;When leading a team is a multifaceted issue. How one engages with the individual AND the team AND the dynamic that exists. Employee engagement is key to that continued development particularly in challenging times.&rdquo;&nbsp;
&nbsp;
&nbsp;<img src="https://lh5.googleusercontent.com/OAY2Gfx_1EzZDr2BdEQGnOtDW59WKLIXldU-SP2WYkOkLB7_9S91FxsA1Rrg6yy8-rmgUtWn59CCk7OkPEl5B0swsCo1MI3I3zTLCNNe8GiKpWi5lj57ZktpF-PKr4hDkXc5olSK" width="507" height="507">
&nbsp;
<h4>Connection &amp; personal fulfillment top the list for ways to engage a high-performing team&nbsp;</h4>
We asked our panel which factors they thought had the highest impact when it came to the engagement of high performing teams:&nbsp;
<ul>
<li>32% said connection &amp; the communication of goals, vision, mission and values was the most important factor</li>
<li>32% said personal fulfillment such as reward, work-life balance and career development&nbsp;</li>
<li>25% said leadership&nbsp;</li>
<li>6% said wellbeing was the most important factor&nbsp;</li>
<li>5% chose &ldquo;other&rdquo;&nbsp; (many in the comments said that they wished there was a &ldquo;all of the above&rdquo; option!)</li>
</ul>
&nbsp;
&ldquo;I think is a combination of all the options&rdquo;&nbsp;
&ldquo;Communication has to be at the core of everything.&rdquo;
&ldquo;Getting an inspiring and motivational leader will help all other aspects of employee engagement such as wellbeing, personal fulfillment and communication. An inspirational leader will cover all of these as a part of their normal role&rdquo;
&nbsp;
<img src="https://lh5.googleusercontent.com/7YzH8Gj_8Mw_i2MzxG29Sk1nhV4wicIqOQlr-FKvN17nqK8Xnv1w7fOFNnZBLEXs1ccImvgTzeM3ZzwpC3RI8SuvXBelY3tNwOhguzhkN-CxZkmJlWqUY8TCsYGVOzT0ykFUmif8" width="508" height="508">
<h2>&nbsp;</h2>
<h4>Employee engagement will become more key for creating high-performing teams in remote workplaces</h4>
The majority of our leaders felt employee engagement will become more key in creating high performing team as the move to remote workplaces continues.&nbsp;
We asked the panel: on a scale of 1 (low) to 10 (high) to what extent to do you agree with the statement:&nbsp; "increased remote working makes employee engagement more important to achieving high performance".
Our average score here was 8.0 - indicating that over 75% of the panel agreed or strongly agreed with the statement. However, there were around 25% of the panel that felt strongly that this statement wasn&rsquo;t true.&nbsp;
&nbsp;
&ldquo;I think this is very individual so would find it difficult to score. I agree working from home aids work life balance and well-being in general but not everyone has sn adequate space in which to work, logistically or psychologically.&rdquo;
&ldquo;I think engaging people is harder remotely- it isn&rsquo;t impossible but it takes more effort - you have to think it through more. A simple Teams meeting with the Team once a week, once a day doesn&rsquo;t do it
&ldquo;Sharing vision as a leader is difficult and remote employees will certainly get a watered down version of it - having face to face time focused on leadership and rally cries is important.&rdquo;
&nbsp;
&nbsp;<img src="https://lh6.googleusercontent.com/Nsxkjw49X1ORjg3f-5VSc1Gr-xGVqDjcDIJD6Qa2RdX23LEK2Mwsg9nLwd81ZBzLRp7YMR8VRj2rDQbaBXhrScClZkz1nNdSBFdCEhKE8s3snvWEuJ9No-MB5DgAfNAgVWodGVum" width="507" height="507">
&nbsp;
<h4>So what are the key takeaways?</h4>
From our research some key themes emerged;
<ol>
<li>High employee engagement is key to a high performing team - they are closely linked</li>
<li>There is no &ldquo;best practice&rdquo; when it comes to the best place to focus when developing a high performing team; individuals or the team as a whole - it&rsquo;s likely to be a great blend of both&nbsp;</li>
<li>Two employee engagement factors came out top for developing high performing teams; connection and setting the vision for the future&hellip;</li>
<li>And personal fulfilment - although the secret recipe is likely to be a blend of all elements of employee engagement&nbsp;</li>
<li>As we move into hybrid / remote working practices and the challenges that brings to organisations, it&rsquo;s likely to become harder to develop high performing teams</li>
<li>The need to focus on employee engagement for developing high performing teams and high performing organisations is as relevant as ever. As the workplace continues to change and adapt, this key area of focus is unlikely to change in its importance and results.&nbsp;</li>
</ol>
&nbsp;
Some of the other insight experience and comments our leaders shared on this topics can be seen below;
&nbsp;
<img src="https://lh3.googleusercontent.com/4yyk2mB_RKcoBByruhlHvnZLfJ2oN5Kw2hyd7ivmVaZmrQFN3YsmMqyCHnz3MRGTuX1N-WKihrx1ZPgC3G2BYiArE77FQRZ7iG8yiVLj82wM8cbul0qUGGImNCLg0Hd7zzpEmtEJ" width="509" height="509">
&nbsp;
<img src="https://lh5.googleusercontent.com/lllRgMBz2ro_QLIyK4RNdI7DBiimsJ8mPxP0-wWcNA3ElvstbD8xQsCPKj5OHQzXVQ03d6dq6blbnOub1y8uklk0neDWehYuSTKmcuAN3_BF7ltakgvRaNDNHlgJfU3gkMZJ3Wm4" width="508" height="508">
&nbsp;
&nbsp;&nbsp;
Be part of something special....
The Space HR 'Feedback 500' is a piece of monthly research we conduct to understand more about the topics affecting employee engagement. Each month we send our leadership community 5 short topical questions via WhatsApp. All responses are captured anonymously. We have leaders from a wide range of sectors including: HR consultants, recruitment, retail, automotive, creative arts, construction, technology, utilities, e-commerce, digital, marketing, legal, health, public sector and education.
To become part of our 'Feedback 500' sign up here:
<a href="https://www.spacehr.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0" target="_blank" rel="noopener noreferrer">https://www.spacehr.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0</a>
&nbsp;
Find out more about Space HR at&nbsp;<a href="https://www.spacehr.co.uk/blogs/www.spacehr.co.uk" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

High Performing Teams & Employee Engagement

Space HR 'Feedback 500' (Jan'22) - Topic: High Performing Teams

If you have a healthy relationship with the people in your team, a resignation shouldn&rsquo;t come as a surprise; here&rsquo;s why.
There are 3 reasons why a member of your team would resign;&nbsp;&nbsp;
- Career development,
- Personal circumstances
- Personal engagement in the business or team.
As a leader, you have an opportunity to see a problem emerging in every one of these circumstances. As such you should see a resignation coming. To understand more about how you can identify these problems, let&rsquo;s dig in a bit deeper.&nbsp;
&nbsp;
<h3>Career development</h3>
A key part of a leader's role is to actively manage the careers of their employees (for those who want it). As such, a well managed employee would stay in an organisation if presented with the right opportunities.&nbsp;
Leaders can have a huge impact on the progression of an individual in their team and beyond. This could be through creating opportunities for them to progress. But it might also be knowing when the opportunities have run out.
If you&rsquo;re working with your employees to understand what they want in their careers; you&rsquo;ll know if you&rsquo;re able to meet those needs. You&rsquo;ll know if their compensation is enough for them; if the next role they want to move into is achievable and if there are enough opportunities to keep them feeling challenged and valued.
So when they get contacted via LinkedIn about a &lsquo;great opportunity&rsquo;, you&rsquo;ll have a good sense of whether they are going to take the call or not. And whether that call might lead to a resignation.
There might even be times when you are expecting that resignation. You might even have been the catalyst. Maybe you&rsquo;ve been transparent and said that you don&rsquo;t think that new opportunities exist for them in the organisation in the future. Your work as a leader is done, they&rsquo;re ready to fly the nest!
&nbsp;
<h3>Personal circumstances</h3>
Good leaders should have an understanding of their employee&rsquo;s circumstances outside of work. This includes their health, their family and their personal motivations for coming to work. It&rsquo;s all part of taking care of the wellbeing of employees.
Having a good understanding of a person&rsquo;s personal circumstances will help you understand if a resignation might be on the horizon. This is not about being intrusive into employee&rsquo;s lives. It&rsquo;s about understanding the whole person. So when Dave&rsquo;s wife gets the big promotion in Scotland and they need to relocate, it isn't a complete surprise.
These types of resignations can still blindside you. People&rsquo;s circumstances can change in a moment (hello lottery win!). But they can also be the most preventable. It&rsquo;s possible to support employees through ill health, through caring responsibilities and even relocations, depending on the role.
&nbsp;
<h3>Personal engagement in the business or team</h3>
The final reason why someone might leave an organisation is a big one. They just don&rsquo;t enjoy it anymore.&nbsp;
Maybe the organisation has moved on and they didn&rsquo;t move with it, maybe they&rsquo;ve changed and the organisation hasn&rsquo;t. Maybe they&rsquo;ve fallen out of love with the vision and don&rsquo;t see their part in it anymore. Maybe their job is just not challenging them any more.
You should be able to get a feeling for an individual's personal engagement through open and honest communication. Having a strong relationship with your team will help you to understand where there might be cultural gaps opening up.
You can use tools such as employee feedback surveys to gain more insight. These can give you a sense of common challenges across a team and will help give you a starting point of where individual engagement might be waning.
If an unhappy employee has opened up to you about their personal engagement levels, it's an opportunity to have a conversation about whether it&rsquo;s something that you can fix. If it isn&rsquo;t, you can be honest and they can make an informed decision about their future. Again, when a resignation comes, it shouldn&rsquo;t be a surprise.
Let&rsquo;s be realistic, there is always going to be the occasional time you get caught out. Something you didn&rsquo;t see coming. But maybe think about your team now, which of the above reasons is the most likely reason you&rsquo;d end up with a resignation on your desk? Can you do something about it? If you can, go do it before it&rsquo;s too late!
&nbsp;
At Ten Space we can help you understand engagement levels in your team and capture individual feedback that helps you strengthen your team, reduce attrition and prevent surprises!<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

A resignation shouldn’t come as a surprise; here’s why.

Why ‘zero resignations' should come as a surprise

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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