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I&rsquo;ve recently completed the most fantastic programme called FreelanceHer100. The first of its kind, it was designed to help 100 freelance and self-employed women in Greater Manchester to establish and grow their businesses. It came at the perfect time for me, when I was establishing Space HR. When I saw it was being led by Naomi Timperley, I knew I HAD to get on that programme!&nbsp;
The core of the 12 week programme was two sessions a week. One based on the topics that mattered to us as business owners. The speakers were phenomenal business experts and those who had trodden the path before us. They shared their expertise, wisdom and answered all our questions! The second session was a weekly group mentoring session.&nbsp;
I have to admit, I was a little disappointed when I heard it was group mentoring. Despite my background in HR, I&rsquo;d never really come across this approach to mentoring before. It wasn&rsquo;t something I&rsquo;d seen in action and I couldn&rsquo;t quite work out what to expect. How could I get the advice and support I hoped for, with others in the room?&nbsp;
I was completely wrong to be sceptical! It turned out to be an incredible experience and one that I would absolutely recommend to businesses looking to support their talent and provide creative avenues of development.&nbsp;
&nbsp;
There seems to be a few key elements to a successful mentoring group&hellip;.&nbsp;
Firstly, you need a flippin&rsquo; awesome mentor! Enter, Tina Boden...! Tina runs a number of different businesses and is a business mentor to others, she is the best of the best! As a mentor, she needed to know what to talk about, how to do it and have experience to draw upon. Tina brought the group together and showed us how we could get the best out of the sessions.&nbsp;
Secondly, you need a shared goal. All the women had roughly the same goal and outcome; to establish and / or grow their business. This meant we had shared experiences, concerns, fears and challenges and the aim was to work on them together - with the guidance of Tina.&nbsp;&nbsp;
Finally, you need a WhatsApp group! A lot of the joy of this experience was connecting with a new group of people. This has to happen outside of the group, as well as inside of it.&nbsp;
&nbsp;
Each week, Tina would know where to explore and take our conversation, so that we were discussing the topics that mattered the most to us that week. We&rsquo;d share our own experiences, give advice, sign-post and recommend.&nbsp;
We of course talked about business, I learned a huge amount from the group and moved my business forward massively as a result. But I also found a community and incredible support from an unexpected place. The joy of celebrating successes with the group was inspiring each and every week. There were usually tears and emotions too and we just let it happen. If a listening ear was what we needed that week, then it was the perfect place to let those feelings out - with a group who understood.&nbsp;
&nbsp;
For some, that sounds awful - but don&rsquo;t let that put you off! Remember we made that mentoring group what we all needed it to be at the time. Fast forward 6 months to bring us back together, we&rsquo;ll be in a different phase of our businesses, not in lockdown (I hope), so our group might have a different output and focus. That&rsquo;s the skill of the seasoned mentor, to identify what the group needs and steer them in the right direction.&nbsp;
I believe group mentoring can be powerful inside an organisation too. Bringing together a group of people with a common purpose is really inspiring. It allows them to network, share, impress each other and build connections. Imagine if your talent programme wasn&rsquo;t built around competition to be the best, but was built around a group of people collaborating to achieve more together. That fits my values much more closely.&nbsp;
One-to-many mentoring can really super-charge the learning experience and bring a different dynamic to mentoring. Rather than benefiting from the experience of one person, you benefit from many, along with community and networking that can last a long time after the sessions have ended.&nbsp;
I&rsquo;m a total convert, scepticism long gone! I&rsquo;ve accelerated my business and found a group of people who I know will be on the journey with me for a long time to come.&nbsp;

Group Mentoring

Employee engagement is essential when it comes to business success. Organisations with high engagement outperform organisations with low engagement by&nbsp;<a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx" target="_blank" rel="noopener noreferrer">202%</a>. To ensure you&rsquo;re doing all you can to help your business succeed, you need to care about your employee&rsquo;s engagement. In fact it needs to be one of your top priorities!
When a company decides to conduct an employee engagement survey, one of the first things up for discussion is using a third party company to help you carry out the survey.
&nbsp;
<h3>Using a specialist employee feedback platform&nbsp;</h3>
1.Questions written with the help of a third-party perspective are the most effective. An expert, outside view will know what type of information will be most useful for leadership and HR teams. Not to mention the questions aren&rsquo;t written in a way to bias the answers.
2.Using a third-party employee survey company is extremely important for anonymity and confidentiality. It creates the safest of environments for employees to answer questions in the survey. When surveys are done in-house, it&rsquo;s difficult for teams to believe their answers are anonymous.&nbsp;<a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/" target="_blank" rel="noopener noreferrer">74% of employees</a> said they&rsquo;d be willing to give more feedback if they were truly anonymous.
3.A specialist platform can help hugely with data analysis and can massively cut down the time to get from survey launch, to action taken. Choosing a platform to crunch the data for you can be a wise investment when it comes to interpreting and sharing results post-survey.&nbsp;
&nbsp;
<h3>Designing your survey&nbsp;</h3>
A long survey can impact response rates and could be the reason why your team isn&rsquo;t completing. When the number of questions rises to a large amount, many team members will try to rush through their answers or avoid taking it altogether.&nbsp;
It&rsquo;s best to keep the surveys concise with questions that will prompt the best answers out of employees.
<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">We recommend</a> a mix of scaled questions (0-10) to give you data points and written responses. This way your team can complete the survey within a reasonable time whilst also having the chance to write more in-depth responses.
💡Try to limit your employee survey questions to under 20. Doing so will help with response rates and better quality data.
You don&rsquo;t want your team spending any more than 15 minutes completing your survey. Ideally, make it more like 5 minutes and make it a regular event.&nbsp;
&nbsp;
<h3>Sharing your results and taking action&nbsp;</h3>
The most important thing about conducting a survey is the action you take after it&rsquo;s happened. By sharing your results with your team quickly and committing to the actions you are going to take, you can quickly build engagement and make the process meaningful.&nbsp;
When sharing employee engagement results in company-wide and team messaging, it&rsquo;s important to:
BE OPEN - Don&rsquo;t try to position results to be better or worse than they are. Talk openly about them. How you talk about survey results sets the tone for receiving continued honest employee feedback and their ideas for improvement. Being open builds trust.
BE CLEAR - Employee survey results can be difficult to understand. Be as clear and concise as possible when you share the results with employees. Avoid jargon and commentary that will create confusion.
DON&rsquo;T PLAY DETECTIVE - The responses should be anonymous. When reviewing employee survey results, the conversation should never turn into speculations about who said what. This diminishes the credibility and integrity of an anonymous survey process.
BE OBJECTIVE -&nbsp;When communicating survey results, do your best to play the role of an impartial observer. Communicate the findings without interspersing personal opinions. Employees might be unlikely to share opinions if they feel they are being judged.
&nbsp;
Want to know more about the steps after the survey has ended? Check our blog on&nbsp;<a href="https://www.spacehr.co.uk/blogs/making-the-most-of-your-engagement-data" target="_blank" rel="noopener noreferrer">&lsquo;Making the most of your engagement data&rsquo;</a>
Knowing how to help your team engage and be satisfied at work is vital in creating a successful business. Use employee engagement surveys to gather honest, reliable feedback. This feedback and data can be used to take action and create an incredible workplace.
We can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at www.tenspace.co.uk.

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

Getting started with an engagement survey process

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

From employee 1 to 1,000

If you haven't seen any business news in the last week,&nbsp;<a href="https://www.theverge.com/2021/10/28/22745234/facebook-new-name-meta-metaverse-zuckerberg-rebrand" target="_blank" rel="noopener noreferrer">Facebook changed its name to Meta.</a>
For clarity, we&rsquo;re talking about Facebook the group here, not the app. Facebook owns Instagram and WhatsApp too - it&rsquo;s the holding company that changed its name.
But whilst it might seem like a conveniently timed rebrand to&nbsp;<a href="https://www.theguardian.com/commentisfree/2021/oct/26/facebook-scandal-mark-zuckerberg-frances-haugen" target="_blank" rel="noopener noreferrer">shake off bad press</a>, it&rsquo;s actually much more. It&rsquo;s a huge statement of intent about the direction of travel for Facebook and the future of the internet.
For HR professionals this could have some significant implications. It could also indicate some of the challenges we're likely to face.
Meta is a shortening of &ldquo;metaverse&rdquo; - it&rsquo;s where many people believe the internet is heading next. An immersive virtual reality, all-encompassing environment. Mark Zuckerberg is ploughing&nbsp;<a href="https://www.theguardian.com/technology/2021/oct/28/facebook-mark-zuckerberg-meta-metaverse" target="_blank" rel="noopener noreferrer">huge amounts of cash</a> into R&amp;D of this VR landscape. When it comes to fruition, it&rsquo;ll likely change the way we live and work.
<a href="https://www.google.co.uk/amp/s/www.theverge.com/platform/amp/22749919/mark-zuckerberg-facebook-meta-company-rebrand" target="_blank" rel="noopener noreferrer">In a recent interview&nbsp;</a>Zuckerberg stated: &ldquo;People think of us as a social media company. But the way we think about ourselves is that we&rsquo;re a technology company that builds technology to help people connect with each other.&rdquo;
So here&rsquo;s why as HR professionals we should be sitting up and paying attention...
&nbsp;
<h3>Virtual Working</h3>
This technology will change the way we work. The debate of how to make hybrid and remote working will fade into the background.&nbsp; At onboarding, we&rsquo;ll be asking employees to link their VR headsets to our company. Daily stand-ups could be with virtual colleagues in a virtual office. Face-to-face meetings could be as a hologram in the boardroom rather than attend in person.
&nbsp;
<h3>Trust and Engagement</h3>
Huge trust and engagement issues could arise. How do you create a team environment with a group of avatars? What if the body language cues that we naturally use to form bonds aren&rsquo;t there? What if the person behind the avatar is nothing like the avatar itself, does that matter? It&rsquo;s common in the gaming world for avatars to not represent the gender of the player.&nbsp; But does this matter in a work environment? It&rsquo;s like a 'cameras-off' video x 10.
We know technology can be vulnerable to hacks. Could someone replicate or take over the avatar and identity of someone else and act on their behalf? The CEO maybe? How would we know that the person turning up in the virtual workplace was the same &ldquo;person&rdquo; every day? HR policies definitely don&rsquo;t cover such a scenario at the moment!
It&rsquo;s likely that in this virtual world, trust and engagement will be much harder to build and maintain.
&nbsp;
<h3>Mental Health</h3>
The isolation of home working will open a lot of wellbeing and mental health challenges. Loneliness will quickly become a huge concern in the virtual world, the workplace and in wider society. But it also brings to mind stories like this one, where a&nbsp;<a href="https://manchestermill.co.uk/p/she-fell-into-a-virtual-world" target="_blank" rel="noopener noreferrer">girl became addicted to her virtual world</a>&nbsp;and stopped living a full life in the real world. Are businesses, leaders and HR well equipped to support employees in this type of working environment?
&nbsp;
<h3>Digital Poverty &amp; Exclusion&nbsp;</h3>
Consider the current extent of<a href="https://techmonitor.ai/leadership/workforce/millions-vulnerable-people-uk-digital-poverty#:~:text=But%20more%20than%20one%20million,demands%20of%20the%20digital%20economy." target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://techmonitor.ai/leadership/workforce/millions-vulnerable-people-uk-digital-poverty#:~:text=But%20more%20than%20one%20million,demands%20of%20the%20digital%20economy." target="_blank" rel="noopener noreferrer">digital poverty.</a>&nbsp;An estimated million households in the UK have no internet connection. Layer on expensive and hard to access additional tech, such as VR headsets, and that gap widens. It could present huge additional social mobility challenges and make knowledge work the domain of only those who can afford the cost of entry. It&rsquo;s likely that this will make lack of diversity in the workplace much more acute.
&nbsp;
<h3>Generation Divide</h3>
It also opens up a potential generational divide. Digital and tech natives, who will have grown up with this tech in their schooling and home lives, versus those playing catch up and still cursing the presence of Zoom in our every-day lives. It&rsquo;s likely to be age that is the defining factor here. What does that do for a cohesive, engaged workforce? How does it impact career paths in an organisation?
&nbsp;
<h3>Inclusion Opportunities</h3>
It may not all be grim when it comes to inclusion. It may be a great leveller for disability inclusion, particularly physical disabilities. A virtual workplace will remove a huge barrier for inclusion in a traditional workplace. The original concept of the Metaverse<a href="https://www.shmoop.com/study-guides/literature/snow-crash/ng" target="_blank" rel="noopener noreferrer">&nbsp;came from a book</a>, where the main character was significantly disabled. He lived his life in a virtual world where that didn&rsquo;t matter - this could become reality.
If avatars were all blue and gender-neutral, would that be desirable? Does it level the playing field for discrimination or does it wipe out everything that makes us unique and special as individuals?
&nbsp;
<h3>Talent Pipelines</h3>
Finally, this new virtual world is likely to unlock whole new requirements for talent. Jobs that haven&rsquo;t been invented yet, never mind about having healthy talent pipelines to fill them! How do we prepare to find the best talent, for roles and technology that doesn&rsquo;t yet exist? As an example, are you struggling to find Data Scientists? We weren&rsquo;t ready for that role either and we still haven&rsquo;t caught up!
One thing is for sure; this type of technology is likely to exacerbate current HR challenges. Talent attraction, employee engagement, employee wellbeing, inclusion and diversity are all hot topics. They aren't going away, and HR professionals are having to do more to make a better working environment for employees. Whilst this technology isn&rsquo;t imminent, once it arrives, it&rsquo;s likely to make the ripples bigger.
Watch, wait and prepare!
Find out more about employee engagement &amp; our employee feedback platform here:&nbsp;<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>&nbsp;
&nbsp;

The future of the workplace and the implications for HR.

Facebook is now ‘Meta’ - Should HR be paying close attention?

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

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

Exploring the Gap: Employee Engagement Responsibility in LinkedIn Job Adverts

No matter how engaged your team is, you can be sure that occasionally people will leave. But just as you wouldn't employ a person without interviewing them, its probably not a good idea to let a person leave your business without interviewing them either. Why? Lets give this some thought...
Everyone that came to work for you did so for a reason. Maybe for the money, for the job, for the brand or for the leadership team. When you hired them both parties felt good about the decision, but over time the employee started to think differently and made a decision to move on.
So what changed? When did it change? Why did it change? How can you get these answers?
&nbsp;
<h3>The Exit Interview</h3>
Most businesses don't put enough value on the exit interview. They decide that the employee wasn&rsquo;t a good fit anymore and dismiss feedback in favour of recruitment. But understanding an employee's motivation for leaving could unlock some really good insight on how to improve your business and/or engage better with your employees. It could also stop you wasting a lot of time and money on expensive recruitment exercises.
Ask yourself the following;
<ol>
<li>Do you conduct exist interviews in your business? If yes, what value do you place on the information you get back? If no, why not? The person is leaving anyway. You might just learn something!</li>
<li>What questions do you ask? Are they helpful in extracting the information you want from the existing employee?</li>
<li>What do you do with the information afterwards? Do you feed the trends and learnings from your leaver process into your employee engagement plans and activity?</li>
</ol>
&nbsp;
<h3>Lasting impressions&nbsp;</h3>
Exit interviews conducted at the time of leaving tend to be polarised. Typically those willing to participate have some intense opinions they want to share, or they just want to get it over with as quickly as possible. Either way, you&rsquo;re probably not going to get the quality insight and information you are hoping for.&nbsp;
But once the employee have been out of the organisation for a few months they form their lasting impressions. These are the real opinions and insights that have stayed with them - the ones they are likely to share with others, good or bad. This is the contribution they&rsquo;ll be making to your employer brand if anyone asks their opinion on your business.&nbsp;
So wouldn&rsquo;t you like to know what they are saying? Positive feedback could help you recruit. Negative can add to your engagement plan to address and improve retention.&nbsp;
&nbsp;
<h3>Benchmarking</h3>
3 months in and your leaver is likely to be established in their new job. They are making comparisons, forming opinions and making recommendations. This can be really powerful information about what are they are really loving about their new employer.&nbsp;
But, now they have a benchmark what do they miss about working in your business? What is the new company getting right that you didn&rsquo;t? Do they have any recommendations for you to help you improve?&nbsp;
3 months after they&rsquo;ve left and the answers to these questions now have additional useful context for your business.&nbsp;
&nbsp;
<h3>Maintaining relationships&nbsp;</h3>
Getting back in touch with an employee after they&rsquo;ve left to make them feel heard, valued and respected one more time can help to establish a positive ongoing relationship. You create a highly valuable brand ambassador for your business!
This person will promote your company and help smooth the path for new colleagues to find you. If they regret their decision, it could keep the door open for a return in the future too!
&nbsp;
<h3>How to do it</h3>
We suggest you ask permission to contact the employee again as part of the leaver process. Explain why you&rsquo;d like to and get an email address to send an online survey too. Then send out a survey at the 3 month mark. Make sure it's short and won't put them off.
For this kind of survey, you may find that allowing them to write their own responses (qualitative data), rather than rating you on a scale (quantitive data), is more useful and effective. Don&rsquo;t be concerned if you don&rsquo;t get a response, some people leave and never look back, but those that do could help you be better leaders in the future and prevent the same mistakes happening again.
And as with any data you receive, don&rsquo;t waste it! You&rsquo;ve gone to the effort of collecting it, so make sure it has the impact it deserves.&nbsp;
So double-down on collecting insight from your leavers by enhancing and extending your exit interview process. Collecting data and insight 3 months after an employee has left your business, offers a clearer picture of what went wrong, what went right and where improvements can be made.&nbsp;
The feedback you obtain could be vital in helping you attract and retain better employees and put a better Employee Engagement framework in place. It could prevent the next good person leaving and help you build an outstanding company culture.
&nbsp;
For help and support with your exit interview framework, contact Victoria Bond at Ten Space - victoria@tenspace.co.uk

Exit Interviews... Is ignorance bliss?

Employee Value Proposition (EVP) - what does your organisation stand for &amp; why is it unique?
A strong EVP will help retain top performers and attract the best external talent.&nbsp;
Values, culture and benefits are what make your organisation unique. You may make the same products or provide the same service as your competitors, but your EVP is what makes you stand out from the crowd.&nbsp;
Your EVP should have a combination of rewards and benefits that employees are given in return for performing well at work.
A compelling EVP includes:
<ul>
<li>Compensation</li>
<li>Work-life balance</li>
<li>Stability</li>
<li>Location</li>
<li>Respect</li>
</ul>
But why is this important?&nbsp;These programs can help reduce employee turnover, improve profits, provide a great employee experience, and build an inclusive workplace.&nbsp;
Organisations that deliver on their EVPs are able to decrease employee turnover by&nbsp;<a href="https://www.gartner.com/en/human-resources/insights/employee-engagement-performance/employee-value-proposition" target="_blank" rel="noopener noreferrer">nearly 70%</a>.&nbsp;
&nbsp;
<h3>Strong examples</h3>
<h4>1.HubSpot</h4>
HubSpot&rsquo;s EVP starts with the tagline, &ldquo;Your best work starts here&rdquo; and their&nbsp;<a href="https://www.hubspot.com/careers/benefits?hubs_signup-cta=careers-nav-benefits&amp;__hstc=210838794.6e59749ebc44e837f35ee7c6f316b149.1663921118815.1663921118815.1663921118815.1&amp;__hssc=210838794.1.1663921118815&amp;__hsfp=1928180409" target="_blank" rel="noopener noreferrer">benefits page</a> backs up that statement. The core promise of HubSpot&rsquo;s EVP is a balance between work and life that promises to &ldquo;help you be the best &lsquo;you&rsquo; that you can be&rdquo;.&nbsp;
It&rsquo;s transparent about its priorities and provides a 100+ page document called the&nbsp;<a href="https://www.hubspot.com/careers?hubs_signup-cta=careers-nav-homepage&amp;__hstc=210838794.6e59749ebc44e837f35ee7c6f316b149.1663921118815.1663921118815.1663921118815.1&amp;__hssc=210838794.1.1663921118815&amp;__hsfp=1928180409" target="_blank" rel="noopener noreferrer">&ldquo;HubSpot Culture Code&rdquo;</a>&nbsp;that details specifically how this culture is implemented.
&nbsp;
<h4>2.Nike</h4>
One of the headlines of&nbsp;<a href="https://jobs.nike.com/" target="_blank" rel="noopener noreferrer">Nike&rsquo;s</a>&nbsp;EVP is &ldquo;Win as a team&rdquo;. Nike&rsquo;s culture emphasises accomplishing innovation in the world of sport with a team mentality.&nbsp;
Its approach to benefits and compensation shows a consistency of its &lsquo;team perspective&rsquo;.
&nbsp;
<h4>3.Gartner</h4>
Gartner communicates its EVP in five pillars: challenging work; talented people; limitless growth; community impact; and big rewards. Its EVP encourages employees to &ldquo;live well &mdash; in all aspects of your life&rdquo;.&nbsp;
&nbsp;
<h3>Review your current EVP</h3>
A good place to start when reviewing your EVP is to look at what you have in place today. Try to take an objective look at some of these areas and consider how your current, or potential employees might view them:
<ul>
<li>Employee engagement, employee voice and culture</li>
<li>Benefits and package</li>
<li>Vision, mission, values and goals&nbsp;</li>
<li>Career development and investment in personal development&nbsp;</li>
<li>Social media and online presence&nbsp;</li>
</ul>
From here, you might already be starting to build up an action plan to strengthen your EVP. Here&rsquo;s some things to consider if you&rsquo;d like to take your review a bit deeper&hellip;
&nbsp;
<h3>Maximising EVP - Using the right tools</h3>
Find out what your existing employees think is unique about working for your organisation and why they stay. Once you uncover existing perceptions, you can leverage them to elevate your EVP.
Run an&nbsp;<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">anonymous engagement survey</a>, to find out what&rsquo;s important to them, what engages them and why they remain with your organisation. The information you collate should reach all aspects of your organisation.
When conducting this research, go beyond salary and financial benefits. Identify the intangible experience and rewards that staff value. We use our 4 pillars of engagement to ensure you&rsquo;re asking your teams the right questions and getting a great view of how your teams view your organisation.
<h4>These pillars are:</h4>
<ul>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Wellbeing</a></li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Fulfilment</a></li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Leadership</a></li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Connection</a></li>
</ul>
At Ten Space, we&rsquo;ll also help you to use your employee feedback to create social media content, to take your culture online. To start your journey to a maximised EVP, <a href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">book a demo here</a>.
&nbsp;
Recognition is often a key topic that comes up in our employee feedback surveys, with a gap between expectation and reality for many employees.&nbsp;<a href="https://blog.hubspot.com/marketing/11-employee-feedback-statistics#:~:text=Did%20you%20know%20that%20receiving,efforts%20were%20being%20better%20recognized." target="_blank" rel="noopener noreferrer">69% of employees</a>&nbsp;say they would work harder if their efforts were better appreciated, and our own&nbsp;<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-mar22---topic-recognition--employee-engagement" target="_blank" rel="noopener noreferrer">research</a> agrees.&nbsp;
Recognition, which is free, reflects and embeds your company culture. It makes your team feel valued and builds engagement &amp; performance.&nbsp;
&ldquo;The State of Employee Recognition&rdquo;&nbsp;<a href="https://www.zippia.com/advice/employee-recognition-statistics/" target="_blank" rel="noopener noreferrer">reveals</a> that organisations with individual or team recognition have a 14% improvement in their performance.
For 3 key points to getting recognition right in your team,&nbsp;<a href="https://www.spacehr.co.uk/blogs/3-keys-points-to-getting-recognition-right-in-your-team" target="_blank" rel="noopener noreferrer">check out our blog</a>.
&nbsp;
<h3>Maximising EVP - Communicate the message</h3>
When you&rsquo;ve completed your research, collate the data. You will be able to clearly list the core values and unique selling points that your employees rate highly. Consider these your organisation's super powers!&nbsp;
We can use these super powers to write a statement to summarise your EVP.
Your message should be succinct and clear. It should highlight what&rsquo;s most important to your employees, why they stay and what your organisation offers that&rsquo;s unique in your market.
Once your EVP has been defined, find creative and relevant ways to communicate it to the people you are trying to attract.
&nbsp;
<h4>Here are some suggestions:</h4>
<ul>
<li>Hiring channels -&nbsp;Company websites, advertising, the interview process. Prospective talent can determine if they would make a good fit for your business.</li>
<li>Branding, public relations &amp; marketing -&nbsp;This will help the passive labour market form a positive perception of the value of working for your company.&nbsp;</li>
<li>Bring it to life -&nbsp;If you claim to support work-life balance or ongoing development, but do not provide training, career progression, study leave or flexible working hours, the reality of your workplace does not match your promise.</li>
</ul>
&nbsp;
<h3>Maximising EVP - Refining</h3>
Constantly measure the success of your EVP and keep it evolving to keep up with what your talent and your industry need today and in the future.
You should:&nbsp;
<ul>
<li>Monitor candidate applications and employee retention rates - these can give great hints for when you need to make a change, or take action</li>
<li>Ensure existing employees are consulted throughout the lifecycle of their career with you, not only after their first 12 months - keep listening to them</li>
<li>Run&nbsp;<a href="https://www.spacehr.co.uk/blogs/employee-engagement---why-consistency-is-critical" target="_blank" rel="noopener noreferrer">regular employee engagement surveys</a>&nbsp;to keep up to date on what&rsquo;s important to your teams and where you&rsquo;re getting it right and wrong.&nbsp;</li>
</ul>
Review your EVP annually. If necessary, adapt your employment proposition to ensure it remains relevant and is brought to life throughout your employees&rsquo; day-to-day experience. Reshape your EVP when required to authentically align with employee expectations.
Your team&rsquo;s connection to the organisation&rsquo;s EVP is what brings in success. It&rsquo;s just one step towards a highly engaged team.&nbsp;
&nbsp;
Ten Space can help you to review your EVP. Contact us directly to see how we can help you at&nbsp;<a href="mailto:enquiries@spacehr.co.uk" target="_blank" rel="noopener noreferrer">enquiries@tenspace.co.uk</a>. For more info on how you can create an incredible workplace, check out our&nbsp;<a href="https://www.spacehr.co.uk/blogs" target="_blank" rel="noopener noreferrer">blogs</a>.&nbsp;

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

EVP to the MAX

I first heard about Net Promoter Scoring (NPS) was when I was doing a course with Goldman Sachs some 10 years ago. I felt like I was quite late to the party - at least half the room had heard of it before.
Having studied marketing and having a wife that works in Market Research, I knew about the application of a Likert Scales and how that could help you determine the attitudes and opinions of your customers, but NPS developed this further. It provided a framework for measurement over time and this appealed to me as a very useful metric for customer-centric companies.&nbsp;
I spent 2 years as a recruitment consultant, then 11 years building a digital marketing agency. I worked with a good number of recruitment businesses as clients. I loved building websites for recruiters because I understood the market and the requirements were always a challenge.
The biggest challenge was one of differentiation from the competition - &ldquo;how can I make a better website than my competitor?&rdquo;.
This is a difficult question to answer, because there are lots of ways that your website can be better but in my efforts with my earlier clients, it normally boiled down to 3 main things;
&nbsp;
1.&nbsp;Design - Brand identity and website design had to be awesome
2.&nbsp;Candidate Attraction - Needed a great job search and easy registration and application&nbsp;
3.&nbsp;Client Attraction - Needed to position you as a better choice than your competitors
&nbsp;
I love consumer psychology and brand identity. I firmly believe that if you don&rsquo;t understand your customer you don&rsquo;t stand a chance of building an amazing brand. When building a website for a recruitment company you really have to put your client and your candidate at the heart of the experience. This made sense to me and made it easy for me to work with recruiters. Some recruitment agencies make some bold claims about their client and candidate experience (without really backing it up) but with one client I learned something that stayed with me and probably (in part) influenced my reason to be part of Ten Space.&nbsp;
This company took NPS seriously. They wore their NPS score on the homepage of their website like a huge badge of honour, and rightly so. They had a great score for their candidate NPS and for their client NPS. They demonstrated true sector knowledge and were meticulous about their brand and the quality of the design. But they didn&rsquo;t stop there.&nbsp;
They put their consultant experience front a centre too. After the obligatory job search splash (which should always be front and centre on a recruitment website in my opinion) they had a huge focus on the reasons to work for their business and the quality of the consultants that worked there too. I was seriously impressed. They&rsquo;d absolutely nailed the thing that many recruitment companies overlook in their marketing - Recruitment is a people driven business, and their consultants were their major differentiator.
But then they took it up another notch - they qualified. They didn&rsquo;t just say &ldquo;we&rsquo;re great and here&rsquo;s some nice things our team have to say about us (with a gun to their head)&rdquo;. They were bold enough to talk about having an amazing Employee Net Promotor Score (eNPS). This is what we use at Space HR to measure the employee engagement or loyalty to a business. It provides data that helps you build a great internal brand and develop incredible loyalty with your employees.
&nbsp;
Just like candidate and client satisfaction can be managed, so can consultant satisfaction and this is the way to do it. It doesn&rsquo;t have to be baked in to an awesome tech platform like ours, you can just send a survey out on paper and hope you get a response, but keep in mind that our platform makes this highly engaging for all parties.
So recruiters, here&rsquo;s my challenge to you. If you&rsquo;re looking for a true differentiator in your business, you truly believe that your people make your business and you want to back it up with some real data, speak to Ten Space.
&gt; We want to help you put your people first.&nbsp;
&gt; We want you to push past the revenue and headcount barriers that most recruiters don't.
&gt; We want to help you build a business for the future.&nbsp;
&gt; We want to help you achieve your vision.&nbsp;
Put your consultants first, listen to their views and let them be part of your growth. You can&rsquo;t do it all yourself and you might learn a whole bunch of amazing new things that help you get there faster and far more enjoyably.
&nbsp;
After all you you hired them for their talent, now let that talent shine.

Put your consultants at the heart of what makes you different

eNPS- Why Recruiters need to take it seriously.

If you&rsquo;re worrying about engaging your millennial workers, I&rsquo;m afraid you&rsquo;re way behind!
The oldest millennials (1980-1994) are now 40 and well into their careers. They're likely managing a team or even running their own businesses. Either way they're likely to be worrying about how to keep their Gen Z team-mates and employees engaged.&nbsp;
'Gen Z' is the newest generation to be named. Born in the mid-90's and the oldest are now in their 20's. They're highly digitally aware, having been born and raised with the internet and social media... and they're playing a more prominent role in today's workforce.
As with each&nbsp;generation before, they bring a fresh wave of engagement challenges.&nbsp;Here we look at why engagement of your Gen Z's is so important and what they might be expecting from their employers to keep them engaged.
&nbsp;
<h3>A Tough Start</h3>
Gen Z have had a tough start to their careers - the odds are not in their favour. Some of the circumstances impacting this generation include;
<ol>
<li>Covid&nbsp;19 -&nbsp;The world stopped and global economies crashed. The full impact is yet to be understood, but the job loss statistics seem to suggest that young people are being disproportionately impacted by job losses. Their educations have also been severely disrupted.</li>
<li>Brexit&nbsp;-&nbsp;Political upheaval and uncertainty since 2016 making decisions about future career choices much harder</li>
<li>University&nbsp;fee cap&nbsp;-&nbsp;This increased in 2016 to &pound;9,000 per year, making university financially inaccessible for many students. This has forced alternative career choices from the point of leaving full time education</li>
<li>Apprenticeship Framework failure -&nbsp;Launched by the government in 2014, it was unfinished and created confusion. Even in 2020, employers are still catching up and working out the best way to use the scheme. The number of apprenticeship places offered by employers dropped dramatically, reducing options for Gen Zs entering the workforce.</li>
</ol>
&nbsp;
<h3>Getting It Right</h3>
But regardless of the challenges this generation faces, they are the future potential of your organisation. And if nurtured correctly they will be key to your future innovation, growth and success.&nbsp;
As &ldquo;digital natives&rdquo;, they don&rsquo;t remember a time before the internet existed. They are connected via social media like no other generation before them and lockdowns have made this more intense.&nbsp;
If you can engage this generation and get it right for them, they&rsquo;ll tell their friends. Get it wrong, they&rsquo;ll tell their friends and all of social media!&nbsp;
So how do you get it right for them? What is it that Gen Z is looking for from an incredible workplace experience? Drawing on McKinsey&rsquo;s work on Gen Zs;
<ol>
<li>Great Tech -&nbsp;Old or out of date technology will turn them off sharpish. They like to be connected, mobile, social and well informed.&nbsp;</li>
<li>Authentic Values -&nbsp;Integrity&nbsp;is key for this group, their search for the truth extends to all corners of their lives, they want to be themselves and they want businesses to have the same level of transparency and authenticity.</li>
<li>Sense of purpose -&nbsp;They&nbsp;care deeply about what it is your business does, what your mission and vision is. They want leadership they can get behind.</li>
<li>Diversity &amp; Inclusivity -&nbsp;Gen&nbsp;Z's are naturally diverse and inclusive and will be immediately turned off in an environment that doesn&rsquo;t support that ethos.&nbsp;</li>
<li>Safety &amp; Stability -&nbsp;With&nbsp;so much uncertainty early in their careers, this should come as no surprise! Whilst the temptation of freelancing might be appealing to millennials, Gen Z value a stable income and employer more and they&rsquo;ve come to realise that as a rarer thing than the generation before them.</li>
</ol>
So get out of your comfort zone and build a generation of talented Gen Z'ers into your business.&nbsp;This generation have so much yet to offer to the workplace and the future of our economy so make sure that your business is bringing out the best in them - they deserve it!&nbsp;
&nbsp;
For engagement strategy and support with the Gen Z , contact Victoria Bond at Ten Space - victoria@tenspace.co.uk

Engaging your future superstars

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

Case Study

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

CEO / Founder

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

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

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

Insightful articles, hints &amp; tips and company news

Featured Blog

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

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

Featured Case Study

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

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

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

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

How it works

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

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


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

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


Build your employee engagement strategy

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

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

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learn more about employee experience &amp; retention

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

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

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

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

<h5 class="heading mt-4 aos-init" data-aos="fade-down" data-aos-delay="40"> 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.

Backed by artificial intelligence, our real-time dashboards give you the data you need to make informed decisions and take action quickly.

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 gathers employee feedback via Whatsapp, SMS &amp; Email surveys so your people can respond on their terms.This leads to higher participation and a more inclusive experience, capturing the data from all your people, easily.

The Ten Space survey platform provides a data-driven approach for HR professionals to easily design, gather and analyse high-quality feedback. 

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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