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There&rsquo;s a lot of noise on social media about whether businesses should advertise salaries on job adverts.
There&rsquo;s a growing fatigue amongst job seekers, weariness of spending time applying for roles, sharing details about themselves and not getting much in return.
Evidence suggests that businesses who put salaries, or salary ranges, on an advert will receive high volumes and better quality applications.&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/job-description-heatmap" target="_blank" rel="noopener noreferrer">61% of job seekers</a> state that salary was the most important part of the job description for them.&nbsp;
Often the reason provided by organisations for not adding salaries to adverts is &lsquo;we want to see who is in the market and we don&rsquo;t want to put off more experienced candidates&rsquo;. However, it is often more likely that organisations just aren&rsquo;t in good enough shape to be completely transparent with salaries externally.&nbsp;
If you want to start advertising salaries openly, proceed with caution. If you have inequalities in your pay, advertising externally is likely to shine a light on them. Inequalities of pay get to the heart of what employees consider to be &ldquo;fair&rdquo; in an organisation. Even the best written organisational values can start to unravel if employee&rsquo;s don&rsquo;t believe their basic needs, such as fair remuneration are being met.&nbsp;
&nbsp;
<h3>Draw on data&nbsp;</h3>
Collate a list of salaries and look at how you are paying people across the group. This exercise is about identifying trends in the data to reveal biases or inequality.
With the data, ask yourself;
<ul>
<li>Are you clear on what a fair salary is for each role internally?</li>
<li>Are you clear on what a fair salary is for each role externally?</li>
<li>Is anyone overpaid? How did that happen?&nbsp;</li>
<li>Who is underpaid? How did that happen?&nbsp;</li>
<li>If you need additional budget to address inequalities, where can that come from?</li>
<li>Are you at risk of any claims? How can you mitigate this?</li>
<li>Are you at risk of losing great talent,&nbsp;</li>
<li>Are you at risk of failing to recruit the talent you need?</li>
<li>Can you afford to do this?</li>
<li>Can you afford NOT to do this?</li>
</ul>
&nbsp;
<h3>Implement a grading / salary framework</h3>
Many larger organisations have a job grading / salary framework. Some just provide general guidance. Others provide very precise guidance of what salary is attached to each role.
The advantage of a framework, or some structure like this is that once you have placed everyone in the framework, you can use this to ensure that there is no future drift.&nbsp;
It is possible to introduce a framework like this without a formal job grading methodology behind it. Although it&rsquo;s likely that this kind of methodology will become more appropriate in a larger organisation where it can help to strip a role back to its component parts to be able to compare it.&nbsp;
&nbsp;
<h3>Supporting your leaders and managers to have conversations about reward&nbsp;</h3>
If you&rsquo;re going to advertise salaries externally, it is likely that leaders and managers will get asked questions. For their own credibility, they need to be able to tackle these conversations confidently.
Talking about salary, reward and careers is a skill. It may be that you need to invest in upskilling your people managers in this area to support their conversations. Inexperienced line managers can get themselves into all kinds of hot water by being underprepared for these conversations!&nbsp;
&nbsp;
<h3>Is it worth it?&nbsp;</h3>
Advertising a salary is likely to have an instant impact on the volume and quality of applications you receive for vacancies you advertise. If advertised on social media your adverts, without salaries attached, can attract a lot of negative attention too.
But doing the groundwork to be confident to advertise salaries externally, it will also have an impact on your existing team. It&rsquo;s been reported that when there is a pay gap perceived amongst employees (whether there actually is a gap or not) it results in a&nbsp;<a href="https://www.inc.com/marcel-schwantes/new-report-pay-transparency-may-be-key-to-keeping-your-employees-in-2021.html" target="_blank" rel="noopener noreferrer">16% decrease</a> in their intent to stay in an organisation. This makes for a pretty compelling argument for pay transparency in your organisation.&nbsp;
Taking this action will shift your culture and engagement. But if you get it right, it&rsquo;ll be hugely positive for any organisation and likely contribute to finding and retaining the best talent.
&nbsp;
&nbsp;
If you&rsquo;d like to talk to Ten Space, about how we can support you during this cultural change, get in touch! www.tenspace.co.uk.&nbsp;

What do you need to do to be transparent with salaries internally and externally?

The groundwork to advertising salaries on job adverts

Every month, we ask our panel of&nbsp;business and HR leaders about the hottest topics impacting employee engagement within UK businesses.
In October we asked about the VERY hot topic of hybrid / remote working.
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;
<h3>Hybrid is here to stay!</h3>
Far from being a trend or a moment in time led by the pandemic, a whopping&nbsp;98% of the leaders we surveyed said that hybrid / remote working was here to stay.&nbsp;
For those businesses wondering what to do next, this is a clear indicator. If you&rsquo;re still waiting for things to return to normal, you may be waiting a while! If you're&nbsp;changing your operations and teams to remote / hybrid first, the gains will be felt in the long-term.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/u_fwOwW10iPeJ2BHKVlUiUE6AcrVe-lYlY5V4EkfvyNWn2U9rfUaNPsQ7K11PMjIq3SiSyI9j4khbQeZqkfDKa5OQbAdVJ4FwY9rNPOkfsC9Hg5YkBHb8aSvhr4Hbzg_Iy81nbkZ" width="507" height="505">
&nbsp;
But it wasn't all good news.....
&nbsp;
<h3>Only 7.4% felt strongly that UK businesses were more productive</h3>
We asked our panel to say how strongly they agreed with the statement &ldquo;UK businesses are more productive as a result of hybrid / remote working&rdquo;.&nbsp;
Our average score here was 6.5 (out of 10). With 43% of our respondents answering 6 or below to this question.&nbsp;
&nbsp;
<img src="https://lh3.googleusercontent.com/tCizRZi9tvEOVYaErzYcQBhVAFSJ2hDZ5vB-xvTG84MBPGwogtgC7g_XTJHJZ0zF34_3yxjcWv5-KjBIQMjH-O36HJwDzbgSBTvNwDRh9WkcqomiRmetQoJwjc0hd1PtMi_aMGYe" width="510" height="510">
&nbsp;
So it seems there's work to do, to make hybrid / remote work for the business.&nbsp;But where to start?
&nbsp;
<h3>Prepare your people managers</h3>
We asked to what extent do you agree "People managers in the UK are well prepared to manage in a hybrid / remote workplace"
The average score was low at 4.3 (out of 10). This demonstrated that people managers and those that support them have a long way to go in managing remote and hybrid teams. In fact 0% of our leaders gave a &ldquo;high confidence&rdquo; score of 9 or 10 in this area. With 87% of our respondents giving a score of 6 or below.&nbsp;
&nbsp;
<img src="https://lh5.googleusercontent.com/e-X9h4X6LT2Xt5l34vKbtgNmnYrp5KZFqu22NNHZKX8D-FOKgwwIdRrV1a35JdXpT4CPj8CrBT7EOTUr5JRKwfr641oOACMdwVjXTe_vOMxiExWrg2WEzv1MogfzR-0rordGnNj5" width="506" height="506">
&nbsp;
Whilst hybrid / remote working may not be optimal for businesses yet, it seems that it is working for employees.&nbsp;
<h2>&nbsp;</h2>
<h3>78% said employee engagement had improved!</h3>
Much has been written about mental health loneliness, lack of team camaraderie and dilution of business culture.&nbsp;But the majority of our leaders felt that the net impact of hybrid/remote working was an improvement of employee engagement in UK businesses.
&nbsp;
<img src="https://lh5.googleusercontent.com/Eky8UZbMWcAQDBkHOIeLkuSV4fSPOeiHc6fufqA35Q7B4P0NjbX317Qu2G9yHFQCAOl7St9311Q7TkfUCSFNR-oQwTCjPFacs5_1cZUIixnKHymdBDr_KKzUwKBcHMEUTFBj3bv9" width="508" height="508">
&nbsp;
So what&rsquo;s the secret to success for remote / hybrid working?&nbsp;
From our research some key themes emerged;
<ol>
<li>Culture, engagement and environment need to be aligned to remote / hybrid working.</li>
<li>People managers and leaders play a key role in creating the right culture and impacting on engagement.&nbsp;</li>
<li>Trusting employees to get the job done rather than be present is vital</li>
<li>Mental health and wellbeing is higher on the agenda than ever before</li>
<li>People managers play a critical role in supporting employees and helping teams stay well</li>
<li>Technology needs to be good enough to support this type of working.&nbsp;</li>
<li>We can positively affect climate change with less commuting</li>
</ol>
&nbsp;
Some of the other comments our leaders shared on these topics can be seen below;
&nbsp;
<img src="https://lh6.googleusercontent.com/-9S9QAOqvtPsnFqoYN4O8Er1-nNPF_w5m9xkdviwHQSUhhJpCZmldr_i-DyFCI0TwJ6oDCnv4BW0ipcHfk5IW-fg8KGD-QTEtpgHYyRrBaR8lxWF5XXfW9EG2wpX_ecgRIedg-Tr" width="506" height="505">
&nbsp;
<img src="https://lh6.googleusercontent.com/FWOYh2imJaxDiBtVQctBuC1jmgtW38sVyvnG6m-zZlq_VNSB0twIHrdOS48vc1wdpxx5g9-cE2TxvaQHGbOySeoYAFrrirAo1E9W-_FFIU0403V_QnU4IgRAaOnyhXadYkTe3tdp" width="509" height="509">
&nbsp;
<img src="https://lh4.googleusercontent.com/3VCHac9ZISfK4qsdndvvUAap7a4EvLnZtcG8na1bN-qB10oLtDtYv4_fsALPU4uyw5TnNP5LJ20ziCcLT2Hse_BYidZxPr01oLfOL3o_QNHz3z7Crj21QAq88ZjlpA8E08sDzUwJ" width="510" height="510">
&nbsp;
<img src="https://lh5.googleusercontent.com/MdnU_oHqNIq9mAfyz3cI951VM-YXD1oE7TLfYIjIK5WGkGckdKHQ2WQ2r5W_RvySEysnGEH8M2wFt3NLea_UfBy_FsGpv09nja5GzpvYs3Gr1gG-EjCzoQF6oQWAbCPkPh1Uhj-U" width="508" height="508">
&nbsp;
Be part of something special....
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.tenspace.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 Ten Space at <a href="https://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.

UK business & HR leaders share their views on the impact of hybrid and remote working on employee engagement in the UK

Space HR 'Feedback 500' (Nov'21) - Topic: Hybrid & remote working

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?

The past 2 years have not been fun for anyone, but it has been especially tough on students. When the first lockdown started, I was only halfway through year 12, the first year of my A levels.
Back then, we all thought we were getting a week or two off school and were ecstatic about it! Little did we know what we were about to go through would be the toughest 2 years of our lives.
I am the middle child of 3, and I share my bedroom with my 8-year-old sister. Ordinarily, I don&rsquo;t mind this at all, but when you are spending 24/7 in the house with your family and you have no space of your own to get some alone time, things can feel pretty intense.
Add in the stress of preparing for A level exams, not being able to spend any time with your friends right when they are preparing to leave for university, family members passing away, and the general anxiety that comes with living in times like this, and you have a recipe for disaster.
Somehow, throughout all of this I managed to keep up with my studies: attending zoom lessons hunched over on the bottom bunk of mine and my sister&rsquo;s bunk bed (which was terrible for my back but I have nowhere else to work), dutifully completing the worksheets in Word and handing them in online, and accessing the online textbook to revise. And at the end of all of this&hellip;
I got 3 A*s! Computer science, Maths, and Further maths, all top marks.
All of my hard work paid off, and I couldn&rsquo;t have been happier. It was at this point I suddenly asked myself, &lsquo;now what?&rsquo;. I hadn&rsquo;t applied to any universities because I wanted to do an apprenticeship instead, but the ones I had applied to fell through. I looked at applying for jobs instead, but they all require experience.
&nbsp;
<h3>How am I supposed to get experience then, if I can&rsquo;t find an apprenticeship and the entry-level positions won&rsquo;t take me?&nbsp;</h3>
It was at this point that my dad told me about a software company in the same building as him. He told them about me and how I wanted to be a software engineer myself, and asked them if they would be willing to hire me as an apprentice.
They said they couldn&rsquo;t take on an apprentice at the moment, but they could have me work there voluntarily as an intern to gain some experience. And that was where my journey with Ten Space began.
The first thing I noticed about working in the real world, is how informal it is compared to school. No dress code, you don&rsquo;t have to ask to use the bathroom, you can eat your lunch when you feel like it, and talking is encouraged! After a lifetime of being told to &lsquo;sit down and shut up&rsquo;, it&rsquo;s taking some getting used to.&nbsp;
Up until this point, I had only used C# and Python in my projects, but Ten Space use Ruby on Rails, so I had to learn a whole new syntax. Luckily, I picked it up very quickly, thanks to transferrable skills from previous projects (and Dan&rsquo;s excellent teaching!). I have learned so many new concepts, like DRY (Don&rsquo;t Repeat Yourself) methodology, and continuous integration, which is when you update your main program a little bit at a time by creating and merging branches.
They have even given me the opportunity to do weekly demonstrations of my project, showing what I have been working on and setting goals for the week ahead. This has developed my confidence and presentation skills greatly, because I present to not only Ten Space employees who know a lot about web design and development, but also my dad who is an IT Manager and has very little programming knowledge (but is very enthusiastic and asks lots of questions!).
This helps me practice communicating effectively with technical and non-technical people, which is invaluable in the world of development.
&nbsp;
The people at Ten Space have been incredibly kind to me, teaching me so many life skills that I will forever be grateful for. Dan worked on my CV with me, Victoria did a practice phone interview with me, and Alec has helped me improve my LinkedIn profile and expand my network. They have gone above and beyond everything I ever hoped to gain from this experience.
If you, like me, are a young person struggling to get your foot in the door and join the world of work for the first time, I would definitely recommend an internship. If you can find a company to work with that is even half as friendly, enthusiastic and willing to help as Ten Space have been with me, it will be more than worth it.&nbsp;
Moving forward, I would love to work somewhere with a sense of community like Ten Space. I would like a role with a range of tasks, so that I can try new things and develop my skills in lots of areas. I have found that web development is something I enjoy, having never done it before in school, but I am open to all areas of software development.
I would like to end this by sincerely thanking everyone at Ten Space. They have all done so much for me. I have known that I wanted to be a software developer since I was 10 years old, and this experience has brought me so much closer to that dream becoming a reality. I know that if little Robin could see me now, they would be so proud of how far we&rsquo;ve come.
&nbsp;
Written by Robin Haigh-Gannon, Ten Space Intern

What it has been like doing an internship at Ten Space

"The Work Experience Kid"

We speak to a lot of businesses that have done engagement surveys in the past and have had a bad experience. All understood the importance of employee feedback. But something went wrong in the execution.
Often they've done an annual survey that was an enormous effort to carry out. Administering the survey and getting the questions out was a big effort. Even more time was wasted getting results back. Then to make matters worse, very little action was taken as a result.
This well thought out action-plan is now languishing in a drawer somewhere. The results were never published. Nobody talks about it. And if they do they are black-bagged and escorted from the premises!
If this sounds familiar, the rest of this article should be helpful.
&nbsp;
Measuring levels of employee engagement in your business is as critical as tracking profit and loss. It helps with operating and decision making. Without it, you are working blind. You have little understanding how your team feels or what is impacting their performance.
Here's a few recommendations to make sure you don't experience the same problems next time;
&nbsp;
<h4 class="ql-align-justify">1. Make space in your business for employee feedback</h4>
Employee engagement should be a regular conversation in your business. It should be (at least) an agenda point in your leadership meeting. Data should be available and visible to view. Working out how it becomes built into the fabric of your everyday dialogue is vital. Find the time and space to discuss it and it will pay dividends.
&nbsp;
<h4 class="ql-align-justify">2. Build employee engagement into every-day conversations</h4>
Having an engaged sales team will drive better performance and better figures. If a board member calls their Sales Director they will talk about sales figures. But if they also ask about the engagement of the team they will surface this as a priority. Asking about employee feedback will drive a different action from the Director. This will encourage better results.
&nbsp;
<h4 class="ql-align-justify">3. Ask for employee feedback more regularly</h4>
Asking for annual feedback from employees doesn&rsquo;t make sense. It isn&rsquo;t often enough. Employee feedback is only powerful when used to tap into what is happening in the moment - as it&rsquo;s happening.
Asking 'how does it feel to work in this business' once in a year, can do more harm than good. It can quickly fall into a &ldquo;tick box&rdquo; exercise. To make employee feedback a meaningful process, you need to ask regularly.
&nbsp;
<h4 class="ql-align-justify">4. Share findings quickly</h4>
This one is a biggie. After you&rsquo;ve asked for feedback, share what you&rsquo;ve learned with your team and what you&rsquo;re going to do with it. Then go and do what you have said you are going to do!
Employees will feel a lot more excited about the process if they get the results quickly. Make it clear that their feedback was heard, valued and respected.
If employees have had a bad experience in the past, you might find they are reluctant to take part in your first few surveys. But taking fast action (regardless of participation rates) will quickly build trust. It will also add value into the process and should result in higher future participation rate.
&nbsp;
<h4 class="ql-align-justify">5. Choose a tool that can make feedback easy for you</h4>
Technology helps when it comes to collecting employee feedback. We&rsquo;re making it easy for businesses to collect employee feedback and make it part of their business.
Here&rsquo;s just a few ways we&rsquo;re helping:
<ul>
<li>Short surveys, carried out on a regular basis.&nbsp; Support with changing up questions as the type of feedback you need changes over time</li>
<li>WhatsApp and SMS to carry out surveys and ask for feedback - a quick and engaging experience for your teams</li>
<li>A straightforward dashboard that updates with your feedback as it&rsquo;s coming in</li>
<li>Replying anonymously to written feedback. It demonstrates you&rsquo;re actively taking part in a survey</li>
<li>A wrap-up report that you can complete and send out to teams within minutes of your survey closing</li>
<li>An action planning tool so you can keep track of progress and accountability.</li>
</ul>
&nbsp;
If you've had a poor experience of surveys and employee feedback in the past, don&rsquo;t give up! Hit 'reset' and take a different approach. The feedback is incredibly important to your business and can have a huge impact.
Want to talk about how employee feedback can help your business and how we can help you try again? Get in touch.<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer"> www.tenspace.co.uk</a> or victoria@tenspace.co.uk

How to try again with an employee survey if it wasn’t a great experience in the past.

If at first you don’t succeed... try us instead!

As we continue to grow our client base at Ten Space, our clients continue to challenge us on ways to use the Ten Space <a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">platform</a>.
We&rsquo;ve made it easy to go out to employees to ask for feedback. As such our clients are finding more and more ways to ask for their employee&rsquo;s opinions, thoughts and ideas. It&rsquo;s helping them make decisions faster and with more confidence. It&rsquo;s also keeping engagement high.
Below we've detailed 10 ways to use our platform to gather employee feedback. We&rsquo;ve added a couple of use cases at the end too, for special scenarios where feedback can be the difference between success and failure!
&nbsp;
<h3>Regular Cadence Surveys</h3>
<h4>1. Quarterly Engagement Survey&nbsp;</h4>
This is typically a set of 10-20 questions sent to employees on a quarterly basis. Carried out regularly it can help track trends and highlight areas of concern. Great open-ended questions will keep the ideas and feedback coming in and continue to provide you with insight on how engaged your team is.
&nbsp;
<h4>2. Monthly eNPS</h4>
A one-question survey sent out monthly (usually between a quarterly survey) - to check-in. This is particularly powerful if you&rsquo;ve segmented your team so you can identify where urgent action is needed.
&nbsp;
<h4>3. Training needs analysis</h4>
A great way to capture knowledge and understanding on a topic with a specific group. Use this feedback before building a learning solution, or before delivering a solution to shape the content. Surveys can be conducted after the solution is delivered to measure impact.
&nbsp;
<h4>4. Hybrid work check-ins</h4>
How is hybrid / remote working going? Is it working for the team? Is it aiding engagement? A regular check in can help you find out and make adjustments to your approach to ensure you&rsquo;re getting the best from your team and they feel supported.
&nbsp;
<h4>5. Wellbeing questionnaires</h4>
An anonymous survey can be really powerful when it comes to understanding the wellbeing of your team. You can get honest feedback quickly and identify hot spots and intervene if needed.
&nbsp;
<h4>6. Rewards and benefits reviews</h4>
How valued are your rewards and benefits? Do employees know about them? Understand them? A short regular survey on benefits and rewards can help you understand your return on investment. It can help you understand where you may need to invest further to boost uptake, or remain attractive as an employer.&nbsp;
&nbsp;
<h4>7. Change management review</h4>
If you&rsquo;ve been through a period of change, a well-tailored question set to a specific team, or even the whole business can help seek out if it&rsquo;s landed well. You can check the understanding and sentiment of the team as they go through the change curve.
&nbsp;
<h4>8. Leadership alignment survey</h4>
Surveys aimed purely at the leadership team to ensure that they are supported and feel empowered and inspired to lead their own teams. This is a critical layer in any organisation and it can help to ensure that they are aligned and engaged.
&nbsp;
<h4>9. Mission, vision, values check-in</h4>
Regular check-ins to ensure that everyone is still aligned and heading in the same direction! By mentioning key points about your vision, mission and values in your question set, you have the added benefit of keeping them front of mind.
&nbsp;
<h4>10. Diversity, equality and inclusion check-ins</h4>
Do your team feel they can be their true selves at work? Do they feel included and truly belong? Do they believe you are doing enough to create a diverse and inclusive culture? Anonymity can be a powerful tool when asking for feedback. If you have a diversity and inclusion agenda, tracking progress and employee feedback can boost impact.
Specific Purpose - some not-so-regular uses we&rsquo;re working on!
&nbsp;
<h4>Post-acquisition review</h4>
If you&rsquo;ve recently acquired a business, you&rsquo;ll need to capture hearts and minds for a newly shaped organisation. An engagement survey to check-in can be a powerful change tool here and prevent attrition of key talent.
&nbsp;
<h4>Pre-transaction due diligence</h4>
Need to impress a potential investor with how awesome your team is? Or maybe you are the investor and you&rsquo;re doing your due diligence? Asking for employee feedback and understanding engagement is just as important as the financials of a business.
After event success check-in (team night out, conference, sales event etc.)
This is a fun one we&rsquo;ve done recently. At the start of an event, check-in on understanding, engagement etc. Then re-survey at the end of the event and instantly measure impact! After a team night out you might get some very interesting responses!
&nbsp;
<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">Get in touch</a>&nbsp;if we can help with any of the above<a style="background-color: transparent; color: rgb(17, 17, 17);" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a style="background-color: transparent; color: rgb(17, 85, 204);" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

10 ways to use our platform to gather employee feedback and give your employees a voice.

10 ways that our feedback platform is benefiting businesses

Have you ever had one of those moments where you find out that something bad happened in the workplace? How about when one of your team knew and it wouldn't have been a major issue if only you had found out sooner?
&nbsp;
Although the employee will often know that they should share the information, they can find it difficult to share.&nbsp;This can happen for many reasons. The employee may find the subject embarrassing. They could have concerns about being treated differently. Worse still they may feel that their job is on the line if they share.
&nbsp;
It isn't a reflection on the workplace, the manager or the employee that this happens. Even the best managers with the strongest relationships will find this from time to time. It is human nature.
&nbsp;
A lot of psychology research demonstrates that when people believe they are anonymous, they are less inhibited.&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/" target="_blank" rel="noopener noreferrer">74% of employees</a>&nbsp;said they&rsquo;d be willing to give more feedback if they were truly anonymous.
&nbsp;
Compare how often you see strong opinions from Internet trolls versus people making the same statements on your high street. When we are unafraid of negative consequences, we're more willing to do something. The veil of anonymity can help remove those fears.
&nbsp;
But what is anonymity anyway?
&nbsp;
Anonymity can be&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.oxfordlearnersdictionaries.com/definition/english/anonymity" target="_blank" rel="noopener noreferrer">defined as</a>&nbsp;"the state of remaining unknown to most other people". In many platforms, "anonymity" means not sharing a name, or hiding an email address. In its simplest form, this may be enough. When the data is a little more complex, anonymity often can't be that simple.
&nbsp;
To make the best decisions and gain the greatest insight from data, we often need more than one piece of information. With employee feedback, we often want to know not only what our employees think, but also if there is a particular group that thinks that.
&nbsp;
If I were running a national chain of restaurants, I would want to know if employees in one restaurant think differently to those in others. As a diverse employer, I may want to ensure that employees have the same great experience in the workplace no matter what gender they identify as. I likely also want to make sure that my waiters and chefs feel valued in the same way.
&nbsp;
To get that information, we need to know not only what the person wants to share, but also where they work, their identified gender and their role.
&nbsp;
In this example, anonymity isn't as simple as omitting the name. If Mary is the only female chef in the Hull branch, and we can filter our data by all those things, then she is no longer anonymous.
&nbsp;
If you want to get the best feedback, making sure that your employees know that what they share won't be traced back to them is crucial. If they don't feel safe, they may not be as open and honest. Trust is incredibly easy to lose and much harder to build back. If breached, employees may even choose not to offer their thoughts at all.&nbsp;
&nbsp;
At Space HR, we&rsquo;ve built our&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">platform</a>&nbsp;specifically to handle employee feedback, where anonymity is vital. Space HR guarantees anonymity by blocking any filters with fewer than 5 results. To ensure the valuable feedback isn't lost, the results are available rolled up, but we won't ever compromise the employee's anonymity. This means that sometimes, when applying a set of filters to results, we may have to say "no" but that is a small price to pay to ensure that there is trust in your feedback process.
&nbsp;
If you&rsquo;d like to find out more about our platform and how we look after your employees data, you can find us on&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

Protecting anonymity with employee feedback

Sorry boss, there's something you should know... (please don't fire me)

The benefits of building an incredible employer brand are evident in every great business.
&nbsp;
With a great brand, it&rsquo;s easier to identify and recruit great talent. It&rsquo;s easier to train, motivate and align employees to your values and business goals. It becomes easier to build a more productive workforce with cultural alignment. And it&rsquo;s easier to keep great people too.&nbsp;
&nbsp;
<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/brand-factsheet#gref" target="_blank" rel="noopener noreferrer">The CIPD 2008</a>&nbsp;guide 'A no nonsense approach to employer brand', define employer brand as '...a set of attributes and qualities, often intangible, that make an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture'.
&nbsp;
But what does it take to build an incredible employer brand? Here&rsquo;s our top tips to get you started and keep you on track;
&nbsp;
1. Understand where you are today&nbsp;
&nbsp;
There&rsquo;s no use pulling the wool over your eyes. The leaders in your business might not understand the reality of their current situation (and that includes you if you own the business). You need to discover what the people in your business think and feel and you need them to be honest. Without a solid foundation (the good, the bad and the ugly) you can&rsquo;t start to build that all important employer brand.&nbsp;
&nbsp;
Tip: Try using an anonymous&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">employee feedback platform</a>&nbsp;like ours!&nbsp;
&nbsp;
2. Find out what makes you special&nbsp;
&nbsp;
Let&rsquo;s assume you&rsquo;ve hired some people and you have some customers. Some people think you&rsquo;re at least &lsquo;good enough&rsquo; or else you&rsquo;d have neither. Find out how you attracted both and what attributes have made them stay. Whatever the reasons, you&rsquo;re obviously doing well so start here as your basis for improvement.
&nbsp;
3. Define your employer vision and values&nbsp;
&nbsp;
Your company vision will&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">align</a>&nbsp;your people towards a common goal. Your values are the personal attributes you need from each person to deliver the vision. Think about the attributes you value from your best employees.
&nbsp;
You can co-create values with your team. Then publish them on your website and make them visible so that people become familiar with them and can live and breathe them every day. Basing all your interview questions, review questions and reward structures around your values, will create a team that performs every day.
&nbsp;
4. Make sure your employees are your biggest advocates&nbsp;
&nbsp;
All your efforts are wasted if your existing employees don't sing the same tune. Authenticity comes from your employees being the strongest&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/what-does-the-future-of-work-look-like-for-a-new-starter" target="_blank" rel="noopener noreferrer">advocates</a>&nbsp;of your employer brand. The best companies do this by bringing their employees into the conversation. This is known as employee voice. Providing an anonymous platform for free speech and constructive feedback is proven to build a better business.
&nbsp;
If employees see real change based on their feedback, then they keep offering it. They also become more bought into the vision they are helping to create. This takes time but technology can play a huge part in this and help build more trust. Similarly using an external party to gather feedback can often be seen as a more trustworthy method too.
&nbsp;
5. Speak to Marketing&nbsp;
&nbsp;
Marketing is responsible for your customer facing brand. It goes without saying that they might know a bit about brand and promotion. Bring your marketing team into the conversation. Worst case scenario is that it helps you get the correct brand assets you need.
&nbsp;
Best case scenario is that your tactics align and efforts from both teams drive better outcomes for each other. You should treat your employer brand with the same love as you treat your company brand. Also consider how weird it looks if your messages aren't aligned.
&nbsp;
6. Develop a great narrative&nbsp;
&nbsp;
Building a great communication plan is vital to getting your message heard. Again your marketing team can help with this. Your audience needs to relate to it and it needs to be approachable. The tone of voice is vital, as is the alignment with your company values.
&nbsp;
Then think about how you intend to promote it. There are lots of ways to do this but social media is a great way to get maximum exposure. Choose the platforms where your prospective employees hang out to make sure effort is not wasted. This will also allow your current employees to interact and support you.
&nbsp;
7. Treat every applicant like a customer&nbsp;
&nbsp;
When the applicants come forward treat them with the respect that they deserve. They&rsquo;ve gone out of their way to respond to your job advert and they&rsquo;re a lot more nervous about approaching you than you are about speaking to them. They should enjoy the process and feel like their time and effort is valued. They should feel that the interview process is a two-way street and that they can interview you.
&nbsp;
If unsuccessful their experience should be one that they would repeat and recommend. If successful their onboarding experience should be memorable, welcoming and enjoyable. In short, they should be treated with a high level of attention (like every customer is) because you want them to stay and thrive.
&nbsp;
8. Be honest about your reputation&nbsp;
&nbsp;
And finally, don&rsquo;t get wrapped up in your success. Track it by reviewing the key performance metrics that matter. This could include application rates, employee feedback scores,&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/what-is-enps" target="_blank" rel="noopener noreferrer">eNPS</a>&nbsp;scores or employee retention scores. Great brands can fail if left unloved. So too can great employer brands. Don&rsquo;t become a victim of your success. Work at this every day and it will be the gift that keeps on giving.
&nbsp;
For more information on how to build a strong employer brand through employee feedback, speak to&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:alec@spacehr.co.uk" target="_blank" rel="noopener noreferrer">alec@spacehr.co.uk</a>.&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

8 top tips to build an incredible employer brand?

How to build a strong employer brand

If you spend time on social media, you don&rsquo;t need to look far to find a troll. These are people or accounts who show deviant, malicious or antisocial behaviour online. Their aim is to offend and trigger<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://skemman.is/bitstream/1946/28349/1/Predictive%20Factors%20of%20Facebook%20Trolling%20Behaviour_skemman.pdf" target="_blank" rel="noopener noreferrer">&nbsp;conflict.</a> This is an obvious and prolific form of cyberbullying.
Often trolls hide their true identity online, so it wouldn&rsquo;t be obvious if you had an internet troll in your team.&nbsp;O<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.sbs.com.au/news/one-in-three-australians-say-they-ve-been-trolled-online/c8ec0e27-cb88-4c94-9505-77554520b692" target="_blank" rel="noopener noreferrer">ne in three</a>&nbsp;people say they have experience of receiving abuse online. Sadly, we&rsquo;re not talking about something rare and unusual.
A<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.psychologytoday.com/gb/blog/your-online-secrets/201409/internet-trolls-are-narcissists-psychopaths-and-sadists" target="_blank" rel="noopener noreferrer">&nbsp;2014 study</a> showed those who said they enjoyed internet trolling had common personality traits. These included<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.psychologytoday.com/gb/basics/narcissism" target="_blank" rel="noopener noreferrer">&nbsp;narcissism</a>,<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.psychologytoday.com/gb/basics/dark-triad" target="_blank" rel="noopener noreferrer">&nbsp;Machiavellianism</a>,<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.psychologytoday.com/gb/basics/psychopathy" target="_blank" rel="noopener noreferrer">&nbsp;psychopathy</a>, and sadism. In short, trolls enjoy making you feel bad.&nbsp;
So if people are 'trolling' online, in their own time, with a hidden identity, should you care about having trolls in your team?
&nbsp;
Yes. You absolutely should.
Trolls are bullies. Their behaviour can lead to psychological damage of themselves and others. And there are many documented cases of where it has led to<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.smh.com.au/entertainment/celebrity/charlotte-dawson-death-twitter-criticised-for-failing-to-act-against-trolls-20140222-338z6.html" target="_blank" rel="noopener noreferrer">&nbsp;suicide</a>.
It's also very likely that these character traits and behaviours are present in the workplace (albeit to a lesser degree). Some believe that internet trolling is a way of discharging this type of behaviour so that it is less likely to appear face-to-face. Having a secret troll on your team means having someone who is unkind, aggressive and unwilling to be accountable for their actions. They aren't the ideal team member.&nbsp;
Having people that display these personality traits and enjoy spouting hate online is bad for culture and employee engagement. All organisations should have zero tolerance on bullying, whatever form it takes.
A great culture is built around a psychologically safe space, where people can be themselves and everyone is welcomed. Trolls can be hugely problematic for creating a healthy &amp; inclusive working environment.
&nbsp;
<h3>How can you protect your team from trolls?</h3>
The best way to protect your team is to research a potential recruit online before hiring them. Be careful here, this is not a forensic deep-dive into someone&rsquo;s online activity! If you can find evidence demonstrating trolling behaviour, this should be a red flag against welcoming them to your team.
More workplaces have gone remote and rely on written communication for every day interaction. This helps shape the culture of a team and build employee engagement. There is now more opportunity for people to bring their toxic habits into the workplace. The wrong thing to do is to monitor online behaviour of your employees. This can erode trust and create engagement problems of a different kind.
Allowing employees to provide regular<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;anonymous feedback is a</a> safe way for them to raise concerns. Employees can pro-actively share their thoughts about culture and engagement. This allows you to spot any signs of toxicity creeping in and address them before they grow.
In extreme cases, cyberbullying is<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.personneltoday.com/hr/how-can-hr-respond-if-an-employee-has-been-trolling-someone-online/" target="_blank" rel="noopener noreferrer">&nbsp;illegal</a>, it carries a prison sentence and a fine of up to &pound;5,000. As an employer, you are legally responsible for the actions of your employees whilst in your employment, even if you didn&rsquo;t know about it, or endorse it.
If an employee makes hateful comments online they can be traced back and may be considered to be representative of the business. Dealing with cyberbullying appropriately may be a legal obligation as well as a moral one. Many organisations are dealing with online behaviour &amp; social media in policies. If you are, it should cover trolls, cyberbullying and harassment.
The behaviours and traits of trolls and cyberbullies may creep into the workplace where they can be as damaging as they are online. Taking a zero tolerance approach on such attitudes is the only way to deal with trolls. Providing employees with a safe way to share concerns anonymously is an important way to protect the health of your organisation and its culture.
&nbsp;
To find out more about how Ten Space can help your employees to share feedback, find out more on our website<a style="color: rgb(0, 0, 0); background-color: transparent;" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer"> www.tenspace.co.uk</a>.

Trolls hide their identity online, so you won't always know they are in your team - but you may notice the impact they are having on engagement.

Is there a troll in your team?

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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