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

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

Employee Engagement Calendar - FREE DOWNLOAD (Oct-Dec)

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

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

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

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

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

Elevating your Employer Brand

If you&rsquo;re an employer, you&rsquo;re like to be familiar with the concept of Duty of Care. And while it&rsquo;s pretty obvious at face value what it entails (welfare, support, and good practice), it&rsquo;s essential for companies to fully understand their responsibilities, for practical, legal and employee engagement purposes.&nbsp;
Here we explore what the Duty of Care umbrella covers, and what it might mean for your organisation.&nbsp;
&nbsp;
<h3>What Is Duty Of Care?&nbsp;</h3>
The&nbsp;<a style="background-color: transparent; color: rgb(0, 0, 255);" href="https://www.hse.gov.uk/workers/employers.htm" target="_blank" rel="noopener noreferrer">HSE&nbsp;</a>sets out an employers responsibility on duty of care:
&ldquo;It is an employer's duty to protect the health, safety and welfare of their employees and other people who might be affected by their business. Employers must do whatever is reasonably practicable to achieve this.&nbsp;
This means making sure that workers and others are protected from anything that may cause harm, effectively controlling any risks to injury or health that could arise in the workplace."
Because the &lsquo;risks&rsquo; of employment will vary from industry to industry, this makes it difficult for some companies to know exactly where their legal responsibilities lie. But failing to understand exactly where responsibilities start and end can have serious implications for an organisation. Everything from&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/toxic-culture" target="_blank" rel="noopener noreferrer">toxic work cultures</a> to hefty negligence claims can arise from simple mistakes or failure to act responsibly, so it&rsquo;s crucial that employers are clear on their Duty of Care obligations.&nbsp;
&nbsp;
<h3>How Do Employers Know What Their Duty of Care is?&nbsp;</h3>
When it comes to the welfare of employees and employee engagement, legislation should be the minimum standards, not the aim. However it helps to understand the legislation as a starting point. All the standard measures in place are outlined in the&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.hse.gov.uk/pUbns/priced/l24.pdf" target="_blank" rel="noopener noreferrer">Health and Safety at Work Act 1992</a>. This covers things like:
<ul>
<li>Creating a clear Duty of Care policy, when a company has 5 or more employees</li>
<li>Training relevant individuals on basic health and safety issues</li>
<li>Frequently updating training and health and safety guides</li>
<li>Managing and recording misconduct</li>
<li>Displaying certification</li>
<li>Keeping training records up to date</li>
<li>Giving employees the right tools to fulfill their responsibilities</li>
</ul>
But it isn&rsquo;t just&nbsp;physical safety that employers need to look after, they also have a Duty of Care to support their workers&rsquo; mental health too.&nbsp;
Many organisations are now going well beyond the minimum duties and creating a culture based around employee wellbeing, supporting both physical and mental health. This employee-first approach can reap the rewards of high engagement and a positive work culture; reduce absence from work,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">save on recruitment costs</a>, and encourage a more productive team.&nbsp;
&nbsp;
<h3>How To Look After Your Team&rsquo;s Mental Health</h3>
According to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.hse.gov.uk/statistics/causdis/stress.pdf" target="_blank" rel="noopener noreferrer">HSE</a>, as much as 40% of all work-related sickness in the UK is caused by stress. This stands witness to the equal importance of both mental and physical welfare in the workplace.&nbsp;
If you&rsquo;re an employer, you know that time off leads to decreased profits and productivity. And decreased profits adds stress on other team members who pick up the extra workload to meet targets. The cycle repeats and the stress can spread across the team and even the entire organisation. To put it simply, your efforts as an employer should focus more strongly on&nbsp;preventing&nbsp;stress than curing it.&nbsp;
Here are some of our top tips for looking after your team&rsquo;s mental health &amp; moving towards a &ldquo;wellbeing&rdquo; approach:
&nbsp;
<h4>Encourage Anonymous Feedback&nbsp;</h4>
If&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-to-spot-the-warning-signs-of-stress-in-your-team-and-what-you-can-do-to-help" target="_blank" rel="noopener noreferrer">your employees are stressed</a>, it&rsquo;s likely that at the heart of the issue is a lack of support from their manager or leader. Once this cycle has begun, it can also mean that they&rsquo;re less likely to share their feelings and concerns with the same leader or manager. Eventually, left unresolved, team members may crack.&nbsp;
For this reason,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-can-employee-feedback-change-your-business" target="_blank" rel="noopener noreferrer">employee feedback</a> can be a company&rsquo;s greatest resource, but only if it&rsquo;s anonymous &ndash; aka, honest &ndash; and actioned. Anonymous employee engagement surveys will give you real-time insights into the state of your workforce&rsquo;s mental health, and offer suggestions about what could be improved.
Good data and insight can be predictive of issues that are forming, or help to uncover solutions to problems that have already surfaced.&nbsp;
By collaborating with a company like&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Space HR</a>, you can distribute expert-made employee engagement surveys via Whatsapp &ndash; surveys that have been specifically tailored to your organisation. The more you know about how your employees feel, the better able you are to fulfil your Duty of Care.&nbsp;
&nbsp;
<h4>Ensure Your Leaders Have Received the Correct Training</h4>
Often employees are dissatisfied or stressed at work due to a breakdown in communication with leaders. Whether they feel generally unsupported, feel bullied, discriminated against, or placed under too much pressure to meet deadlines, leadership plays a massive role in your team&rsquo;s mental health.&nbsp;
Your anonymous employee engagement surveys, will provide you with critical insights into the general perception of your management teams. You can use the feedback to identify gaps in duty of care, teach them&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/want-to-become-a-fantastic-leader" target="_blank" rel="noopener noreferrer">the best practices of leadership</a>, and encourage them to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/the-7-habits-of-highly-engaging-leaders" target="_blank" rel="noopener noreferrer">lead by example</a>. Doing so will breed a positive workplace culture, and will make recruitment and regulation much easier going forward.&nbsp;
You may also want to invest in specialist support and training in this area. Managers and leaders armed with knowledge and confidence of how to support their teams and truly fulfil their duty of care, will have better outcomes than those who are under-invested in.&nbsp;
&nbsp;
<h4>Treat Your Duty of Care Policy as a Basic Standard, Not the Gold Standard</h4>
Your Duty of Care policy is the bare minimum you can do to keep your company out of court, but it doesn&rsquo;t automatically build employee engagement. To truly look after your employees&rsquo; physical and mental health, you must put other measures in place to show them you care, along with checking back regularly and often to ensure that it&rsquo;s working.
&nbsp;
The tips we&rsquo;ve listed here are ways of taking care of your workers and improving workplace engagement. For more information about how Ten Space could help you create a thriving work culture to go above and beyond your Duty of Care, <a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">get in touch</a>!&nbsp;

What is it and what does it mean for organisations?

Duty of Care

This is a story about a people manager that works in your business. Let's call this person "Alex" for the purposes of this story.
Alex (delete as appropriate):
a)&nbsp;has worked in your business forever
b)&nbsp;is a close friend of your partner
c)&nbsp;is the key contact for your biggest client
d)&nbsp;knows where the bodies are buried
e)&nbsp;started in a lower role, showed promise and drifted in new roles as the company grew
&nbsp;
Once upon a time Alex was doing well, so you gave them a team. They didn&rsquo;t get off to a great start, but you were busy at the time, and didn&rsquo;t have the time to deal with it. Before you knew it, many years had passed. If you're being honest, Alex probably gets worse each year now.
Because Alex doesn't model great behaviour they don't have a great recruitment success rate. This leads to a high number of people leaving or being made to leave in probation. It wastes a lot of time and is costs the business a lot of money. But not everyone is great at recruitment, so no action needed.
There are no real shining stars in the team, no one manages to make it out of Alex's team once they are in it. Alex has no idea how to create a great environment for working and for talent to thrive, they just seem to muddle along.&nbsp;Sickness levels do seem to be a bit higher in that team too, but it isn&rsquo;t that much worse than other teams, so no action needed.
&nbsp;
Alex likes banter.&nbsp;You&rsquo;ve heard a couple of things second hand, but again you&rsquo;re too busy to do anything about it, they aren&rsquo;t a screaming problem at the moment. No grievance received, so no action needed.
Alex's customer stats are ok. The clients Alex manages are stable, but Alex doesn't really achieve any up-sell or create any new opportunities from their client base. But they haven&rsquo;t lost any clients, so no action needed.
Alex's name has come up a couple of times in exit interviews, but you&rsquo;ve never had a grievance about them from leavers and not everyone can get along, so no action needed.
Others in the leadership team are visibility frustrated working with Alex.&nbsp;There&rsquo;s tension but that&rsquo;s normal in a senior team under pressure right? Sadly one of your highest potential leaders has decided to leave. You don&rsquo;t think there&rsquo;s a link though, so no action needed.
&nbsp;
<h4>But now its crunch time - the business is growing up.</h4>
Now you&rsquo;re having to make some different and difficult decisions about the future of the business. You need your leadership team on board to help push this change through. But Alex messed up the message and now you&rsquo;ve had a load of emails directly from employees to deal with. Classic Alex cock up, but not the end of the world, so no action needed.
&nbsp;
<h4>Remember, Alex (delete as appropriate):</h4>
a)&nbsp;has worked in your business for 1 million years
b)&nbsp;has been there since the beginning
c)&nbsp;is a close friend of your partner
d)&nbsp;is the key contact for your biggest client
e)&nbsp;knows where the bodies are buried (delete as appropriate)
f)&nbsp;started in a lower role, showed promise and got promoted a few times
... so it isn&rsquo;t that bad. Deal with it later.
How does this make you feel as the owner of a business, or as an effective leader in the business?
The impact of a poor leader in your business can be really damaging. Other employees may see Alex's mediocrity or poor approach being acceptable in your business. If you settle for this level of mediocrity, you&rsquo;ll have to settle for mediocre outcomes.
&nbsp;
<h3>So what should you do?</h3>
You need to confront this head on. And you need to do it now. There are to many amber warnings going on here and ultimately your business might not be suffering, but it probably isn't realising its true potential either.
Here&rsquo;s some ideas of how to get this started:
<ul>
<li>Firstly you need to make it clear to Alex that it isn&rsquo;t acceptable anymore</li>
<li>Gather your facts and prepare for a challenging conversation</li>
<li>Invite Alex to your meeting, do it properly, so they know it&rsquo;s not just a quick catch up</li>
<li>Have an exploratory conversation with them. What&rsquo;s going on? How can you support? How can you turn it around? What do they need?</li>
<li>Put in place your agreed support actions - do not forget or skip this part</li>
<li>Set clear expectations and timescales for review. Be fair, be supportive, be clear.</li>
<li>Be brave about moving from informal to formal processes if you aren&rsquo;t seeing the change you need. Don&rsquo;t cruise at this stage either</li>
<li>Make great notes &amp; keep great records</li>
</ul>
Here&rsquo;s that line again, in case you still need convincing, if you settle for mediocre leadership, you&rsquo;ll have to settle for mediocre outcomes.
Take this out of the &ldquo;too hard&rdquo; box and demonstrate that you&rsquo;re also a great leader by tackling this and not accepting this level of mediocrity.
&nbsp;
If you need help raising the game of your leadership team,Ten Space can help. <a style="background-color: transparent; color: rgb(219, 62, 98);" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a>

A story about "Alex" - A manager in your business?

Does one bad manager matter?

Don't you love it when someone more popular makes your point for you? Well, thank you Simon Sinek for doing just that last week.
For those that missed it, his words on LinkedIn were short and to the point - "Customers will love a company when the employees love it first" (link<a href="https://www.linkedin.com/posts/simonsinek_customers-will-love-a-company-when-the-employees-activity-6867473786439000064-mObb" target="_blank" rel="noopener noreferrer">&nbsp;HERE</a>).
The post attracted 90k likes and 1600 comments (probably a few more than I would get). As you'd expect with any social media post there were some lovers and some haters. Some elaborated on his point with another 100+ words and utterly destroyed it. Some just tried to start an argument with someone else.
Regardless, the point resonated with me. Your employees SHOULD be the greatest ambassadors of your business. If they love your company and their job, they will project that positivity to your customers. Nothing will be too much trouble and everything will be done with a smile. In short, your customers will get a great experience.
&nbsp;
<h3>Or:&nbsp; great eNPS = great NPS</h3>
Great customer experience matters in every business, but in some businesses the interactions with people matter more than others.
One person commented in the feed that "I have never met a happy Amazon employee". This could be true of their experience, but I don't think all Amazon employees are unhappy. Amazon is not relying on employees alone to deliver exceptional customer service.
They've built thousands of touchpoints into their shopping experience that don't involve human interaction. Even if my delivery driver is miserable as sin, it's likely I won't care because I found my product, ordered it and had it delivered in 24 hours (#lastminutechristmasshopping).
McDonalds is another great example. Consistency in the 7 P's of service marketing - price, product, place, promotion, physical evidence, process and people - makes it difficult to have a bad experience. The first 6 of these have been taken out of the hands of the person working in the restaurant.
The last one - people- is the only one that can go wrong. If the person is amazing it's fairly forgettable. If they're bad it's also fairly forgettable. In short, the front of house person is such a nominal part of the entire experience, the customer can forgive McDonalds quickly because everything else was as expected.
But businesses like Amazon and McDonalds are the exception to the rule. Most businesses rely a lot on the experience that the customer has with an employee. Any business that sells a person's time (solicitor, accountant, recruiter etc.) is pretty much 100% highly reliant on their employee. Their people must portray the values of the company every day to deliver a great, consistent service.
Hybrid companies such as software businesses are the same. They may have a great product, but if the customer success and support functions disappear, then customers get very upset, very quickly.
&nbsp;
<h4>Here's our top tips to make sure your employees help your customers feel the love....</h4>
1. Listen -&nbsp;have a way to tap into how your employees feel about the service they are delivering. Understand what they love about your products and services, and what makes their jobs harder.&nbsp; Identify what support they need.&nbsp;
2. Empathise - make it clear you&rsquo;ve heard their feedback and you can understand their point of view. Build trust into your feedback process and give your teams a say in how things get done.&nbsp;
3. Feedback - let them know what you are going to do next. What action do you intend to take, by when and how.&nbsp;
4. Action - JFDI.&nbsp;
5. Repeat -&nbsp;create this feedback loop regularly. By doing this, you&rsquo;ll build engagement &amp; trust in your organisation. As well as quickly being able to identify blockers and bottlenecks.&nbsp;
&nbsp;
To conclude, customer-facing teams in ALL businesses help you retain and attract customers.
Listening to the people that own the relationships with the customer puts you in a great position to keep doing better.
In some businesses your people could be 100% of why they choose to be your customer. In others it might be less than 1%. Regardless, an extra 1% could equate to a big difference in profitability. A bad experience could destroy your reputation and cause your customers to leave in droves.
&nbsp;
At Ten Space, we help organisations capture employee feedback to improve their business performance.&nbsp;
We&rsquo;ve created specific surveys for customer services teams, designed to do a deep-dive into what is driving, or holding back success for these critical teams. If you&rsquo;d like to see how we can help super-charge your customer teams - get in touch. You can email us at&nbsp;<a href="mailto:enquires@spacehr.co.uk" target="_blank" rel="noopener noreferrer">enquires@tenspace.co.uk</a>.&nbsp;

How high employee engagement leads to high customer engagement.

"Customers will love a company when the employees love it first"

What do you do with crazy high engagement scores?
Take your business international! Read our Case Study of how we're working with BEAM Fieldwork.&nbsp;
One of Ten Space&rsquo;s first ever clients was is the wonderful BEAM Fieldwork.
Amy, the MD, leads a small but perfectly formed team of research professionals. Organising market research studies for large and well known brands.
When we first started working with Amy, we were in the thick of the pandemic. She had a number of team members who were on furlough and she was uncertain about the impact it was having on the team and what the path out the other side of lockdown looked like.
We worked with Amy to build an anonymous survey, which we sent out to the team via WhatsApp. This method worked for a team who weren&rsquo;t all sat in front of emails, depending on if they were on or off furlough at the time.
We built a set of questions that would allow Amy to take a temperature check from the team, gain insight into their sentiment and obtain written feedback to help Amy to move the team forward.
&nbsp;
So, what did we find? We found a team who were so engaged it was almost off the scale! Nearly &ldquo;full marks&rdquo;! In fact her scores were so high, they had us checking our code to make sure we&rsquo;d counted right!
So what advice do you give when the client can probably tell you a thing or two about engaging a team?! Well you talk about what you&rsquo;re going to DO with those engagement scores!
&nbsp;
At Ten Space we often talk about the engagement bank account, the more credit in the bank, the more great things you can buy for your business. The higher your engagement (credit), the more you can achieve with your business. We discussed how Amy could comfortably make some withdrawals; implement change, challenge the team some more, take some risks and still have an engaged team supporting her every move.
It gave Amy the extra confidence she needed to press the 'super charge' button on her business and go international. It had always been an ambition, but with the knowledge her team were behind her and some additional client wins, she went for it.
Fast forward to BEAM&rsquo;s next quarterly survey. We worked with Amy to evolve her questions. Her business was changing and so we needed to be tapping into slightly different things to keep it relevant and deliver the feedback Amy needed to move forward again.
She&rsquo;d just held a team meeting, where she&rsquo;d announced the changes and what the future of the business was going to look like. Big changes; new line managers, more risk, extra challenges for the team and no more furlough.
&nbsp;
So did her engagement drop? Did Amy make a withdrawal from her engagement to enact the change?
Nope! Honestly, there&rsquo;s dream teams and then there is BEAM! Amy knew what her team needed to keep them engaged in the future of the business (backed up with our engagement model). She was able to lead her team through the change, reset the vision and keep them engaged with her and with each other.
We&rsquo;re going to be following Amy&rsquo;s business, every quarter, evolving her question set to keep it relevant and fresh. To ensure that she knows what&rsquo;s going on with her team in the moment. What impact the changes are having and how it&rsquo;s impacting on engagement.
If something shifts and we see a downward trend, we&rsquo;ll know about it quickly and we&rsquo;ll know why it happened. Her team will tell us.
&nbsp;
We&rsquo;d like to wish Amy and the whole team at BEAM all the best for the future. We&rsquo;re honoured to be partnering such an incredible business at such a pivotal part in their journey. Go get them!
&nbsp;
We offer a managed service at Ten Space, so we get to know your business and where you&rsquo;re heading. We&rsquo;ll work with you to get you the employee insight you need to help move forward and achieve your business goals.&nbsp;

How BEAM used their engagement scores to expand their business

Case Study: BEAM Fieldwork

A watch out for remote working & hybrid working

Can you hear me at the back?

The traditional working week of 9-5, 5 days a week seems to be hard wired into our society. Most workers build their days, weeks and years around this working pattern. But for many people, it just doesn't align with their life outside of work.
Many are juggling a near impossible balance of work and life outside of work, which makes it incredible difficult to be fully engaged in their job.&nbsp;
Caring responsibilities play a large part in this juggling act:
<ul>
<li><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019">5 million people</a>&nbsp;in the UK are juggling caring responsibilities with work - that's 1 in 7 of the workforce.</li>
<li>Almost 3 in 10 mothers (28.5%) with a child aged 14 years and under said they had reduced their working hours due childcare reasons.</li>
<li>The proportion of parents who faced an obstacle fulfilling responsibilities decreased as the age of the child increased; from&nbsp;34.9%&nbsp;of parents whose youngest child was aged between 0 and 4 years to&nbsp;20.4%&nbsp;of parents with a child aged 11 to 14 years.</li>
</ul>
&nbsp;
Reviewing mental health statistics makes it really clear where employees are struggling and where the engagement gaps may be.
A recent Mental Health Foundation survey found:
<ul>
<li>One third&nbsp;of respondents feel unhappy or very unhappy about the time they devote to work</li>
<li>More than&nbsp;40%&nbsp;of employees are neglecting other aspects of their life because of work, which may increase their vulnerability to mental health problems&nbsp;</li>
<li>When working long hours more than a quarter of employees feel depressed (27%), one third feel anxious (34%), and more than half feel irritable (58%)</li>
<li>The more hours you spend at work, the more hours outside of work you are likely to spend thinking or worrying about it</li>
<li>As a person's weekly hours increase, so do their feelings of unhappiness</li>
<li>Many more women report unhappiness than men (42% of women&nbsp;compared with&nbsp;29% of men), which is probably a consequence of competing life roles and more pressure to 'juggle'</li>
<li>Nearly&nbsp;two thirds&nbsp;of employees have experienced a negative effect on their personal life, including lack of personal development, physical and mental health problems, and poor relationships and poor home life.</li>
</ul>
These findings make for pretty depressing reading. So what can you do as a business to change things for the better?
&nbsp;
If your business can accommodate it, moving away from the traditional working week and offering more flexible ways of working can offer solutions to the challenges above. In return, you'll build long lasting employee engagement and create competitive advantage.
Offering flexible working options opens up new, often more diverse talent pools too as well as giving employees a greater reason to stay in your business.
If your business can accommodate it, we recommend that you build flexible working into your processes when creating or replacing roles.
Try and consider;
<ul>
<li>Can this role be part time?</li>
<li>Can this role be a job share?</li>
<li>Does this role need to be 9-5?</li>
<li>Does this job need to be 5 days per week?</li>
<li>Can it be compressed hours?</li>
<li>Can it be term time only?</li>
<li>Can it be remote?</li>
</ul>
&nbsp;
The principals and the benefits of a flexible working approach, reach across all of the 4 pillars of the Ten Space engagement model. If you'd like to talk some more about our model, approach and how flexible working could offer you competitive advantage, you can email our founder: Victoria@tenspace.co.uk&nbsp;

Shunning the 9-5 can create competitive advantage

Can flexible working improve engagement?

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

Case Study

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

CEO / Founder

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

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

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

Insightful articles, hints &amp; tips and company news

Featured Blog

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

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

Featured Case Study

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

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

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

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

How it works

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

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


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

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


Build your employee engagement strategy

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

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

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learn more about employee experience &amp; retention

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

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

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

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

<h5 class="heading mt-4 aos-init" 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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Duty of Care

Does one bad manager matter?

"Customers will love a company when the employees love it first"

Case Study: BEAM Fieldwork

Can you hear me at the back?

Can flexible working improve engagement?

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