Current News

Employee Engagement

Engagement Surveys

Feedback 500

Fulfilment

HR Advice

Our Employee Experience

Retention

Wellbeing

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

Engaging your future superstars

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?

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?

You&rsquo;ve completed a great survey, you&rsquo;ve got tons of awesome feedback. But what do you do now? How do you turn that insight into action?
It goes without saying that you should be taking action from each survey, but it can be easier said than done.
Look at it another way. By not taking feedback seriously you risk losing valuable team members. Employees who don&rsquo;t feel comfortable providing upward feedback are<a href="https://en-gb.workplace.com/blog/employee-voice?t=b" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://en-gb.workplace.com/blog/employee-voice?t=b" target="_blank" rel="noopener noreferrer">16%</a> less likely to stay in their organisation.
Encourage employees to share their thoughts and ideas to show their opinions matter. It helps to improve feelings of recognition and increase employee retention.
&nbsp;
<h4>Taking action is key!</h4>
Employee feedback via surveys are most powerful when you create a culture of feedback and action in a business.
There are a few ways to speed up the growth of employee engagement:
<ul>
<li>Bake employee feedback into your culture</li>
<li>Demonstrate action</li>
<li>Deliver each and every time</li>
</ul>
In 2018,<a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">a study</a> found that over 65% of Gen Z employees reported needing frequent feedback. They preferred to get feedback at least once a week. This need for feedback goes both ways. Their desire to provide feedback is also strong.
Feedback and approachability play key roles in combating disengagement. In that sense, Gen Z pushing for a more feedback-centric work culture could have far-reaching benefits for staff of all ages.
The journey to an incredible workplace doesn&rsquo;t need to be a radical transformation. It's often achieved in small incremental steps. To show progress link action, improvement and investment to the feedback your employees have given you.
Here&rsquo;s our top 5 tips to getting into a great cycle of feedback and action&hellip;
&nbsp;
<h4>1. Before you begin &hellip;</h4>
Get everyone charged up and ready! Setting the scene in advance is a valuable use of time. In advance of the survey, plan out the time needed to analyse &amp; share results. Make time and space for action planning. This will make sure it happens soon after the survey takes place.
Make sure that your leaders understand the part they play and what is expected of them to support the feedback &amp; action process.<a href="https://www.dalecarnegie.com/blog/leadership-affecting-employee-engagement/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.dalecarnegie.com/blog/leadership-affecting-employee-engagement/" target="_blank" rel="noopener noreferrer">A study</a>&nbsp;shows trust in leadership has the biggest influence on employee engagement. Make sure your teams know that their leaders care about bettering the workplace. This way, your employees are more likely to give honest feedback.
&nbsp;
<h4>2. Tell a story with your results</h4>
You can help create extra insight from your results by sharing them effectively. It can help people connect with them and understand the action that they need to take next. It&rsquo;s easy to get lost in the data - try not to! Consider key themes, quick wins and longer term big wins from each survey.
&nbsp;
<h4>3. Create accountability</h4>
If you&rsquo;ve ended up with a huge action plan, that&rsquo;s great. How will you know when it&rsquo;s completed? Where does the accountability sit? Using an action planning tool in the survey platform can be a great way to keep the action close to the results. We&rsquo;ve created a Space HR tool that does just this!
&nbsp;
<h4>4. Keep the conversation going</h4>
It&rsquo;s important to talk about engagement and action planning regularly. Is there time at board / leadership / management meetings? Not just the first meeting after a survey, but every one. Continue to share actions with wider employee groups. You can share the continual progress and show that you're keeping the conversation going.
It can take some time for your action plan to gain traction in your business. In fact, on average it takes more than 2 months before a new behaviour becomes automatic - 66 days to be exact. So being consistent with your action plan is the best way to get a new workplace habit to &lsquo;stick&rsquo;.
&nbsp;
<h4>5. Survey regularly - to keep the action happening</h4>
You&rsquo;re aiming to create a culture and habit around employee feedback. Shorter, more regular surveys and check-ins will help your team get into a great cycle. They will be able to accept feedback and take action for improvement. Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates and engagement levels.
At Ten Space we offer quarterly surveys which allow teams to share their honest feedback anonymously. This gives leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better. We also provide tools which help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
&nbsp;
It&rsquo;s important to make the most out of your survey. You need to make sure that you are creating an effective action plan every time you receive feedback from your team. Use our tips and tricks to create an incredible workplace.
At Ten Space, we can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.

You’ve completed a great survey, you’ve got tons of awesome feedback. How do you turn that insight into action?

5 Tips on Turning Results into Action

So you're a month into 2021 and hopefully you've been working hard on engaging your team from the plan you created in our last blog (see: Step 4 - Action Your Plan).
But how do you measure your success?
Employee engagement can be a success outcome on its own (a "lag" measure). A happy and engaged team should be considered a great success for a business. But it can also be a "lead" measure too - it can be used as an indicator for other success measures in your business.
This week, we're going to explore this in more detail.
&nbsp;
<h3>Survey Your Staff</h3>
Regardless of whether you are using engagement as a lag or a lead measure, a great tracking tool is a survey. There are loads of ways to do this from emails, to building a form or using a survey platform. There aren't many survey tools designed especially for the Employee Engagement space.
A platform will position engagement with your team, track your success and identify areas of focus.&nbsp;If you want our expert advice on this, drop&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a> an email.
Most engagement survey platforms will give you a score of engagement after a survey - this can be used as your lag measure. Your engagement score can be tracked over time and you can see the impact that your activities are having on your overall engagement score.
Bake this measure into your success measures as a business. Sit it right alongside profit and sales and give it the importance that it deserves. This helps build a mindset of "engagement everywhere".
You can also use engagement as a lead measure too, to establish a link between engagement and business performance. Does an increase in engagement lead to an increase in sales in the following months, what do the trends tell you?
Establishing a cause and effect for your business can really keep the focus on engagement high in your business.
Here's some ideas on outputs of great employee engagement you might want to track so you can enjoy your success:
<ul>
<li>Absenteeism</li>
<li>Sales</li>
<li>Revenue</li>
<li>Profitability</li>
<li>Employee retention</li>
<li>Customer retention</li>
<li>Customer NPS scores</li>
<li>Productivity / efficiency / output</li>
<li>Time to hire</li>
<li>Internal talent moves</li>
<li>Diversity</li>
<li>Retention of top talent</li>
</ul>
&nbsp;
<h3>Don't get too stuck on the numbers</h3>
Whilst measuring success is helpful, don't get too caught up in the numbers and start to miss the point. Employee engagement is a mindset, it's a way of working and operating. If you find that you've got caught up in your engagement scores and you've stopped thinking about how it feels to work in your business then take a big step back from your reports!
&nbsp;
<h3>Engagement every day</h3>
To drive success, employee engagement needs to be part of the fabric of your business. Here's some ways to do this:
<ul>
<li>Ask for engagement updates in your business updates. The quickest way to demonstrate that engagement matters is by asking about it. If you're calling your Sales Director, don't just ask about their sales figures, ask about employee engagement and what they've done to improve things</li>
<li>Making a change, big or small? Ask yourself / your team what the impact will be on engagement, if it's negative, how can you lessen it or counteract it?</li>
<li>Add engagement questions into your every-day conversations with your team, ask "how are you?" and really mean it.</li>
<li>Make a focus on employee engagement a non-negotiable with your people leaders, poor engagement = poor performance</li>
<li>Recruit people into your team who are going to make a positive contribution to engagement in your business - treat them as a culture contributor who will have an impact, so make sure it's going to be a positive one</li>
<li>Publicly talk about employee engagement and how much it means to you, be THAT person on social media who talks about how proud they are of their team.</li>
</ul>
 
&nbsp;
Ten Space can really help you make a difference in employee engagement levels. Whether your looking for some personal coaching to make you an engagement hero, you're starting from scratch or you're looking for an extra 10% of engagement, we'd love to be part of your success: victoria@tenspace.co.uk

5 Steps to a Highly Engaged Team - Part 5

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>

This is a 404 error, which means you've clicked on a bad link or entered an invalid URL.

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

Educational content - book now or watch on-demand

Employee Engagement

Employee Retention

Team Performance

Blogs

Webinars

Resources

Podcasts