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💡 Organisations with high engagement outperform organisations with low engagement by <a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx">202%</a>.&nbsp;
<a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">Employee Engagement</a> needs to be one of your top priorities to ensure your business can succeed.&nbsp;
Some believe engagement is solely about having happy employees, but engagement goes beyond this. Enhanced employee engagement reveals itself in employees reaching their full potential and delivering exceptional performance at work.&nbsp;
The goal is to create an environment, where employees bring their best selves to work and do their best work when they get there.&nbsp;
&nbsp;
<h3 dir="ltr">Do you really need to measure engagement?&nbsp;</h3>
You don&rsquo;t NEED to, but we think you should! Putting a numerical value on engagement allows you to track trends and changes in engagement over time. You can then understand in more detail the impact that the changes you make in the organisation have on engagement.
Without a measurement of some kind, you will just need to guess whether that benefit you introduced had the positive impact you hoped it would.&nbsp;
If you&rsquo;re tracking your retention rates or number of leavers, but not tracking engagement you are only monitoring half of the picture. Leavers from your organisation are a result of poor engagement, so measuring and monitoring engagement can help you to impact on your retention rates in a proactive way.&nbsp;
Using effective engagement measures helps us to predict and ultimately prevent employee turnover.&nbsp;
You can measure your engagement through employee surveys. Done well, surveys also have the benefit of capturing written feedback as well as data. They are an excellent way to create employee voice.&nbsp;
There are 3 things you need to consider when measuring engagement:
<ol>
<li dir="ltr" aria-level="1">
Using the right Employee Engagement platform
</li>
<li dir="ltr" aria-level="1">
Gathering effective feedback &amp; data
</li>
<li dir="ltr" aria-level="1">
Using your insights to increase engagement
</li>
</ol>
&nbsp;
<img src="https://lh5.googleusercontent.com/3LKFEknZMljKHbCUREi6PsIc_nidkFCPygPJ_k2bOtfgC3x_JdT7PrO2gSlkLEien91yP7IAs9ZJ90CtKrC1FdjzP0wOoYAjxMi-HcXB0TJ3PwJ7816f-rBwhGsMrODCg6Qln9v31nwQrZtCmTYTy4c" width="450" height="299">
 
<h3 dir="ltr">Using the right Employee Engagement platform</h3>
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company. So what are the advantages of using a specialist to carry out your surveys?&nbsp;
<h4 dir="ltr">The best questions are written by a third-party</h4>
<img src="https://lh5.googleusercontent.com/Qrg8UWhUhWxgEU6xy5vfX2XEwoEOLA1TX1HwJMXfCJ6kWKh3X2O_aWaw8yxnPev77zpYKgpJPx-WV7uEk3ytIY2o99Wl74cmOW6TxIQ0S7yye8t4s9AQHg3oQwuyuN4UjhyprCkmyQaJ1i2saSQQH0I" width="238" height="237">
An expert, outside perspective will be most helpful to leadership and HR teams. Questions can&rsquo;t be written in a way that would positively influence the quality of responses and make the most of the insight you capture.&nbsp;
<h4 dir="ltr">Trust in anonymity</h4>
💡 <a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/">74% of employees</a> said they&rsquo;d be willing to give more feedback if they were truly <a href="https://www.tenspace.co.uk/blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me">anonymous</a>.&nbsp;
For anonymity and trust, using a third-party employee survey platform is crucial. It makes the survey-taking experience for employees as psychologically safe as possible. It might be challenging for teams to trust their responses are anonymous when surveys are conducted internally.
<h4 dir="ltr">Speedy data gathering</h4>
A specialised platform can greatly speed up data processing and the time it takes to move from survey <a href="https://www.tenspace.co.uk/blogs/making-the-most-of-your-engagement-data">launch to action</a>. When it comes to analysing and disseminating survey results, choosing a platform to do the data-crunching for you can be a smart investment.
📑 For more on the benefits of an Employee Engagement platform and to find the one that&rsquo;s right for you, <a href="https://www.tenspace.co.uk/blogs/benefits-of-an-employee-engagement-platform/">check out our blog</a>.
&nbsp;
<h3 dir="ltr">Gathering effective feedback &amp; data</h3>
Your <a href="https://www.tenspace.co.uk/blogs/employee-engagement-starting-your-survey-process/">survey design</a> affects the results you get. Design it wisely!
<ul>
<li dir="ltr" aria-level="1">
Survey too long - Employees get bored, leave short answers and are more likely to not complete.
</li>
<li dir="ltr" aria-level="1">
All one type of question - Employees get used to the repetitiveness of tick boxes and are less likely to think the question through.
</li>
<li dir="ltr" aria-level="1">
Surveys happen once a year - Employees get the impression that the survey is purely so the company can say they&rsquo;ve done it. After all, they haven&rsquo;t seen any action from the last one so who&rsquo;s to prove them wrong?
</li>
</ul>
&nbsp;
<h3 dir="ltr">How to design a great survey</h3>
<img src="https://lh6.googleusercontent.com/AC7UE3VreEnLhbn1K0RutobIHxHdvkd-fz4WmkRKXySNAsPwy0RZ3WnCXvndlrk3DNqzvFw_4vHzudxlb-ZA9uRUnfRD3jd3EvwLVbSXXOGJyyt7KBsr4qRJiFA8u3CeeeVavjf_S4REQlAJ2CcKr2c" width="241" height="241">
<ol>
<li dir="ltr" aria-level="1">
Your survey should be kept brief and contain only the questions that would elicit the most honest &amp; reliable answers. A typical Ten Space survey should take no more than 10 minutes to complete, our ideal is 5 minutes.&nbsp;
</li>
<li dir="ltr" aria-level="1">
To provide you with data points and written responses, we advise using a variety of scaled questions (0&ndash;10) with a few written feedback questions as well.&nbsp;
</li>
<li dir="ltr" aria-level="1">
Aim to keep the number of questions on your employee survey around 12-20. Better data quality and response rates will result from doing this as people won&rsquo;t lose interest.
</li>
<li dir="ltr" aria-level="1">
Do it often. We recommend every 3 months (every 6 months at the minimum).&nbsp;
</li>
<li dir="ltr" aria-level="1">
Switch up the topics to keep it interesting. It&rsquo;s great to have some data points to track from one survey to the next, employees don&rsquo;t want to take the same survey time and again. Keep it relevant and keep it interesting.&nbsp;
</li>
</ol>
Designing a great survey will allow your team to finish the survey in a reasonable amount of time and give them the opportunity to provide comments that are more in-depth.&nbsp;
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. 
&nbsp;
<h3 dir="ltr">Using your insights to increase engagement</h3>
The action you take from a survey is what matters most, not the survey itself. By not taking feedback seriously you risk losing valuable team members.&nbsp;
💡 Employees who don&rsquo;t feel comfortable providing upward feedback are <a href="https://en-gb.workplace.com/blog/employee-voice?t=b">16%</a> less likely to stay in their organisation.
<h4 dir="ltr">Tell a story</h4>
<img src="https://lh6.googleusercontent.com/fFX5xSjXCWZ5-9bZzxHHPLbg0WGyOaVfy6jqcWBtP0ixmEPLxpY_Fl7r_xgXZsz0D_O0Msl2Ux4r__jIjj3kRVIoeHcBswY3GN7EpfrtzSxWlFSsrayBK_WxUmf93LFa2jgVNxLfV2abSZMOdLrRXTs" width="241" height="241">
To get real value from the data that you&rsquo;ve collected, you have to dig through it and discover where you need to make changes. You need to locate both the strengths and weaknesses within your business.
<ol>
<li dir="ltr" aria-level="1">
Look for patterns - Are there areas in which your organisation scored low across the board? Identifying failings that are affecting employee happiness is key to moving the needle.
</li>
<li dir="ltr" aria-level="1">
Dissect the data - At an absolute minimum, you need to be able to segment the data by department. Not all teams work the same, and not all teams have the same concerns. Data creates stories at both an individual and a team level, so be sure to consider both.
</li>
</ol>
<h4 dir="ltr">Create a plan &amp; discuss</h4>
Once you&rsquo;ve identified patterns and drawn conclusions, it&rsquo;s time to talk to individuals one-on-one. Communication is at the heart of all successful businesses. It&rsquo;s important to talk about engagement and action planning regularly.&nbsp;
<ol>
<li dir="ltr" aria-level="1">
For decision makers - Is there time at board / leadership / management meetings to track progress and keep employee engagement high on the agenda? Not just the first meeting after a survey, but every one.
</li>
<li dir="ltr" aria-level="1">
For individual leaders - Take the time to sit down with employees and discuss what&rsquo;s keeping them engaged at work, and what (if anything) is holding them back. Give your employees structure, help them plan for the future, and act on what they tell you so you don&rsquo;t lose their trust.
</li>
</ol>
<h4 dir="ltr">Explore data with segmentation</h4>
Knowing specific teams or demographics who are less engaged than others can help to highlight retention risk &amp; drive specific actions.&nbsp;
You may find that there are key themes in smaller populations that emerge, which can have a huge impact on engagement overall when addressed.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/_13W2sUazlHjxUJo7k24Q_dHJMRKSJVFlIy4BpMOtOVc6zOmPfBoZxHcM7BswCf1ye-aHpVRR0vNP0p4dbMTWP39aPVK1wB7xElrphOjC0uFxsTrXYTnBWKF8tBcYC8Hx2ue6MFqE2wUJaQ1yzRNO5s" width="244" height="243">
There may be key areas, questions or themes that you might want to keep a close track on. You can build these into a dashboard or report that is regularly reviewed, so that progress can be monitored.&nbsp;&nbsp;
There is a word of caution when it comes to segmentation, it shouldn&rsquo;t come at the cost of anonymity. At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our <a href="https://www.tenspace.co.uk/platform/">platform</a>, this allows us to protect anonymity to create a safe space for employees to share feedback, but also to drill down to identify additional insights.&nbsp;
&nbsp;
<h3 dir="ltr">A final thought&hellip;.&nbsp;</h3>
Don&rsquo;t forget to survey regularly. Employees feeling left out or uninformed could be a huge barrier to engagement.
By surveying regularly and creating a continual flow of employee ideas and feedback, you can build up a great picture to help you take a proactive approach to retention and prevent talent loss.&nbsp; 
&nbsp;
At Ten Space we create bespoke 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.
Our dashboard gives you instant insights. We provide tools and support to help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

What is employee engagement? Understanding the key to unlocking a motivated and high-performing team.

How to measure Employee Engagement

Enhancing employee productivity, retention and satisfaction is vital to creating a happier workforce. One of the best ways to do this is through effective use of the right <a href="../../../../../../blogs/what-is-employee-engagement-/">Employee Engagement</a> Platform.
A good employee engagement platform will gather feedback from your teams.
A great employee engagement platform will give you the <a href="../../../../../../blogs/making-the-most-of-your-engagement-data/">data, insight and feedback</a> you need to enact real change in your organisation.
<h3 dir="ltr">&nbsp;</h3>
<h3 dir="ltr">5 Main Benefits of an Employee Engagement Platform</h3>
<img src="https://lh6.googleusercontent.com/KSQeJeHXmvEE6rfK3Y9CW-B2-7S_x0yq-llDDsk-Frx1UnWn5k7Gtdem5jiWHbJhb4fZDGU7TzPTJ5klg9ecTsf8T50WJZwY4ffOn3AWWDipOsdtBD-HB5fNu3KmxfMF0T6miOxM2xcJFtaFWzW_YVI" width="602" height="401">
<h4 dir="ltr">Anonymity:</h4>
<h4 dir="ltr">💡<a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/">74% of employees</a> said they&rsquo;d be willing to give more feedback if they were truly anonymous.</h4>
<img src="https://lh6.googleusercontent.com/VFovaUll7AEXMzSm_du4HSGyRqZWDOfNGCoi7733kAsnJi2dF5F2kFNdYNjKNSFy3MbplfcOwqDycVP_n57qOEhwp5DQcH9DNWMnHhDZ83_wFhcSx8pKplqy3kEPJDQyo-GoUnUSdRLXdbXiQoL5jM4" width="224" height="224">
If you want to get the best feedback, making sure that your employees know that what they share won't be traced back to them personally is crucial. If they don't feel safe to share their feedback, they may not be as open and honest.&nbsp;
Trust is incredibly easy to lose and much harder to build back. If breached, employees may even choose not to offer their thoughts at all.&nbsp;
Using a <a href="../../../../../../blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me/">third-party platform</a> adds an extra layer of trust. Employees are more likely to trust the confidentiality and impartiality of an external party, with a specialist tool rather than an internal system.&nbsp; 
<h4 dir="ltr">Instant Insights:</h4>
<h4 dir="ltr">💡 90% of business professionals prioritise&nbsp;<a href="https://www.gartner.com/smarterwithgartner/why-data-and-analytics-are-key-to-digital-transformation">data &amp; analytics</a> for successful digital transformation.</h4>
<img src="https://lh3.googleusercontent.com/z9IrlR-a1bBZZ4ZNI68YH8ugGVG2a8ipLhpyHfg7jazDfoNn4U8Gbs96N9TlfuBAs8R2J2s4_2_YVpYywpIBQrWvP0WAphajAl5J0Yf6WGKvycQC5INazxN1p2sZskVHMHK6fXM4YQBR6OZD2J0vHnA" width="220" height="220">
The instant insights provided by the Ten Space platform enables organisations to quickly identify trends, patterns and areas of improvement. You can watch your results coming in on our dashboard as your survey is happening.&nbsp;
Instead of spending hours or even days crunching numbers and organising data, HR and management teams can focus on analysing and interpreting the insights to make <a href="../../../../../../blogs/making-the-most-of-your-engagement-data/">data-driven decisions</a>.&nbsp;
The accessibility of instant insights promotes agility and responsiveness. That means you can show your teams that you are serious about using their feedback to create change and take action.&nbsp;
Carrying out surveys on a regular basis, means you have an continual flow of up to date and highly-relevant employee feedback to shape decision making and manage risk.&nbsp;&nbsp; 
<h4 dir="ltr">Accessibility:</h4>
💡 <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">1/3 of frontline workers</a> feel disconnected from their colleagues in HQ and <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">4 in 10 employees</a> feel their management is out of touch.&nbsp;
<img src="https://lh3.googleusercontent.com/BEyUpqP2in2DNJ7tgktbL4ErcBWM4WB8OKutGud8HMu5hVCmNaRzsQ2njHxhgzDVIF-GWET0XoTcuKk9LRArlygs5AxtIyvajzluqeGrgZUuIqtLuTqK-ORm7U3_1qovU3O6veNMzH90Y5xfpmQp69k" width="213" height="212">
Whether employees prefer WhatsApp, SMS or email, having a multi-channel approach ensures that you can reach everyone in the organisation.
For <a href="../../../../../../blogs/remote-hybrid-working-bridging-the-gap/">remote teams</a>, having a platform that promotes inclusivity makes it easier for all employees to stay informed, provide feedback, and actively participate in the engagement initiatives of the organisation.
<h4 dir="ltr">Support:</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">38% of employees</a> don&rsquo;t feel their manager knows them well enough to understand their full potential.
<img src="https://lh3.googleusercontent.com/B2__HbKQngYOFC_VZ0wjQsK3W81u2H4LLSKit7qi-uIC_e9agd5xk1TX0UIXSCy9zB20UZEu1RKZ0BAYzZLzafLYQFcIeFgAQnrgKCGULBHUXbbzsk8Y1FxIhc8LyDOsCyCwgJpXZ5ZOKN9qNlr7axc" width="214" height="214">
Employee Engagement Platforms offer guidance and tools to help organisations formulate <a href="../../../../../../blogs/employee-engagement-starting-your-survey-process/">effective survey questions</a> and design the best processes, ensuring that relevant and meaningful data is collected.
The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective can be extremely helpful to leadership and HR teams. We&rsquo;ll help you get to the heart of any issues you want to explore. We&rsquo;ll also help to keep your questions neutral so they aren&rsquo;t written in a way that would influence the replies, so you can be confident about the insight and feedback you&rsquo;ve captured.
<h4 dir="ltr">Segmentation:</h4>
💡 <a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf">38%</a> of employees planned to quit their job in the next six months to a year.&nbsp;
<img src="https://lh5.googleusercontent.com/cnisFQJyWlDtHQUcIl4Pq9xN8MKYnpv83XXRm3YrFF4O36YuEok8jfC6xLLv7WaqkkxK2EdRAj4laPQln-3oGLb6KwLtw50G-n71iHjLDQn1VXROGBWCc0GfX7jG6LbpH3HKPkMeWpZOP3VA_Lz0zvA" width="223" height="223">
A <a href="../../../../../../blogs/10-ways-that-our-feedback-platform-is-benefiting-businesses/">great Employee Engagement Platform</a> allows organisations to categorise and analyse data based on various criteria such as department, location, or demographics.
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.
We&rsquo;ll help you with segmentation of your data as part of the set-up process, to ensure you get the most out of each and every survey.&nbsp;
&nbsp;
<h3 dir="ltr">Getting Started with an Employee Engagement Platform</h3>
A successful organisation knows how to encourage team engagement and satisfaction at work. Utilise anonymous employee engagement surveys to collect honest and open feedback. Regular employee feedback and insights are vital tools to take action and build a fantastic workplace.
At Ten Space, we help organisations understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
Start your journey to high engagement with us by <a href="../../../../../../contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="../../../../../../case-studies/">case studies</a>.

Discover how to enhance productivity, create a positive work culture and strengthen employee experience & retention

Benefits of an Employee Engagement Platform

What is employee engagement? Understanding the key to unlocking a motivated and dedicated workforce.

What is Employee Engagement?

In today&rsquo;s fast-paced business world, organisations are under constant pressure to evolve, grow and expand. Revenue and profit will always be the most tracked measures of success in any profit-making organisation.
This need for growth and the focus on the bottom line, can often appear to come into conflict with other critical objectives, such as improving the employee experience. Occasionally this can even raise its head in the relationship between Operations and Human Resources (HR). HR &amp; People teams are responsible for ensuring that employees are happy, motivated, and engaged in their work, delivering at their best. Shaping up the EVP to make the organisation an attractive place to join and an even better place to stay. This involves providing a positive work environment, opportunities for development and growth, and shaping compensation and benefits. HR&rsquo;s ultimate goal is to create a workforce that is not only productive and high-performing, but also engaged, satisfied and fulfilled. Operations often have the same outcomes around productivity and high performance, but come at the challenge from a different angle, with different key performance indicators attached to their success. Operational teams are often focused on streamlining processes, reducing costs, and increasing efficiency. With time, cost and quality measures always in clear view.&nbsp;
&nbsp;
<h3 dir="ltr">A Win-Win</h3>
Whilst the time and money spent on employee experience can sometimes feel at odds with the revenue protection of Operations teams - the focus on employee engagement is actually a win-win for all.&nbsp;
Consider, Operations pushing for longer working hours or increased productivity from each employee. HR teams may use data and insight to be able to explore the true impact and make a more informed decision. Using data such as employee feedback insight, coupled with sickness statistics can create a solution which achieves both aims. Protecting the business from longer-term hidden costs of employee burnout or turnover. Similarly, HR advocating for policies such as flexible working hours may open up new opportunities for resourcing and talent pipeline to fuel operational efficiency.&nbsp;
&nbsp;
<h3 dir="ltr">The Ghost of HR Past</h3>
HR departments have often struggled to prove their Return on Investment (ROI) to the rest of the organisation. This was largely due to the lack of available data and insights that could demonstrate the impact of HR initiatives on the bottom line.&nbsp;
One area where HR teams have historically struggled to demonstrate ROI is in employee experience. Advances in technology and data analytics have enabled HR teams to access the tools and data needed to demonstrate the ROI of these initiatives more effectively.&nbsp;
For example, employee engagement surveys can provide HR teams with valuable insights into employee satisfaction and help identify areas for improvement. This data can then be used to develop targeted interventions that address specific concerns, risks and improve employee satisfaction, ultimately leading to increased productivity and profitability.
Similarly, leadership development programmes and training and development initiatives can now be evaluated more effectively using insights such as engagement levels, employee retention rates, promotion rates, and performance data.
By leveraging data and aligning with Operations teams on common goals, HR departments can demonstrate their value as strategic partners in driving business success. Together, these teams can make a compelling case for the time and money spent on initiatives that improve the employee experience and drive productivity.
&nbsp;
HR Partnering Operations If you feel you have more work to do to add proactive value into your operational teams, here&rsquo;s where to start:&nbsp;
<ol>
<li dir="ltr" aria-level="1">
<h4 dir="ltr" role="presentation">Communication</h4>
</li>
</ol>
Establish clear communication channels between the teams and encourage collaboration. This can help identify areas of overlap and enable both departments to work towards common goals. The HR business partner model was designed for this purpose, to ensure that HR remains close to those they impact.&nbsp;
Teams who communicate effectively in the workplace may see as much as a <a href="https://pumble.com/learn/communication/communication-statistics/">25% increase</a> in their productivity.
&nbsp;
<ol start="2">
<li dir="ltr" aria-level="1">
<h4 dir="ltr" role="presentation">Collaboration</h4>
</li>
</ol>
Focus on engagement strategy to ensure employees are motivated and engaged, to support in supercharging the team, improving productivity and driving growth. Operations can help HR by providing the resources and support necessary to implement policies and initiatives that improve employee experience.
&nbsp;
<ol start="3">
<li dir="ltr" aria-level="1">
<h4 dir="ltr" role="presentation">Clarity</h4>
</li>
</ol>
Create a culture of transparency and accountability, where both Operations and HR are held responsible for achieving their respective objectives and there is clarity on the common end goal. This can help ensure that decisions are made with the best interests of the organisation in mind and that gaps in priorities are resolved in a constructive manner.
A strong culture is crucial to attracting and retaining high-performing people in today's competitive business environment. This is especially true during times of economic uncertainty, where organisations may face pressure to reduce costs and cut back on resources.
<a href="https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-Deloitte/gx-core-beliefs-and-culture.pdf">88% of employees</a> believe a distinct workplace culture is important to business success.
It&rsquo;s important to create a culture that fosters employee engagement and provides opportunities for career development and growth. By investing in employee development and creating a positive work environment, organisations can retain their top talent and maintain business continuity.
By actively listening to employees and incorporating their feedback into decision-making processes, organisations can create a culture of trust and transparency. This, in turn, can lead to higher levels of engagement and increased productivity. HR teams can use tools such as employee engagement surveys and pulse checks to gain continual insights into employee sentiment and identify areas for improvement.
&nbsp;
<h3 dir="ltr">Employee Feedback</h3>
By establishing clear communication channels, encouraging collaboration, and promoting a culture of transparency and accountability, organisations can find a way to combine the priorities of Operational and HR teams to achieve long-term success.
Employee engagement surveys can be a really powerful tool to support both teams with data and insight. With reliable employee feedback, organisations can get to the root of what&rsquo;s holding them back and solve the problem before it progresses.
With the Ten Space platform, you can target specific problems by segmenting data into teams, creating bespoke question sets and sending the survey out at the best possible time via the most accessible channel.&nbsp;
For more on how our surveys can help your organisation, visit: <a href="https://www.tenspace.co.uk/solutions/employee-engagement/">https://www.tenspace.co.uk/solutions/employee-engagement/</a>
<h3 dir="ltr">&nbsp;</h3>
<h3 dir="ltr">Our guide to &lsquo;Next Level Employee Engagement&rsquo;:</h3>
We have put together a more detailed guide with hints and tips for taking your employee engagement to the next level.
<a href="https://info.tenspace.co.uk/next-level-employee-engagement">Click here to access the full guide</a>.
At Ten Space we work with our clients to amplify employee engagement, retention and performance.
Taking it to the next level, we can help you explore your employee&rsquo;s journeys to ensure you&rsquo;re optimising every part of the employee experience. Protecting the time and money you spend in areas such as onboarding, leadership development, rewards and benefits; helping you demonstrate ROI for the HR team on the activities you deliver.
&nbsp;
Contact us to help your teams deliver the future of your business: enquiries@tenspace.co.uk

The goals of HR and operations teams can sometimes feel at odds, but creating a “win-win” around common goals supports superior business success

The HR & Operations “win-win”

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

From employee 1 to 1,000

Who are the people that influence you the most in the workplace? Who are the teams or the roles that you understand the most about?&nbsp;
They are likely to be those that you spend the most time with. Whether that&rsquo;s in person or via tech, it&rsquo;s likely that you feel most connected to the people you interact with the most.&nbsp;
This is the crux of the challenge with remote and hybrid working.&nbsp;
We can often fool ourselves that we understand what is happening in teams across the whole organisation, but we&rsquo;ve only actually listened fully to those closest to us.&nbsp;
&nbsp;
Franklin Covey has a model called &ldquo;The Circles of Control, Influence and Concern&rdquo; - we can apply this to the workplace in a different way to help us demonstrate this point.&nbsp;
It shows us that those who are physically and metaphorically further away from us have the least influence on us. We may still be concerned about them, but it&rsquo;s likely that we understand the least about their day-to-day experiences.&nbsp;
If we don&rsquo;t understand their experiences, how can we know how engaged they are in the workplace?
&nbsp;
Here&rsquo;s the model in action:<img src="https://lh4.googleusercontent.com/fQSKnx5BNvFgmwc3caBnvgW3NEZrcbsKmOcauCW0NEWOYPgrxpsv0iFK2KB3_ZdE8KDkIAuzAy9gClfylqRe45YiBlCITtdVkxLgftawnKqPYyJlhiazuBmw4PfqU7tQuLMmauqiJPrLNwb9_8ns5rZx6t_6EnXGCLWMeZ5nzB0_OXvgflCkILU7tRHacQ" width="497" height="495">
&nbsp;
This presents a challenge when it comes to employee engagement and the experiences of remote and hybrid workers. How do we ensure that we understand their engagement and experience, so that we can enhance it?&nbsp;
How do we make them feel close to the organisation and engaged in our journey, without physical closeness?&nbsp;
The reality is that&nbsp;<a href="https://www.personneltoday.com/hr/engaging-frontline-staff/" target="_blank" rel="noopener noreferrer">1/3 of frontline workers</a>&nbsp;feel disconnected from their colleagues in HQ and&nbsp;<a href="https://www.personneltoday.com/hr/engaging-frontline-staff/" target="_blank" rel="noopener noreferrer">4 in 10 employees</a> feel their management is out of touch.&nbsp;
These ways of working may cause physical barriers to engagement. We need to work extra hard with these teams to overcome the barriers.
&nbsp;
<h3>Unifying Your Teams</h3>
This is where technology and anonymous employee feedback surveys can play a role. Using a survey that is accessible to all can provide a key part of a layered feedback strategy. It creates a clear employee voice for remote and hybrid teams.&nbsp;
When developing your survey, tell your team that you value their input and that you are asking about the things that would be most helpful to them.&nbsp;
Running regular surveys, with targeted questions, means that you will have a consistent flow of insight and feedback from those that you are least likely to see. All employees can share their voice in the organisation no matter how or where they work.&nbsp;
For bonus points, you can really target the remote and hybrid employee experience.&nbsp;
Focus on what it means to work in this way in your organisation. A recent study proved a&nbsp;<a href="https://hbr.org/2022/03/research-how-employee-experience-impacts-your-bottom-line?registration=success" target="_blank" rel="noopener noreferrer">150% ROI</a> on additional investment in employee experience - so the numbers stack up.
We use email, SMS &amp; WhatsApp in our surveys. This makes them accessible to remote &amp; hybrid working teams, not just those on email - who are most likely to be in your circle of influence.&nbsp;
&nbsp;
We'd love to talk with you about how we might help if some of this applies to your current remote or hybrid model of operation or if you are switching to a new method of working.

The Circles of Control, Influence & Concern

Remote & Hybrid Working - Bridging the gap

I'm Aimee, an apprentice in digital marketing and a part of Gen Z. I&rsquo;ve written this article to assist leaders in understanding the most effective approaches to engage Gen Z workers. In order to generate six ideas and methods on how to engage your Gen Z employees, I combined extensive research with my personal experience.
Generation Z, sometimes known as "Gen Z" (those born between 1997 and 2012), are starting to alter how businesses operate. We are the first generation to have grown up with the internet and social media. It can be difficult to engage workers, especially those in Generation Z. Companies need to understand how Gen Z differs from other employees. This will make it easier to recruit the newest talent and your future leaders.
Here are some strategies for engaging your Gen Z staff:
&nbsp;
<h3>Leverage Great Technology</h3>
As digital natives, Generation Z, thrive on social media and electronic communication. Utilise modern technologies to aid in communication, teamwork, and building relationships.&nbsp;
The following are some examples of employee engagement tools that will benefit Gen Z workers:
<ul>
<li>Tools for teamwork: Slack and Miro</li>
<li>Digital learning: Work at your own pace and customise learning with Google Digital Garage</li>
<li>Online meeting tools: Zoom, Teams, and Google Meet&nbsp;</li>
<li>Technology for&nbsp;<a href="https://www.tenspace.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">employee feedback</a></li>
</ul>
&nbsp;
<h3>Support Development</h3>
Gen Z workers are motivated and aspirational. We value chances for professional development.&nbsp;<a href="https://www.pearson.com/content/dam/one-dot-com/one-dot-com/global/Files/news/news-annoucements/2018/The-Next-Generation-of-Learners_final.pdf" target="_blank" rel="noopener noreferrer">Two-thirds</a> of Gen Zers said that their goal in life was to make it to the top of their profession.&nbsp;
Keep us engaged by demonstrating your dedication to our development and progress. Create chances for us to develop.&nbsp;
Here are a few options for how to go about it:
<ul>
<li>Provide visible &amp; accessible career path options within the company</li>
<li>Offer leadership training</li>
<li>Prepare employees for greater responsibilities</li>
</ul>
It's crucial that you let us know you have faith in our ability to expand the business. There are instances when our leaders don't respect Generation Z. Because of this, we can lose respect for the company, which might lead to retention problems.
I worked for a well-known fast food restaurant when I was 18 years old. They would assign me numerous daily duties that had a significant influence on the store. But none of my ideas were taken seriously. Ideas that would improve customer happiness while also enhancing workflow and engagement. I "didn't know what I was talking about," they claimed. They stopped by maybe once every four months throughout the two years I spent working there. I knew what I was talking about. One of the reasons I and so many others my age left was because of their persistent downplaying of my ideas.
&nbsp;
<h3>Encourage Transparency</h3>
Technology allows Generation Z to learn anything they want to know about your business. Even during the interview process. A culture that promotes transparency will increase their engagement as employees.&nbsp;
There are a few techniques to improve transparency in your organisation:
<ul>
<li>Encourage leaders to communicate openly and honestly</li>
<li>Set definite objectives and expectations.</li>
<li>Give staff opportunities to get to know one another&nbsp;</li>
<li>Share your culture on social media frequently and openly</li>
</ul>
When applying to jobs, I always check the reviews from people that work / have worked there. It&rsquo;s the best way to get an insight into what it&rsquo;s like to work there before you&rsquo;re already in.&nbsp;
I had used Glassdoor to look at one of the company&rsquo;s I was thinking of applying to. The ratings weren't very good. There seemed to be a toxic culture at the organisation.&nbsp;
I decided to apply anyway, thinking that I would utilise this to hone my interview techniques. They did make me an offer, but I declined it. I wasn't planning on working in a toxic environment.&nbsp;
By being transparent with their employees, this company would have solved their culture problem and I might have made a different decision.
&nbsp;
<h3>Celebrate Diversity &amp; Inclusion</h3>
It&rsquo;s important to celebrate the diversity in the workforce. Gen Z is the most ethnically diverse generation yet. We have high expectations in this area, so make sure you are demonstrating to us that you care about D&amp;I if you want to keep new talent interested.&nbsp;
Do this by:
<ul>
<li>Showcasing the company&rsquo;s approach on social media</li>
<li>Allow employees to share their interests, special skills, etc.</li>
<li>Create a safe and inclusive workspace, where diversity is celebrated</li>
</ul>
When looking for jobs / opportunities, one important factor I consider is the company's D&amp;I policy. Like many members of Generation Z, I don't want to work with people who have the exact same beliefs as myself.&nbsp;
It's important to surround yourself with people who, in their perspectives and experiences, differ from you in order to expand your own knowledge. This is the best way to succeed.&nbsp;
A business that values diversity and inclusion is urging its staff to push one another and grow. This can create an extremely engaging environment.
&nbsp;
<h3>Company Mission</h3>
Employee engagement is&nbsp;<a href="https://www.forbes.com/sites/williamcraig/2018/05/15/the-importance-of-having-a-mission-driven-company/?sh=cd30a603a9c1" target="_blank" rel="noopener noreferrer">higher</a> when they feel their work is in line with the company's objective. Gen Z is not an exception. Gen Z is more likely to be engaged if the organisation shares their interests and passions.&nbsp;
Highlight the mission of your organisation in:
<ul>
<li>Departmental and corporate meetings</li>
<li>Small-group discussions</li>
<li>The company newsletter</li>
</ul>
Don't forget to check that your team is moving in the same direction on a frequently. That laser-like focus on the future gives Gen Z a compelling "why" and enables them to match their personal beliefs with those of the organisation.
While one organisation I worked for liked to boast about its goal, it was never truly used there. They used it to appear more progressive than they actually were, almost like a broken promise.&nbsp;
In addition to being a toxic workplace, the company's values appeared to be shifting continuously. This made it very challenging for me to be motivated at work and ultimately led me to decide to quit.
&nbsp;
<h3>Regular Feedback</h3>
Gen Z expects feedback frequently. This could be an effect of the immediacy that digital platforms provide.&nbsp;<a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">66%</a> of Gen Z employees said they needed feedback from their supervisor every few weeks or more to stay at their job.
They like regular feedback because it enables them to stay on task at work. Consider:
<ul>
<li>Regular performance reviews</li>
<li>Scheduled 1:1s</li>
<li>Opportunities to interact with senior leaders</li>
<li>Ongoing coaching from managers</li>
</ul>
We also expect to be able to provide feedback. So creating an opportunity for us to have a clear voice in the organisation is key to continued engagement.
In earlier positions, I've provided and gotten employee feedback. Observing how different generations responded was quite fascinating. Gen Zers would ask for feedback more often.
I thought it would be beneficial for my growth to find out how I could improve. Regular two way feedback is a key part of our ways of working at Ten Space and I really thrive from this approach.
&nbsp;
Gen Z are just beginning their careers. As they begin to take up larger portions of your company, it will become more and more important to keep them engaged.&nbsp;
An employee engagement survey is a smart way to evaluate the success of your initiatives. To ensure a higher employee engagement rate, you can better connect your strategies with the employees using the results you obtain.
Use our employee feedback survey to learn more about engagement. We can assist you with identifying your Gen Z audience (and others), understanding their specific engagement needs, and determining where you may need to adopt a new strategy to gain the most engagement and performance boost from your efforts.
&nbsp;
If you&rsquo;d like to understand more about how we can help you with team retention, engagement and performance, you can find out more about the work we do here:&nbsp;<a href="http://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

I’m a Gen Z apprentice. Here’s 6 ways to keep me engaged

Engaging Gen Z - 6 Tips

Employee Value Proposition (EVP) - what does your organisation stand for &amp; why is it unique?
We hosted a webinar on EVP in November. Check out the&nbsp;<a href="https://youtu.be/fChhH7hlhHg" target="_blank" rel="noopener noreferrer">recording here</a>. Plus if you want some help in getting started with your EVP, you can find our Action Plan Builder at the bottom of this blog.
A strong EVP will help retain top performers and attract the best external talent.&nbsp;
Your organisation is distinctive because of its values, culture, and benefits. Your EVP is what sets you apart from the competition, even if you make the same goods or offer the same services.
Your EVP should have a combination of rewards and benefits that employees are given in return for performing well at work.
A compelling EVP includes:
<ul>
<li>Compensation</li>
<li>Work-life balance</li>
<li>Stability</li>
<li>Respect</li>
<li>Location</li>
</ul>
&nbsp;
<h3>Importance of a Great EVP</h3>
These initiatives can boost productivity, raise earnings, give workers a better working environment, and lower staff turnover.
By delivering on your EVP you can decrease employee turnover by&nbsp;<a href="https://www.gartner.com/en/human-resources/insights/employee-engagement-performance/employee-value-proposition" target="_blank" rel="noopener noreferrer">nearly 70%</a>.&nbsp;
Here are some strong examples of Employee Value Propositions:
&nbsp;
<h4>1.HubSpot</h4>
&lsquo;Your best work starts here&rsquo;, according to HubSpot's EVP. Their benefits page supports that claim. The main goal of HubSpot's EVP is to &ldquo;help you be the best 'you' that you can be" by striking a balance between work and personal obligations.
It&rsquo;s open about its priorities and offers a document of more than 100 pages called the "HubSpot Culture Code" that describes in detail how this culture is put into practise.
&nbsp;
<h4>2.Nike</h4>
"Win as a team" is one of Nike's EVP headlines. Nike's culture places a strong emphasis on achieving athletic innovation with a team mindset.
Its "team mindset" is consistent in how it handles benefits and compensation.
&nbsp;
<h4>3.Gartner</h4>
The five pillars of Gartner's EVP are:&nbsp;challenging work; talented people; limitless growth; community impact; and big rewards. The company's EVP encourages employees to "live well - in all parts of your life."
&nbsp;
<h3>Review your current EVP</h3>
Examining what you currently have in place is an excellent way to start when reviewing your EVP. Try to look at some of these things with objectivity and think about how your present or future employees could perceive them:
<ul>
<li>Employee engagement, employee voice and culture</li>
<li>Benefits and package</li>
<li>Vision, mission, values and goals&nbsp;</li>
<li>Career development and investment in personal development&nbsp;</li>
<li>Social media and online presence&nbsp;</li>
</ul>
You may already be developing an action plan to strengthen your EVP. If you want to dig a little deeper with your evaluation, take into account the following:
&nbsp;
<h4>1. Using the right tools</h4>
Learn what makes working for your company special, and why current employees choose to stay. You can use existing perceptions to improve your EVP once you've identified them.
Conduct an&nbsp;<a href="https://www.tenspace.co.uk/blogs/employee-engagement---starting-your-survey-process" target="_blank" rel="noopener noreferrer">anonymous employee engagement</a> survey to learn what matters to your team, what motivates them, and why they stick with your company.&nbsp;The information you collate should reach all aspects of your organisation.
Consider more factors than just benefits and compensation when conducting this research. Determine the rewards and intangible experiences that employees cherish.&nbsp;
To make sure you're asking your employees the correct questions and gaining a clear picture of how they see your organisation, we use our four engagement pillars:
These pillars are:
<ul>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Wellbeing</a></li>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Fulfilment</a></li>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Leadership</a></li>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Connection</a></li>
</ul>
At Ten Space, we&rsquo;ll also help you to use your employee feedback to create social media content, to take your culture online.&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">Book a demo here</a> to begin your path to a maximised EVP.
Our employee feedback surveys frequently address the important topic of recognition, with many employees reporting a mismatch between their expectations and their actual experiences. According to&nbsp;<a href="https://blog.hubspot.com/marketing/11-employee-feedback-statistics#:~:text=Did%20you%20know%20that%20receiving,efforts%20were%20being%20better%20recognized." target="_blank" rel="noopener noreferrer">69% of workers</a>, employees would work harder if their efforts were valued more, and&nbsp;<a href="https://www.tenspace.co.uk/blogs/space-hr-feedback-500-mar22---topic-recognition--employee-engagement" target="_blank" rel="noopener noreferrer">our own research</a> supports this claim.
Recognition, which is free, reflects and reinforces your company culture. It increases engagement and performance while giving your employees a sense of value.
According to "The State of Employee Appreciation," businesses who give individual or team recognition saw a&nbsp;<a href="https://www.zippia.com/advice/employee-recognition-statistics/" target="_blank" rel="noopener noreferrer">14% increase</a> in performance.
For 3 key points to getting recognition right in your team,&nbsp;<a href="https://www.tenspace.co.uk/blogs/3-keys-points-to-getting-recognition-right-in-your-team" target="_blank" rel="noopener noreferrer">check out our blog</a>.
&nbsp;
<h4>2. Communicate the message</h4>
When you&rsquo;ve completed your research, collate the data. Your employees' top core values and distinguishing characteristics will be easy for you to identify.&nbsp;
Think of these as the superpowers of your company!
These superpowers will enable us to create a statement that summarises your EVP.
Your writing should be clear and concise. It should be clear what matters most to your staff members, why they stay, and what your company does that is exceptional in your industry.
Find innovative and pertinent ways to explain your EVP to the audience you are attempting to attract after it has been defined.
Here are a few ideas:
<ul>
<li>Hiring Channels&nbsp;- Employer websites, advertisements, and the interview process. Prospective employees can assess whether they would be a good fit for your company.</li>
<li>Branding, PR &amp; Marketing -&nbsp;These strategies will aid in creating a favourable impression of your organisation among the passive labour market.</li>
<li>Bringing it to life -&nbsp;If you claim to support work-life balance or ongoing development&nbsp; but do not offer training, career advancement, study leave, or flexible working hours, your workplace's reality falls short of your promise.</li>
</ul>
&nbsp;
<h4>3. Refining</h4>
Measure the effectiveness of your EVP frequently, and keep it evolving to meet the needs of your people and the market now and in the future.
You should:
<ul>
<li>Keep an eye on candidate applications and employee retention rates because they can provide excellent cues as to when you should make changes or take action.</li>
<li>Make sure current employees are consulted at all stages of their employment with you, not only after the first 12 months. Continue to pay attention to them.</li>
<li>Conduct frequent employee engagement surveys to stay current on what matters to your teams and where you are succeeding and failing.</li>
</ul>
Every year, review your EVP. If necessary, change your employment proposition to make sure it is relevant and embodied in your employee&rsquo;s day-to-day experience. When necessary, restructure your EVP to more accurately reflect employee expectations.
Success comes from your team's alignment with the organisation's EVP. A highly engaged team is still only one step away.
&nbsp;
<h3>EVP Action Plan Builder</h3>
As promised we&rsquo;ve attached our EVP Action Plan Builder which can help you turn your Employee Value Proposition into an attraction &amp; retention tool.
<a href="https://drive.google.com/file/d/12LwAb_oKcCUTB7p5CEj0ieP5Uth4PKgV/view?usp=share_link" target="_blank" rel="noopener noreferrer">Download Now</a>
&nbsp;
Ten Space can help you to review your EVP. Contact us directly to see how we can help you at&nbsp;<a href="mailto:enquiries@tenspace.co.uk" target="_blank" rel="noopener noreferrer">enquiries@tenspace.co.uk</a>. For more info on how you can create an incredible workplace, check out our&nbsp;<a href="https://www.tenspace.co.uk/blogs" target="_blank" rel="noopener noreferrer">blogs</a>.&nbsp;

Turn your Employee Value Proposition into an attraction & retention tool

Attract & Retain with your EVP

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

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

EVP to the MAX

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

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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>

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

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

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

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

How it works

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

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


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

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


Build your employee engagement strategy

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

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

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learn more about employee experience &amp; retention

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

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

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

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

<h5 class="heading mt-4 aos-init"> Take employee feedback to the next level</h5>If you're already gathering employee feedback but want to do more, we can show you how.

<div>The Ten Space survey platform does the hard work for you, reducing months of data collection and analysis into minutes.</div>

<div>Our survey platform delivers feedback surveys to gather responses back quickly for super-quick analysis and faster action.</div>

<div>Employee surveys, that allow you, your HR team and your leaders to focus on what they do best - building engagement and creating change.</div>

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Choose the plan that suits you

<ul><li>Access for up to 250 team members</li><li>Bi-monthly engagement surveys</li><li>Industry specific questions</li><li>Real-time results and analytics</li><li>Result segmentation, tracking &amp; comparisons</li><li>Suggested actions from experts</li><li><a href="/employee-engagement-model/">The Ten Space employee engagement model</a></li></ul>

<div class="text-center"><a>Find out more about advantage</a></div>

Fast and powerful engagement surveys

advantage

<ul><li>For all sizes of organisation</li><li>Advanced AI analytics</li><li>Build your own surveys</li><li>Distribution via email, WhatsApp &amp; SMS</li><li>Customisable data segmentation</li><li>Targeted surveys based on segmentation</li><li>Customised dashboards</li><li>Track key parts of the employee journey</li><li>Permissions based reports</li><li>Dedicated engagement managers to help you get the best results</li></ul>

For larger teams with dedicated requirements

enterprise

Build question sets unique to your business to get to the heart of the problem.

Set surveys to deliver when you want, to whoever you want, where you want.

Your business is comprised of lots of different teams that work in different ways.

Our platform is customisable to fit the needs of every part of your organisation.

Ten Space AI summaries reduce days of data analysis into seconds of processing. In a few clicks the key themes of your survey are summarised, allowing you to identify the parts of your business that need help. 

Simple, clear, easy to understand dashboards for faster desicion making.

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

Agile businesses need a flexible and inclusive approach.Ten Space reaches the parts that other platforms can't, using Whatsapp, SMS &amp; Email to gather employee feedback.This leads to higher participation and a more inclusive experience, capturing the data from all your people, easily.

The Ten Space survey platform offers a data-driven approach for HR professionals. You can easily design, gather and analyse real feedback from your across your business in real-time. 

Listen to HR Director's Cut - insight into your dilemmas, conundrums and questions

Engage your team to deliver the future of your business today. From only £3 per employee per month. Whether you're starting your employee engagement journey or taking your people strategy to the next level, we can help.

Capture and utilise diversity data to enhance your culture. Capture diversity data in an efficient and safe way. Explore diversity, equity, inclusion and belonging in your organisation. Ten Space supports your DEIB strategy. We can help you capture diversity data from your team in an efficent way to enhance your people data.

Elevate engagement. Retain talent. Supercharge performance. An engaged workforce helps businesses achieve so much more. The Ten Space survey platform captures the insights you need to understand employee engagement &amp; culture across your organisation. Take action &amp; drive change.

Create exceptional employee experiences. Optimise engagement. Supercharge your EVP. Let us take you on a journey.... Explore the experiences of your employees. Ten Space can help you to explore the journeys your employees take as they join your organisation, all the way through to when they leave.

Accelerate the performance of your teams to drive business performance. Explore what is driving, or holding back, your teams from delivering high-performance. We can help you explore high-performance in your organisation. Using our performance-focused surveys, we can help you uncover what is holding a team back from achieving their full potential.

Our monthly subscription fee includes our intuitive survey platform and wrap around service.

Ten Space fully supports your Diversity, Equity, Inclusion, and Belonging (DEIB) strategy in the workplace. We offer comprehensive solutions to help you efficiently capture diversity data from your team, thereby enriching your people data. Additionally, our platform enables you to explore the topics of diversity, equity, inclusion, and belonging within your workplace culture, providing valuable data and insights to inform and enhance your DEIB strategy.

Ten Space equips companies with the necessary resources, tools, knowledge and information to create the ultimate diverse and inclusive workforce. Our platform offers analytics and insights that enable organisations to develop and implement effective DEIB programs. From setting goals on equality to attracting diverse candidates during the hiring process, we provide solutions that address gender, race, ethnicity, and other dimensions of diversity.

Leveraging our data capture platform, we ensure that the process of collecting DEIB data is efficient, safe, and secure. Our platform is designed to capture data in a clean and organised manner, ready for your analysis and utilisation.

With our DEIB focused surveys, we enable you to capture the essential data and gain insights that support your DEIB strategy. We can explore general engagement across different demographics, or we can specifically focus on diversity, equity, inclusion, and belonging as central themes, allowing you to delve deeper into this critical area of culture.

As a trusted third-party platform that captures feedback anonymously, we provide a safe space for your employees to share their experiences and provide valuable feedback. This anonymity fosters an environment of authenticity and trust, enabling you to build an accurate and comprehensive picture of the insights you need to drive your DEIB initiatives.

We understand that your DEIB strategy is an ongoing journey, not a one-time event. That's why we help you regularly capture feedback and insights, allowing you to track your progress over time. By monitoring and analysing this data, you can demonstrate the impact and return on investment of your DEIB efforts, ensuring continuous improvement and advancement.

An engaged workforce helps organisations achieve their goals. Ten Space captures the valuable insights you need to build a positive culture through high employee engagement. Your people managers and leaders can easily identify and address those critical issues preventing high engagement and build a culture that everyone buys into.

Ten Space empowers organisations to unlock the full potential of their employee engagement strategy. By utilising our platform, people managers and leaders can leverage their knowledge, experience and approach to drive positive change throughout the workplace. Effective communication, addressing challenges and fostering a supportive culture are integral aspects of our platform, enabling you to build a thriving organisation that values its employees. With Ten Space, you have the necessary insights and data to prove the impact of your employee engagement strategy and continuously improve the employee experience.

"Ten Space help HR teams identify and resolve retention hotspots quickly. The data helps you improve every stage of the employee journey including hiring, onboarding, probation, reviews and exit interviews to continuously improve the employee experience and reduce retention risks"

<div><h3 class="heading pb-4">What is the Employee Engagement model?</h3>Some believe engagement is solely about having happy employees, but engagement goes beyond this. Enhanced employee engagement reveals itself when your employees reach their full potential and deliver exceptional performance at work.At Ten Space we use a simple model. It helps you explore engagement in your organisation. It shows you where you already excel and where you need to focus to improve.</div>

When your employees feel connected to the mission of the company, their engagement improves significantly. They find meaning and purpose in their work, knowing that their efforts contribute to something larger than themselves. They become more invested in the success of your organisation, leading to higher productivity, increased job satisfaction and a stronger sense of belonging within the team.

A great leader inspires and motivates their team members, earning their trust and respect. They provide clear direction, guidance, and support, allowing employees to perform their best and reach their full potential. A great leader creates a sense of empowerment, job satisfaction and loyalty among the team, leading to enhanced employee engagement and overall success.

 Employee engagement improves when your employees feel fulfilled in their role. When individuals find their work meaningful and aligned with their values, they are motivated to invest their time and energy into their work, going above and beyond to achieve goals. This positive mindset and attitude contribute to increased productivity, stronger teamwork and a happier work environment, ultimately enhancing overall employee engagement.

The highest-performing teams have one thing in common: psychologically safe workplaces. Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.

Ten Space is the platform to gather regular employee feedback. Every month, your employees are able to offer the feedback and insight you need to create positive change throughout your organisation.

The Ten Space engagement model underpins the data. It ensures a consistent approach to capturing feedback that can be measured over time. Our platform helps you build the perfect question set to understand the real issues preventing high engagement. 

 Ten Space does all the hard work, saving you days of admin. Questions are sent via email, WhatsApp or SMS and responses are gathered back in the platform. No matter where your employees are or how they work, there is always an easy way for them to provide their feedback. 

See responses as they're being submitted. Our dashboards display real-time information for you and your managers to access valuable insights at any time. This allows you to spend less time collating data and more time taking the actions that matter to build higher engagement.  

The Ten Space way

Retaining your best people is all about understanding the individual and collective journeys they're on. Ten Space allows you to predict retention issues before they occur and prevent your top talent from leaving.  

The Ten Space survey platform allows leaders to seamlessly follow their employees' journeys within the organisation, gaining invaluable insights into their professional growth and development. The platform provides a unique ability to monitor employee sentiment through live data streams from surveys, enabling leaders to make informed decisions to enhance workplace satisfaction.

All of your employees are on a journey. Even before they work for you, they're building an impression of your organisation through the hiring process. Common experiences for all employees may include hiring, onboarding, probation, promotion and exit. Ten Space allows you to unpack the employee experience at each stage of the journey, helping you improve the experience for future employees. 

Ten Space provides a highly customised in-depth feedback loop to understand which parts of your HR initiatives and processes could be causing retention issues. Our platform sends our feedback surveys at critical times to gather sentiment and understand feeling. At every step, you'll gain a true understanding of how employees really feel and what retention risks exist.

Ten Space makes the process of collecting feedback really easy. Our platform allows you to build and launch custom feedback loops that can analyse specific journeys being experienced in all parts of the organisation. You can customise your questions to gain a deep understanding of employee experiences. And our AI summaries make it easy to analyse retention hotspots at all times.

At any time, your HR team can log into Ten Space and view our feedback dashboards. Our customer success team will hold regular reviews and insights sessions with you, so you feel fully supported. We'll help you to get the most out of the insights you've captured and support you in taking the next steps to further enhance employee satisfaction. 

The Ten Space way

Ten Space assists you in exploring high-performance within your organisation. Leveraging our performance-focused surveys, we enable you to achieve your goals and unlock the full potential of your teams. Our platform helps you identify the unique qualities that make a team exceptional, empowering you to replicate and build upon their success. Analysing performance culture team by team in organisations where performance matters.

Ten Space equips you with everything you need to drive team performance and achieve success. By leveraging our platform, you can assess and enhance the culture, communication, management, individual commitment, projects and processes that contribute to team effectiveness. Through comprehensive performance evaluation metrics and insights, you gain a deeper understanding of your teams and can make informed decisions to drive improvement and productivity.

Utilising our performance-based question sets we’ll help you understand how to assess performance in organisation. We guide you by asking the right questions to extract the necessary insights on performance evaluation for teams. Whether your team operates in creative, technical, administrative, or sales-focused areas, we tailor the process to fit your team's specific requirements.

We assist you in segmenting your team data, enabling you to gain in-depth performance insights and understand the trends that impact team effectiveness. Our intuitive dashboard helps you quickly identify key insights from your results, allowing you to focus on actionable steps and next moves.

Harnessing the power of Ten Space as a trusted third-party anonymous platform, we provide a safe space for employees to share any challenges, barriers, or catalysts that affect their performance. This way, we foster a climate of openness, encouraging individuals to provide candid feedback that can uncover valuable insights.

We can help you integrate communication and training needs analysis into your surveys, allowing you to gather ideas and solutions directly from your team members. By capturing this information, you gain a clear understanding of work expectations and where your team would like you to focus your efforts to improve performance culture. There are no limitations or holding back when it comes to taking action.

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

Capture and utilise diversity data in an efficient and safe way to enhance your culture.  

Capture the insights you need to understand employee engagement &amp; culture across your organisation.

Create exceptional employee experiences. Optimise engagement. Supercharge your EVP.

Accelerate the performance of your teams to drive business performance

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