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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

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

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

Exploring the Gap: Employee Engagement Responsibility in LinkedIn Job Adverts

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

Exit Interviews... Is ignorance bliss?

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

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

EVP to the MAX

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

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

You&rsquo;ve completed a great survey, you&rsquo;ve got tons of insightful feedback. But what do you do now? How do you make the most of your employee survey results?&nbsp;
By not taking feedback seriously you risk creating a poor culture, or losing valuable team members, so you need to take action!&nbsp;
💡 <a href="https://en-gb.workplace.com/blog/employee-voice?t=b">Employees who don&rsquo;t feel comfortable</a> providing upward feedback are 16% less likely to stay in their organisation.
There are some steps you need to take that will show your employees that you&rsquo;re using their feedback to improve the employee experience. After all, you asked for their feedback for a reason - you want employees to know that you hear them and value their input.
&nbsp;
&nbsp;
<ol>
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Review the Results</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/cznqliyPndDRw2qYNnByiLY1qPH1-X15kseDScYDx7nO84T8Wdxeo-DrAGI9JbV23EOxMw1ZEZIwR3T5ZbrXgrHnRUSI_TqpKZJQEE9UkwgDyM0iKwJp55G3N1WnajJMiMV0n0rAFOqwE8UgY1j52Ws" width="211" height="211">
You can help gain extra insights from your results by analysing them effectively. It can help leaders connect with the feedback and understand the action that they need to take next.&nbsp;
Consider key themes, quick wins and longer term big wins from each survey.
Look for patterns - Are there areas in which your organisation scored low across the board? This is an obvious place to start. Identifying gap that are affecting employee happiness is key to moving the needle.
Dissect the data - 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.
Consider any key demographics in the data if your survey data set is large enough. A key insight we often find in surveys is the difference in engagement levels based on length of service.&nbsp;
The insight this can bring can contribute hugely to retention strategies and understanding a typical career cycle in your organisation.&nbsp;
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.&nbsp;
At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our platform, 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.
 
<ol start="2">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Create an Action Plan</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/YMR7JthiQf5pn7jaAKc-7_o2aciPc-ZfTGFDXCN3UhnlnEyoK6o7fzXtV1m5rOuUhXhLAp7q9vMZtyJtcraLASpDxJ2CkI1qdRion-4GL_ZKj2ZRRU9KIOu-dr0xxKLIxan1zsliJ_y2bYy32M4gbyU" width="216" height="215">
Once you&rsquo;ve understood what the data is telling you, it&rsquo;s time to create an action plan. This can often be split into &ldquo;quick wins&rdquo; and longer term action that may need more time and resources.&nbsp;
It&rsquo;s also likely you&rsquo;ll identify actions that apply across the whole organisation, or to specific teams and demographics.&nbsp;&nbsp;
It&rsquo;s important to talk about engagement and action planning regularly. This keeps momentum going and keeps accountability for progress high.&nbsp; 
<ol start="3">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Communicating to employees&nbsp;</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/_wxK9_Ry3zrw4Kt6g27RW2qz9Jq588QHfgKlKKusWGNldmuK0Oh-Xx4wbkNMyzQfBUTIuar5JCm8T4TZzV9YvWuWJrjj36HxLweMgjxkoJm1oyhWpLWe_sCFl4FGLpvZMzoR4UlVmRKlxxd3zQS8IPg" width="227" height="227.85660377358496">
Employees who have taken the time to complete a survey, will want to know what the outcomes are and what happens next.&nbsp;
There is often immediate messaging we can give to employees, to share findings and themes and what the key next steps are. This might be an organisational wide communication, where everyone receives the same message.&nbsp;
Think about the best channel to share this based on your population to maximise the impact.
In our experience this communication has the best impact when it comes from the leaders at the top of the organisation. Showing ownership and interest in employee feedback and making progress.&nbsp;
From there it might be that line managers speak with their teams and help them to understand the findings and impact on a local level. Helping employees understand the &ldquo;so what&rdquo; for them, helps them connect to the outcomes.&nbsp;&nbsp;&nbsp; 
<ol start="4">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Do it Regularly</h3>
</li>
</ol>
<img src="https://lh6.googleusercontent.com/9-8ZMIc_V9U2vHUpB-nxRMZgFK0UHH5f_8xi9XFqtSPobyu4pu269428c8oNN0wjRJFIVvz-X8ya5zLAmZceLZNF9UMt4R7oc-Gd_dASLc759Bay_JcvK74ARd_Hel6YA_pETnmOEmxXv3-qRQgv6qY" width="229" height="227">
By surveying regularly, you stand a better chance of preventing problems that lead to poor culture and resignations as you are building up patterns and collecting regular data, at the moment it is happening.&nbsp;
Really getting to grips with employee feedback data can even help to predict issues before they arise.&nbsp;
Through anonymous feedback, your teams are given a voice and when they see action coming from their feedback, they know their voice is being heard.
Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates, engagement levels, healthy culture and ultimately employee retention.
Good luck with your next steps and actions!&nbsp;
 
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="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>.

You didn’t run the survey just for fun - you want employees to know that you hear them and value their input. Here are the 4 next steps…

Employee Survey Results: The next steps

To put it in its simplest form: <a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">Employee engagement</a> is the level of commitment, enthusiasm and dedication employees have towards their work and the organisation.
Some believe engagement is solely about having happy employees, but true engagement goes beyond this. Enhanced employee engagement reveals itself in employees reaching their full potential and delivering exceptional performance at work.
High engagement occurs when employees are channelling that happiness and energy into achieving the goals of the business. This speeds up<a href="https://www.tenspace.co.uk/blogs/taking-charge-of-your-own-engagement/"> individual</a> and<a href="https://www.tenspace.co.uk/solutions/team-performance/"> team performance</a>.
&nbsp;
<h2 dir="ltr">Measuring employee engagement</h2>
You don&rsquo;t NEED to <a href="https://www.tenspace.co.uk/blogs/how-to-measure-employee-engagement/">measure employee engagement</a>, but we think you should!&nbsp;
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.
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;
&nbsp;
<img src="https://lh5.googleusercontent.com/4xaX9AvT-z62Km8k7oZ74HRCpRqPqWsP-goijJHko-HcJSHDv0qqKDZ3UP3GxSi7-9zLyfw9X1SvK2-XcF3AcOxPiW5XSXr0STFBrr1XqySx9l1t7g4p-xdvhiJDDnUB68NK9RhuGtFOD5-85llFK4o" width="602" height="401">
<h2 dir="ltr">Employee survey platforms</h2>
💡 <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;
<img src="https://lh6.googleusercontent.com/KtBRBt2O18bcIFQwrVjByCfaaNJ4MGrBjoDkCtTtZ3HNtjIvDnrE8PhFp_cfZokFopfZXs2xhmdS2mAx6mSp7pHHM8yrFU3kNatuuTj7Ws7lafnOonw-Z4hQPdz9xRR71XO5JAJ8aM2WvEuY0EVOFWg" width="213" height="213">
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company.&nbsp;
So what are the advantages of using an <a href="https://www.tenspace.co.uk/blogs/employee-engagement-starting-your-survey-process/">employee engagement platform</a> to carry out your surveys?&nbsp;
<ol>
<li dir="ltr" aria-level="1">
The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective will be most helpful to leadership and HR teams. These questions can be written in a neutral way and make the most of the insight you capture.&nbsp;
</li>
<li dir="ltr" aria-level="1">
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.
</li>
<li dir="ltr" aria-level="1">
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. Often saving enormous amounts of time.&nbsp;
</li>
</ol>
&nbsp;
<h2 dir="ltr">Tips for asking the right questions</h2>
The surveys should be kept brief and contain only the questions that would elicit the best responses from the staff.
<img src="https://lh5.googleusercontent.com/BNB2-v1BGjnrBiFfEG1jszkawqqlnS3RW4PoAgMJOvatjKE8dioZ1HM0zM8bk1ygSKCX0zoCkJ6_0u-rj_8Fu4ANA1rl9fG_JRXGgpD_M7VnXynMT68g2XfbfKfkepg_rKfAajAIeX8fKRyaW33L7i8" width="246" height="245">
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 also. This 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.
💡 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.
We recommend that you ask questions that fit in with the 4 engagement pillars, to ensure that you are exploring a number of different areas that contribute to employee engagement.
<h4 dir="ltr">Connection:</h4>
💡 When a company leads with purpose, employees are <a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/">78% more likely</a> to want to work for that company.
When 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.&nbsp;
<h4 dir="ltr">Leadership:</h4>
💡 As many as <a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html">57% of employees</a> quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
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.&nbsp;
<h4 dir="ltr">Fulfilment:</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">74% of employees</a> say that a lack of professional development is preventing them from reaching their full potential.
Employee engagement improves when 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.&nbsp;
<h4 dir="ltr">Wellbeing:</h4>
💡 Organisations that trust their employees increase their employee engagement by <a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams">76%</a>.
The highest-performing teams have one thing in common: psychologically safe workplaces.&nbsp;
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.
 
<h2 dir="ltr">Getting started with your survey process</h2>
A successful business depends on knowing how to encourage team engagement and satisfaction at work.&nbsp;
Utilising employee engagement surveys to collect truthful, trustworthy input, it&rsquo;s possible to take action and build a fantastic workplace with the feedback and data.
<h3 dir="ltr">What makes us different?</h3>
Ten Space helps organisations understand what is driving, or holding back engagement in their teams.&nbsp;
We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
<img src="https://lh6.googleusercontent.com/Vz2WmiZQkBLsFFxRsSdABiESXkMJLTPEZEqXCDh5AMmoGZpUD9NlMKRah89z-UeRjpWxqr2wZ83BuRNkv6zAUpm9kPAP8r5hr45FYq5WafvUltYaqiv1obRbjYURTavryX7wjEVxzl1U93cZq7e9SVc" width="264" height="262">
<h4 dir="ltr">WhatsApp, SMS &amp; Email</h4>
💡 <a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf">38% of employees</a> planned to quit their job in the next six months to a year.
Our survey platform gathers employee feedback via Whatsapp, SMS &amp; Email surveys so your people can respond on their terms.&nbsp;
We ensure that you can reach all your employees, even those without a company email. This inclusivity fosters better communication and engagement throughout your workforce.
This leads to higher participation and a more inclusive experience, capturing the data from all your people, easily.
<h4 dir="ltr">Bespoke question sets</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;
You can ask the questions you want the answers to. We provide a bank of great questions for you to choose from that covers the 4 pillars of employee engagement.&nbsp;
If there&rsquo;s something specific you want to find out, we can do that too! Our engagement experts can help guide you to creating the perfect questions.
<h4 dir="ltr">Segmentation</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.
There are some challenges you might face in engaging and addressing issues within a dispersed workforce, where employees work in various locations.&nbsp;
It can be difficult to pinpoint specific problems or concerns without the ability to gather location-specific feedback.
Our employee survey platform offers advanced data segmentation.
This enables you to gather feedback from specific locations, teams or job roles. With this insight, you can identify the exact sources of challenges and implement targeted action plans to address them effectively.
 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>.

Employee Engagement Surveys are designed to measure and assess how motivated and engaged your employees are to perform their best at work each day

Employee Engagement Surveys: What you need to know

Nobody likes negativity. And yet it often surprises me that so much exists when you look around at business marketing and personal branding.
Some businesses make money from it and some personalities thrive on causing negative publicity. None of this sits particularly well with me, nor do I find it particularly engaging. When I started Space HR I made a pact with myself that I wouldn&rsquo;t focus on the negatives.
It&rsquo;s easy to get drawn into thinking that providing employee engagement as a managed service to businesses involves solving negative problems that already exist. Before I started working with any real customers I had to put some copy together for a marketing pack to send out to some prospects. I laboured over it.
I looked at the competition and spent way too long putting some words together that helped people to understand the problems I was solving.
It read something like this...
&nbsp;
<h3>Spotting The Symptoms</h3>
Many of the companies we speak to suffer the same underlying challenges. These are often costly and include;
<ul>
<li>Regular recruitment, escalating salaries</li>
<li>Difficulty finding great talent</li>
<li>Poor customer feedback</li>
<li>Targets &amp; deadlines being missed</li>
<li>Lack of creativity, innovation and motivation</li>
<li>High sickness and absence</li>
<li>Good people leaving, average people staying</li>
</ul>
Letting these problems develop, embed and grow in any business can lead to much bigger problems down the line.
Initially I thought this was great! It identified the issues my potential customers might be facing and if this sounded familiar they&rsquo;d contact me - simple! But the more I read it back to myself and reflected, I started to think about how it would make me feel as a potential customer of Ten Space.
I might recognise some or even all of these problems in my business, but would this make me want to speak to Ten Space? Probably not - It&rsquo;s too negative.
&nbsp;
I&rsquo;m currently in the process of writing copy for my new website. It&rsquo;ll launch in the next few months and I&rsquo;m really excited by the prospect of moving quickly from &lsquo;what I thought I was doing&rsquo; to &lsquo;what I'm actually doing&rsquo; now I&rsquo;ve got real customers!
Using my new methodology and some employee feedback tech, I&rsquo;ve been working with a bunch of new customers over the last 6 months. Even though it&rsquo;s early days, I've come to realise that none of my customers are really experiencing the issues outlined above - and thank goodness for that. In fact it's been a thoroughly positive experience all round.
Some of the common characteristics I&rsquo;ve found with my customers have been;
<ul>
<li>They&rsquo;re all great business leaders already</li>
<li>They&rsquo;re all running great businesses already</li>
<li>None of them have difficulty finding or retaining great people</li>
<li>They are focused and great at what they do</li>
<li>None of them have issues with sickness and absence</li>
<li>They have a loyal customer-base and very limited customer churn</li>
</ul>
So, you may ask, why the heck did they want to speak to me? Answer - Because they wanted to achieve more with their businesses.
None of them had deep rooted problems, but they were all ambitious and wanted to get their businesses into the best possible shape for continued growth.
&nbsp;
Importantly they all recognised three key things that I knew already;
1. The prevention is better than the cure -&nbsp;There are no quick fixes, but a regular temperature check of engagement coupled with regular feedback is the ultimate preventative measure rather than trying to fix problems after they occur and the rot has set in.
2. Constant and consistent effort is required -&nbsp;A big effort once a year will achieve very little. It becomes a colossal effort that nobody enjoys and can often lead to lower engagement in your teams when nothing really changes. Keeping it simple and regular achieves better outcomes.
3. Marginal gains create major success -&nbsp;My customers recognise that if they get just one highly useful piece of feedback from the survey then they can achieve great things from it. We&rsquo;re not trying to solve the world's problems with each survey, instead we&rsquo;re trying to build an amazing business, one brick at a time.
&nbsp;
As I continue on this journey, I&rsquo;m sure I&rsquo;ll learn a whole lot more about what business leaders want from the Ten Space experience, but one thing is for sure, the way we promote Ten Space will focus on positive outcomes all the way!
&nbsp;
If you want to achieve more from your business, Ten Space can help. Drop me an email - <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>

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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>

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

Insightful articles, hints &amp; tips and company news

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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.

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

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

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

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

How it works

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

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


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

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


Build your employee engagement strategy

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

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

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learn more about employee experience &amp; retention

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

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

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

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

<h5 class="heading mt-4 aos-init" data-aos="fade-down" data-aos-delay="40"> Take employee feedback to the next level</h5>If you're already gathering employee feedback but want to do more, we can show you how.

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

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

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

Search our Knowledge for answers to the things you need to know.                

Choose the plan that suits you

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

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

Fast and powerful engagement surveys

advantage

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

For larger teams with dedicated requirements

enterprise

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

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

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

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

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

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

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

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

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

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

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

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