Current News

Employee Engagement

Engagement Surveys

Feedback 500

Fulfilment

HR Advice

Our Employee Experience

Retention

Wellbeing

For 11 years of my career I ran a digital marketing and brand agency. In the time I was there I worked on hundreds of brands for clients of all shapes and sizes, and in all fields and particularly loved the creative outcomes of the work we produced.
The term &lsquo;brand&rsquo; has a lot of different connotations. In retail, a brand often associates a product with it&rsquo;s manufacturer and gives a sense of identity and often value to the product. It can have tangible elements such as a logo, colours, typefaces, materials and slogans, all of which make the brand instantly recognisable and give it a sense of identity.
Good brands are consistent and well recognised. If you remove the logos and writing from a whole variety of consumer products you can still easily identify those brands by other facets such as colour and design.&nbsp;
Building an amazing brand inspires huge customer loyalty. The nirvana of any good brand is to inspire such deep rooted psychological love of the brand, that your customers won&rsquo;t consider other options. Personally I wouldn&rsquo;t consider any tech hardware options other than Apple.
The way that Apple products have been woven into the fabric of my everyday life means that it&rsquo;s different for me to move anywhere else now, but I also love the brand for a whole bunch of reasons including usability, design, marketing and of course the founder vision created by the late Steve Jobs.
For consumers, brands inspire loyalty. With that loyalty, your customers become sticky and keep on buying. But how does this brand loyalty transcend into your workforce?
&nbsp;
<h3>What is 'employer brand'?</h3>
In the same way that marketers create a compelling &lsquo;customer brand&rsquo; to inspire customer loyalty, so too must HR teams create a compelling &lsquo;employer brand&rsquo; that they can apply to the entire employee lifecycle.
All businesses have an employer brand. It&rsquo;s the way in which businesses differentiate themselves in the labour market to recruit, retain and engage people. It helps businesses gain a competitive edge in the recruitment of great people and establish greater credibility.&nbsp;
In the CIPD 2008 guide &lsquo;Employer Branding - A no nonsense approach&rsquo;, employer brand is defined as '...a set of attributes and qualities, often intangible, that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture'.
In the wider context of the business, a solid employer brand should be linked to a company&rsquo;s values, policies, people strategy and external brand. Without this there can be a huge misalignment between the type of people that the company hires and their ability to deliver the brand promise outlined by the marketing team.&nbsp;
&nbsp;
<h3>Why is it so important?</h3>
Developing a high value &lsquo;employer brand&rsquo; can benefit a company in many tangible and intangible ways.&nbsp;
For marketers, a quality &lsquo;consumer brand&rsquo; makes it easier to attract, engage and retain customers and build extreme loyalty. This is known as the customer lifecycle. For HR people, adopting the same approach builds extreme loyalty with employees for the &lsquo;employee lifecycle&rsquo;
&lsquo;Employee lifecycle&rsquo; is the experience that an employee has with their employer. It can start way before they ever become an employee, but is associated with their experience of how they are recruited, onboarded, managed, rewarded, communicated to and ultimately how they exit.&nbsp;
Positive experiences in these areas will lead to a better &lsquo;employee experience&rsquo; and build an engaged employee that feels valued and respected by their employer. The payback here is that they usually want to work harder to adopt the company&rsquo;s mission , vision and values in their working behaviours. Even if a highly engaged employee chooses to leave the organisation, chances are they'll still add value by acting as a &lsquo;promoter&rsquo; of that organisation; telling everyone they know about their positive employee experience! Conversely a negative experience in one or all of these areas can have the opposite effect, as was experienced by Brewdog recently.
&nbsp;
<h3>How do you create and amazing employer brand?</h3>
This is where a blog could easily become a 100 page whitepaper. There is a written methodology to this, which is very similar to the marketing methodology around customer brands. This involves;
<ol>
<li>Discovery -&nbsp;Understanding more about your employees, your management and the&nbsp;current situation</li>
<li>Creation -&nbsp;Analysis the data from your discovery process and create an employee value proposition</li>
<li>Implementation -&nbsp;Getting the employee value proposition out there and embedding it into the culture</li>
<li>Maintenance -&nbsp;Ensuring that the company lives and breathes the employer brand through careful measurement and optimisation&nbsp;</li>
</ol>
This is not a one-off exercise, this is a strategic exercise and it&rsquo;s an ongoing exercise too. In just the same way that a consumer brand can be devalued overnight, so too can an employer brand so it&rsquo;s vitally important that building an employer brand is viewed as an exercise in continual improvement.&nbsp;
&nbsp;
<h3>Make a start today - The discovery!</h3>
Without a good discovery (or good research) you run the risk of making the wrong decisions or even reversing some of the good you&rsquo;ve managed to achieve. I&rsquo;ve seen first hand how the car industry invests millions of dollars into market research to ensure that they make good decisions about the future of their products. These sums are huge, but the consequences can be billion dollar losses.
Using great technology and great methodology to achieve a great discovery is helpful. Running workshops with your senior management, running focus groups with your employees and conducting employee engagement surveys are a great start. If you have a great way to collect this data, to measure improvement and importantly to understand &lsquo;what good looks like&rsquo; then you&rsquo;re taking your first steps in the right direction.&nbsp;
And as a final thought, don&rsquo;t get hung-up on the scores - these are often vanity metrics. Instead invest your energy in the qualitative feedback that comes back from your employees. That&rsquo;s where the great ideas come from that help you build a brand that your employees really buy into.
&nbsp;
We&rsquo;re here to help you make that start. Drop us a message on our contact form and we&rsquo;ll show you how.

Why should it matter so much to your business?

Your Employer Brand

If you have a healthy relationship with the people in your team, a resignation shouldn&rsquo;t come as a surprise; here&rsquo;s why.
There are 3 reasons why a member of your team would resign;&nbsp;&nbsp;
- Career development,
- Personal circumstances
- Personal engagement in the business or team.
As a leader, you have an opportunity to see a problem emerging in every one of these circumstances. As such you should see a resignation coming. To understand more about how you can identify these problems, let&rsquo;s dig in a bit deeper.&nbsp;
&nbsp;
<h3>Career development</h3>
A key part of a leader's role is to actively manage the careers of their employees (for those who want it). As such, a well managed employee would stay in an organisation if presented with the right opportunities.&nbsp;
Leaders can have a huge impact on the progression of an individual in their team and beyond. This could be through creating opportunities for them to progress. But it might also be knowing when the opportunities have run out.
If you&rsquo;re working with your employees to understand what they want in their careers; you&rsquo;ll know if you&rsquo;re able to meet those needs. You&rsquo;ll know if their compensation is enough for them; if the next role they want to move into is achievable and if there are enough opportunities to keep them feeling challenged and valued.
So when they get contacted via LinkedIn about a &lsquo;great opportunity&rsquo;, you&rsquo;ll have a good sense of whether they are going to take the call or not. And whether that call might lead to a resignation.
There might even be times when you are expecting that resignation. You might even have been the catalyst. Maybe you&rsquo;ve been transparent and said that you don&rsquo;t think that new opportunities exist for them in the organisation in the future. Your work as a leader is done, they&rsquo;re ready to fly the nest!
&nbsp;
<h3>Personal circumstances</h3>
Good leaders should have an understanding of their employee&rsquo;s circumstances outside of work. This includes their health, their family and their personal motivations for coming to work. It&rsquo;s all part of taking care of the wellbeing of employees.
Having a good understanding of a person&rsquo;s personal circumstances will help you understand if a resignation might be on the horizon. This is not about being intrusive into employee&rsquo;s lives. It&rsquo;s about understanding the whole person. So when Dave&rsquo;s wife gets the big promotion in Scotland and they need to relocate, it isn't a complete surprise.
These types of resignations can still blindside you. People&rsquo;s circumstances can change in a moment (hello lottery win!). But they can also be the most preventable. It&rsquo;s possible to support employees through ill health, through caring responsibilities and even relocations, depending on the role.
&nbsp;
<h3>Personal engagement in the business or team</h3>
The final reason why someone might leave an organisation is a big one. They just don&rsquo;t enjoy it anymore.&nbsp;
Maybe the organisation has moved on and they didn&rsquo;t move with it, maybe they&rsquo;ve changed and the organisation hasn&rsquo;t. Maybe they&rsquo;ve fallen out of love with the vision and don&rsquo;t see their part in it anymore. Maybe their job is just not challenging them any more.
You should be able to get a feeling for an individual's personal engagement through open and honest communication. Having a strong relationship with your team will help you to understand where there might be cultural gaps opening up.
You can use tools such as employee feedback surveys to gain more insight. These can give you a sense of common challenges across a team and will help give you a starting point of where individual engagement might be waning.
If an unhappy employee has opened up to you about their personal engagement levels, it's an opportunity to have a conversation about whether it&rsquo;s something that you can fix. If it isn&rsquo;t, you can be honest and they can make an informed decision about their future. Again, when a resignation comes, it shouldn&rsquo;t be a surprise.
Let&rsquo;s be realistic, there is always going to be the occasional time you get caught out. Something you didn&rsquo;t see coming. But maybe think about your team now, which of the above reasons is the most likely reason you&rsquo;d end up with a resignation on your desk? Can you do something about it? If you can, go do it before it&rsquo;s too late!
&nbsp;
At Ten Space we can help you understand engagement levels in your team and capture individual feedback that helps you strengthen your team, reduce attrition and prevent surprises!<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

A resignation shouldn’t come as a surprise; here’s why.

Why ‘zero resignations' should come as a surprise

Diversity and Inclusion aren&rsquo;t new topics for organisations. UK Businesses have made some progress in diversifying the workforce. Mainly through legislation and increased awareness of the positive impact a diverse workforce can have on business performance and engagement.
Take for example, the improved&nbsp;<a href="https://www.mckinsey.com/featured-insights/diversity-and-inclusion/women-in-the-workplace" target="_blank" rel="noopener noreferrer">representation of women</a> in management roles. Yet there are still significant opportunities for improvement, both when it comes to gender diversity in organisations, and other under-represented groups too.
Where does belonging come in? The sense of belonging in a group is a fundamental human need. So much so, that we have adapted our behaviours to minimise our lack of belonging. In an organisational setting, this can negatively affect underrepresented groups, impacting on mental health, wellbeing, engagement, performance and the likelihood that they will progress to a leadership role.
For all groups, it&rsquo;s important that they see people they identify with in leadership positions. This can raise the question: Does someone like me belong and have the opportunity for success here?
&nbsp;
<h3>Diversity</h3>
75% of employees think<a href="https://www.quantumworkplace.com/future-of-work/diversity-and-inclusion-statistics" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.quantumworkplace.com/future-of-work/diversity-and-inclusion-statistics" target="_blank" rel="noopener noreferrer">more diversity</a> is needed in the workplace.
In a diverse workplace, employees with a wide range of characteristics and experiences work together. Visible traits of diversity include: age, gender, language, region, race &amp; skills. Invisible traits of diversity include: religion, culture, education, sexual orientation, socio-economic status.
Here are a few benefits of having a diverse workforce:
<ul>
<li>Innovation -&nbsp;Diverse people bring in different perspectives to solve a problem. This can happen fast and efficiently with diverse minds coming together.</li>
<li>Hiring &amp; Retention -&nbsp;High quality talent understands the value of diversity. Employers who support diverse work cultures have better chances to get and retain higher quality talent.</li>
<li>Brand Value -&nbsp;Diversity initiatives bring in reputation and brand value of organisations that work across cultures.</li>
<li>Engagement -&nbsp;When companies support D&amp;I initiatives, 83% are more&nbsp;<a href="https://www.glassdoor.com/employers/blog/diversity/?nabe=6392912005562368:1" target="_blank" rel="noopener noreferrer">actively engaged in their work</a>.</li>
</ul>
&nbsp;
<h3>Inclusion</h3>
48% of employees believe that<a href="https://www.quantumworkplace.com/future-of-work/diversity-and-inclusion-statistics" target="_blank" rel="noopener noreferrer">&nbsp;respect</a> is the most essential factor for a culture of inclusion.
Diversity does not exist without inclusion. Employees who feel included are likely to be more engaged with their team. Higher employee engagement drives higher levels of productivity, retention, and a company&rsquo;s overall success.
Here are a few ways approaches to increase inclusion:
<ul>
<li>Open communication -&nbsp;Leaders and teams need to value each other&rsquo;s thoughts, opinions and ideas. Employees should feel confident &amp; safe to communicate openly. Transparency, mutual respect and acceptance is more likely to drive inclusion. An anonymous&nbsp;<a href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">survey</a>&nbsp;tool can be a great way to create safety in providing feedback to support an open communication culture.&nbsp;</li>
<li>Leadership training -&nbsp; Leaders have the biggest influence in creating an inclusive workplace. Enough training and support must be given to new leaders to build inclusion into their leadership style and make it a fundamental part of how they manage a team.</li>
<li>Showcase inclusive culture -&nbsp;Organisations need to show that they promote an inclusive culture.&nbsp; As an example, sponsoring events and activities to promote inclusive culture to be a visible ally to under-represented groups.&nbsp;</li>
</ul>
&nbsp;
<h3>Belonging</h3>
Belonging has a strong correlation to commitment and motivation at the workplace. It directly influences employee satisfaction, performance and retention.<a href="https://workplaceinsight.net/less-than-one-third-of-uk-employees-feel-they-belong/" target="_blank" rel="noopener noreferrer">&nbsp;Only&nbsp;</a><a href="https://workplaceinsight.net/less-than-one-third-of-uk-employees-feel-they-belong/" target="_blank" rel="noopener noreferrer">32%</a> of UK office workers feel as though they completely belong within their company. There is definitely room for improvement.
Here are some benefits to belonging in the workplace:
<ul>
<li>Good for business -&nbsp;If workers feel like they belong, companies reap large benefits. High belonging is linked to an increase in job performance. This results in a drop in turnover and an increase in annual savings for the business.</li>
<li>Belonging fosters team collaboration -&nbsp;When employees feel like they belong, they&rsquo;re much more likely to share ideas and work together toward a common goal. Workplace belonging can help teams feel more inspired, understood, and trusted.</li>
<li>Allies prevent exclusion -&nbsp;When employees feel they have allies committed to their inclusion, they&rsquo;re less likely to feel excluded from projects. Even one ally that shows fair and inclusive leadership can foster a sense of belonging in a team.</li>
</ul>
&nbsp;
<h3>Being an ally as a leader</h3>
Diversity and inclusion is becoming increasingly important for keeping employees engaged.&nbsp;74% of employees believe<a href="https://www.hr.com/en/resources/free_research_white_papers/the-state-of-employee-engagement-in-2018-mar2018_jeqfvgoq.html" target="_blank" rel="noopener noreferrer">&nbsp;leadership</a>&nbsp;is the biggest influence on engagement.&nbsp;Talent leaders need to step up and ensure their organisations foster more inclusive workplaces. This will increase employees&rsquo; level of engagement and enhance bottom-line performance.
If staff have low trust in leaders or poor relationships with line managers, it&rsquo;s highly likely to manifest in disengagement. If you want to improve employee engagement, start with D&amp;I - it has a multiplier effect.&nbsp;
Here&rsquo;s 3 ways you can become an ally as a leader in your workplace:
<ul>
<li>Work hard to encourage participation from everyone on your team -&nbsp;If you&rsquo;re leading a meeting or a project, explicitly invite participation from everyone, and if someone has not contributed, invite them to share their thoughts either in the moment or afterward.</li>
<li>Acknowledge people&rsquo;s expertise and skill -&nbsp;People with underrepresented identities often find their expertise and skills are regularly questioned and held to higher standards. Make it a point to acknowledge their expertise and skills, and solicit their opinions and ideas.</li>
<li>Recognise people&rsquo;s achievements -&nbsp;One of the best ways to share with your colleagues, team members and the world what someone has accomplished is by recognizing their achievements.&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 tips</a>&nbsp;on getting recognition right in your team.</li>
</ul>
&nbsp;
A great way to discover where your organisation is lacking in D&amp;I is through anonymous feedback surveys. At Ten Space, we can help you check in on the engagement and wellbeing of your team. Check out how we can help at<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer"> www.tenspace.co.uk</a>.

Diversity and Inclusion offers businesses significant opportunities for improvement.

Why diversity, inclusion and belonging matter hugely to engagement

High employee engagement is when your employees bring their best selves to work and do their best work when they get there.
Some consider engagement to be about happy employees. But it&rsquo;s much more than that.
High engagement occurs when employees are channelling that happiness and energy into achieving the goals of the business. This speeds up individual and team performance.
Employees align with the values and believe in the vision of the company. The culture is healthy and employees are thriving.
&nbsp;
<h4>Why should you care about employee engagement?</h4>
Research suggests that organisations with high engagement, outperform organisations with low engagement by&nbsp;<a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx" target="_blank" rel="noopener noreferrer">202%</a> .&nbsp;
With highly engaged teams&nbsp;<a href="https://thecircularboard.com/employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">estimated to&nbsp;</a><a href="https://thecircularboard.com/employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">sell 20% more</a>&nbsp;than teams with low engagement and enjoying&nbsp;<a href="https://news.gallup.com/poll/241649/employee-engagement-rise.aspx" target="_blank" rel="noopener noreferrer">21% higher</a> profitability, it&rsquo;s easy to see how it impacts on revenue and business performance.&nbsp;
On the flip side, the cost of&nbsp;low&nbsp;employee engagement can have a significant negative impact on business performance.
Consider the cost of under-performance, where an employee is only working at 60% of their potential. Or the cost of replacement if they resign? Add on the cost of extra training for a new starter and a couple of lost clients that they&rsquo;ve taken with them. It starts to add up.
If you&rsquo;d like to do some maths on the cost of low engagement in your team or business, you can find more information<a href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">here</a>.
&nbsp;
<h4>How do you achieve high engagement?</h4>
At Ten Space we use a simple model. It helps us to explore what is happening with engagement in an organisation. It shows us where we need to focus to improve.
&nbsp;
<h4>Connection -&nbsp;How connected employees feel to the business. Employees feel informed, heard and bought into the company vision and values.</h4>
When a company leads with purpose, employees are&nbsp;&nbsp;<a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/" target="_blank" rel="noopener noreferrer">78% more likely</a>&nbsp;to want to work for that company.&nbsp;<a href="https://www.porternovelli.com/wp-content/uploads/2021/01/02_Porter-Novelli-Tracker-Wave-X-Employee-Perspectives-on-Responsible-Leadership-During-Crisis.pdf" target="_blank" rel="noopener noreferrer">93% of employees</a>&nbsp;believe companies must lead with purpose and&nbsp;<a href="https://www.porternovelli.com/wp-content/uploads/2021/01/02_Porter-Novelli-Tracker-Wave-X-Employee-Perspectives-on-Responsible-Leadership-During-Crisis.pdf" target="_blank" rel="noopener noreferrer">70% of employees</a> wouldn&rsquo;t work for a company that lacked purpose.
Employees can be involved with the company's mission by contributing to them. Companies need to work harder to engage their people in the process and think creatively to encourage everyone to find their voice.
When an employee feels heard, that person is<a href="https://www.salesforce.com/blog/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.salesforce.com/blog/" target="_blank" rel="noopener noreferrer">4.6 times more likely</a>&nbsp;to perform to the best of their abilities. When your people feel heard, they feel connected, motivated and engaged.&nbsp;
&nbsp;
<h4>Leadership -&nbsp;How confident employees feel about their leaders and managers. Employees feel inspired by their leaders. Leaders bring out the best in the team. They provide great recognition and create amazing working environments.&nbsp;</h4>
Employee turnover is expensive, and people don't quit jobs; they quit managers. Recent DDI<a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html" target="_blank" rel="noopener noreferrer">research</a> found that as many as 57% of the employees quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
Sadly, many organisations aren&rsquo;t making this investment in leadership.&nbsp;<a href="https://www.cipd.co.uk/knowledge/strategy/leadership/purposeful-leadership-report" target="_blank" rel="noopener noreferrer">According to a recent survey</a>, a third of employees said they operate in an &lsquo;ethical void&rsquo;. They rate both their leader&rsquo;s ethical behaviour and the alignment of their own values with those of the organisation as low.
<a href="https://www.adp.com/" target="_blank" rel="noopener noreferrer">38%</a>&nbsp;of employees don&rsquo;t feel their manager knows them well enough to understand their full potential. This lack of understanding goes far beyond leadership and management. It's crucial that your managers understand the importance of listening to their team.
&nbsp;
<h4>Fulfilment -&nbsp;How well roles meet employee&rsquo;s needs, personally &amp; professionally. Rewards match the contribution that's made. Employees enjoy the challenge of their roles and feel proud of the work they do.</h4>
Research by<a href="https://worldatwork.org/" target="_blank" rel="noopener noreferrer">&nbsp;WorldatWork</a> shows that organisations that do not invest in training and development of their employees lose them to their competition. Employers can differentiate themselves from competitors by investing in their employees' career development. Even a relatively small investment has a positive impact on loyalty.
According to&nbsp;<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">ClearCompany</a>, 74 percent of employees say that a lack of professional development is preventing them from reaching their full potential. With only 29 percent of organisations with clear learning and development plans, many employees are set up to feel&nbsp;<a href="https://www.spacehr.co.uk/blogs/duty-of-care" target="_blank" rel="noopener noreferrer">undervalued and underdeveloped</a> will inevitably result in a disengaged workforce and high turnover rates.
Investing in employee development not only allows your talent to feel good about growing their skills, but these learning opportunities can also translate into integral promotions that allow you to retain top talent.
The demand for flexibility is at an all-time high.<a href="https://timewise.co.uk/article/flexible-working-talent-imperative/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://timewise.co.uk/article/flexible-working-talent-imperative/" target="_blank" rel="noopener noreferrer">Research</a>&nbsp;indicates that 87% of employees either work flexibly already, or wish they could. A<a href="https://www.scottishwidows.co.uk/about_us/centre_for_modern_family/supporting_families.html" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.scottishwidows.co.uk/about_us/centre_for_modern_family/supporting_families.html" target="_blank" rel="noopener noreferrer">survey by the Centre for the Modern Family,</a>&nbsp;found that 23% of UK workers are willing to take a pay cut to have more flexible working hours.
&nbsp;
<h4>Wellbeing&nbsp;-&nbsp;Employees feel safe, secure and supported emotionally &amp; physically in the workplace. They feel supported by the business &amp; feel able to be their true selves at work.</h4>
A study by<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> found that 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.
In the case of<a href="https://www.gartner.com/en/documents/3979855/how-hcm-technologies-can-scale-inclusion-in-the-workplac" target="_blank" rel="noopener noreferrer">&nbsp;ethnic and cultural diversity,</a>&nbsp;research shows that inclusive teams perform up to 30% better in high-diversity environments. When diversity and inclusion exist, employers give themselves a greater chance of gaining access to a larger talent pool. This ensures they can hire employees with the skills, experience, and knowledge needed to build high-performing teams. Employee performance<a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">in diverse organisations is 12% higher</a> than in companies with no inclusivity efforts.
Environments that encourage diversity &amp; inclusivity practices promote trust and employee engagement among employees. This trust leads to a feeling of psychological safety, which, in turn, leads to respect. 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" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams" target="_blank" rel="noopener noreferrer">76%</a>. This has become important as many organisations shift to a remote or hybrid team model. Trust in the workplace allows employees to feel secure, reduces turnover and increases engagement.
&nbsp;
<h4>How can Ten Space help?</h4>
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 engagement.
We don&rsquo;t believe in just measuring engagement for a board report. We&rsquo;re here to explore what&rsquo;s really going on, so we can help you reduce your risk of employee turnover and drive up performance.
&nbsp;
But we won&rsquo;t just throw some tech at you and let you get on with it! We give all our clients a client success partner - an expert who can help you run great surveys and get the most out of each and every one. You&rsquo;ll get to know our team, just as we&rsquo;ll get to know yours - to make your engagement activity targeted and impactful.
&nbsp;
Find out more at&nbsp;<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.&nbsp;

What is Employee Engagement and Why Does it Matter?

What is Employee Engagement?

A look at employment trends and what that means for employee engagement in 5 years time.

What does the future of work look like for a new starter?

Recognising and harnessing individual superpowers is the secret to transforming a group of individuals into a high-performing team. But what exactly are these superpowers and how do you uncover them within your team?
Before delving into the exercise itself, let's explore what we mean by "superpowers" in the context of a team. These are not merely skills or competencies but rather the unique qualities, traits and expertise that individuals bring to the table.&nbsp;
Here we share a great team exercise that boosts engagement and the perception of being a high-performing team.&nbsp;
&nbsp;
<h3 dir="ltr">The superpower spotlight exercise&nbsp;</h3>
Through this exercise you might find out things like:
<ul>
<li dir="ltr" aria-level="1">
Who is the process-driven one?
</li>
<li dir="ltr" aria-level="1">
Who is the one who always raises the energy in the room?
</li>
<li dir="ltr" aria-level="1">
Who&rsquo;s the person who always has someone in their network to connect you with?&nbsp;
</li>
<li dir="ltr" aria-level="1">
Who is the one with the product knowledge that you can&rsquo;t do without?&nbsp;
</li>
<li dir="ltr" aria-level="1">
Who is the calm one in a crisis?&nbsp;
</li>
<li dir="ltr" aria-level="1">
Who always pulls it out of the bag when you&rsquo;ve got a tight deadline?&nbsp;
</li>
</ul>
It&rsquo;s a great exercise for making individuals feel valued, seen and recognised for the contribution they make. Even new starters will have a superpower that they&rsquo;ve brought with them, that they may appreciate the opportunity to share with their new team.&nbsp;
&nbsp;
<img src="https://lh7-us.googleusercontent.com/NuHqSzAj-yYaGx25UL1oU8ObmqTfqcnfrUV-rbm3uSh9oef2s8B3cqvG-JuSzFckEyjsFivmySf3Ofz7BlFH5PJqXIkCLJcfArkwntrjAHGkTnbdxo7gb8vgjeoGR9kVZz9lhqysQlOGKpp2FvfHmGY" width="602" height="301">
&nbsp;
<h4 dir="ltr">Step 1: Set the stage</h4>
Start by placing a piece of paper for each person in your team around the room with their name on the top.&nbsp;
If you have 10 team members, you&rsquo;ll need 10 pieces of paper with one name on each piece of paper.&nbsp;
This usually works best with flipchart paper attached to a wall, but you can work it best based on the space you have.&nbsp;
&nbsp;
<h4 dir="ltr">Step 2: Unleash the superpowers</h4>
Ask your team to write one thing that they see as a superpower for each team member on the pieces of paper.&nbsp;
<ul>
<li dir="ltr" aria-level="1">
What is that person great at?
</li>
<li dir="ltr" aria-level="1">
What do you really value about that person?&nbsp;
</li>
<li dir="ltr" aria-level="1">
When do you seek the person out for their advice and support?&nbsp;
</li>
</ul>
For a team of 10, each piece of paper should have 9 superpowers/pieces of great feedback for each person.&nbsp;
&nbsp;
<h4 dir="ltr">Step 3: Embrace the feedback</h4>
Ask each team member to go and find their own piece of paper. Ask them to read all the great feedback their team has given them and what they believe their superpower is.
&nbsp;
<h4 dir="ltr">Step 4: Self-discovery</h4>
Ask them to summarise, based on what is on the paper, what the superpower is that they bring to the team.&nbsp;
This exercise in self-awareness allows individuals to recognise and embrace their unique strengths within the team dynamic.
&nbsp;
<h4 dir="ltr">Step 5: Share &amp; celebrate</h4>
Now go round the room, person by person, asking them to share their superpower based on the feedback they&rsquo;ve been given.&nbsp;
<ul>
<li dir="ltr" aria-level="1">
Are they surprised by the feedback?
</li>
<li dir="ltr" aria-level="1">
How has the feedback made them feel?&nbsp;
</li>
</ul>
&nbsp;
<h3 dir="ltr"><img src="https://lh7-us.googleusercontent.com/YGLaO9LuZsr_6laLUK6uKAxyi8mbykTa_Hckrrbgtx-zwzUaEWOHJHzNeE8nyQKnN12UoemD8NZYGXAzkJthDhxfaz_OuF9oyPEbetcto4RztGw5_JGqVm89ETJ8_-XlKd-q1Uatxt00_ig_emx4D0k" width="602" height="301"></h3>
<h3 dir="ltr">&nbsp;</h3>
<h3 dir="ltr">The impact &amp; beyond</h3>
You now have a list of superpowers for your team! You can share a summary of this afterward as a way of documenting what everyone brings to your team and as a reminder for the individual part everyone plays in creating a high-performing team.&nbsp;
Bonus&hellip; notice that there are some gaps in superpowers that you&rsquo;d have expected from your team?
&nbsp;
Great, you&rsquo;ve now got some thoughts on future recruitment for superpowers you&rsquo;re looking to bring into the team, or a training plan to focus on for building up knowledge and expertise in your existing team!&nbsp;
We&rsquo;d love to hear how you get on!&nbsp;
At Ten Space we help organisations create high-performing teams through capturing feedback from members of the team. We&rsquo;ve designed surveys that help to identify the key elements of high performance in a team and provide the insights on where teams are excelling and where they need to focus to improve.&nbsp;
If you&rsquo;d like to talk to us about high-performing teams and how we can help, you can find more at <a href="http://www.tenspace.co.uk">www.tenspace.co.uk</a>, or contact us on 0161 676 3443.

we share a great team exercise that boosts engagement and the perception of being a high-performing team. 

What are your team's superpowers?

Are leaders born, or are they made? While we could spend all day posing arguments for both sides, it&rsquo;s probably more worthwhile to focus on what actually&nbsp;makes a good leader.
And, for this article, take a look at the behaviours that are associated with bad leadership. For it makes much more sense to rid yourself of those negative traits before trying to adopt some shiny new ones, right?&nbsp;
Here are some of the most important things NOT to do, if you want to be seen as an admirable, approachable and inspirational leader.&nbsp;
&nbsp;
<h3>Don&rsquo;t Be Overly Self-Indulgent</h3>
While this may seem like an obvious one, it can be easily forgotten when it comes to promoting yourself as a business. If you&rsquo;re the business owner, don&rsquo;t take all the credit for the things your team has worked hard for.&nbsp;
If you&rsquo;re telling the world (aka LinkedIn) of a recent achievement, tag your team and say thank you. Simple gestures like this will not only boost your team&rsquo;s morale - they set the tone for the supportive work culture you want to create.&nbsp;
&nbsp;
<h3>Don&rsquo;t Act As a Superior - Act Like a Colleague</h3>
A little humility goes a long way when it comes to leadership. If you feel the need to dominate your team as a superior, you&rsquo;ll likely get subpar results. Interrupting people, talking down ideas and showboating are signs of a &lsquo;boss mindset&rsquo; taken too far, and can leave your team feeling intimidated. This in turn will kill their creativity, deter them from speaking out about important issues, and wipe out any loyalty they may have had for you.&nbsp;&nbsp;
&nbsp;
<h3>Don&rsquo;t Assume You&rsquo;re Always Right</h3>
&ldquo;True leaders are the first to admit that they don&rsquo;t know everything and that they need help&rdquo; - Bill Byrd.&nbsp;
These are words to live by for every leader - not just in business, but in sport and life in general.&nbsp;
Always be open to feedback from your team. Welcome disagreement and company criticism with open arms - you have no idea how vital those opinions could be to the health of your business down the line.&nbsp;
&nbsp;
<h3>Don&rsquo;t Be a People Hoarder</h3>
This is one of the toughest pills to swallow for a leader. All too often, the &lsquo;higher-ups&rsquo; in a company will prevent their best talent from progressing their career for fear of losing them. This leads to anger and frustration, which is likely to hurt the company a lot more than if the employee had been shown support.&nbsp;
Instead of feeling betrayed, forsaken or bitter about your worker leaving, tell them how much their presence has meant to you. You have no idea how that same person could repay you for your respectfulness in the future.&nbsp;
&nbsp;
<h3>Don&rsquo;t Be Afraid</h3>
At the risk of sounding clich&eacute;, we&rsquo;ve put &lsquo;don&rsquo;t be afraid&rsquo; on this list because of its irrefutable importance. At the end of the day, leadership is all about taking risks, venturing where others haven&rsquo;t, and giving others the courage to go there with you.&nbsp;
There is no certainty in the world of business - or life, for that matter - and true leadership requires a degree of responsibility that most people don&rsquo;t want to deal with. Courage is perhaps the most admirable and identifiable trait of all great leaders, and it&rsquo;s the thing that history&rsquo;s most prominent leaders are remembered for.&nbsp;
So lead by example, inspire your team with your unwavering belief in them and yourself, and become the fantastic leader you&rsquo;ve always wanted to be.
&nbsp;
For more leadership tips and advice on how to create a positive and supportive work environment, visit our&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://spacehr.co.uk/blogs" target="_blank" rel="noopener noreferrer">blog.</a>

Want To Become a Fantastic Leader?

In 2020, a whopping&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.hrmagazine.co.uk/content/news/one-in-five-brits-quit-their-job-due-to-toxic-culture" target="_blank" rel="noopener noreferrer">one in five</a> British workers quit their job due to &lsquo;toxic workplace culture&rsquo;.
But what exactly qualifies as &lsquo;toxic culture&rsquo;, and how does an unhealthy working environment develop?
&nbsp;
<h3>What is a Toxic Culture?&nbsp;</h3>
According to Greg Barnett of&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.predictiveindex.com/" target="_blank" rel="noopener noreferrer">The Predictive Index</a>, a workplace culture is &ldquo;typically considered toxic when trust, psychological safety, and employee morale degrade to unhealthy levels.&rdquo;
Affecting productivity, mental health and employee engagement, toxic cultures are incredibly dangerous for both companies and employees, with symptoms spreading through a workforce quickly if not treated.
Examples of a toxic culture could include a workplace where employees are chronically stressed, overworked, or feeling bullied by their boss. And in most of these cases, the problem boils down to a lack of communication and trust between those in the&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/organisational-structures---where-do-you-fit" target="_blank" rel="noopener noreferrer">workplace hierarchy</a>.&nbsp;
Due to this sense of distance between employees and their leaders, staff turnover in toxic workplaces tends to be exceptionally high. This is because those who feel disregarded, abused, or exploited by their managers, often would rather leave a company than file a complaint, mostly due to a lack of trust that their issues will be resolved.
It&rsquo;s not hard to see how a toxic culture can have a huge negative impact on the performance of a business. It&rsquo;s estimated that a &lsquo;poor company culture&rsquo; costs UK companies an eye-watering&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.breathehr.com/en-gb/resources/culture-economy-report-2021" target="_blank" rel="noopener noreferrer">&pound;20.2 billion</a>&nbsp;every single year.&nbsp;
&nbsp;
<h3>How Does a Toxic Culture Develop?</h3>
Sadly, there are many ways in which a toxic culture can develop in a workplace. And while the &lsquo;root cause&rsquo; of the problem may vary from case to case, it&rsquo;s generally a lack of communication that exacerbates and conceals the problems.&nbsp;
When companies don&rsquo;t take the time to gather employee feedback; negative, or even abusive behaviour is allowed to go unnoticed and unaddressed. It can spread like a cancer throughout an organisation.
It&rsquo;s important for companies to send out&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-can-employee-feedback-change-your-business" target="_blank" rel="noopener noreferrer">anonymous employee engagement surveys</a>. Surveys can give early warning signs and red flags, of where problems are beginning to emerge. Low engagement teams, or concerning written feedback can provide opportunities for businesses to jump in early where the culture is becoming toxic, or employee engagement has dropped.&nbsp;
Where a toxic environment has already formed, simple measures like this enable a company to identify and rectify the signs of a toxic work environment. There are some huge red flags to watch out for, for when a toxic culture has already set in:&nbsp;
Here are a number of common red-flags of a toxic workplace:
<ol>
<li>Abusive managers who shout at or speak condescendingly towards employees&nbsp;</li>
<li>A general feeling of &lsquo;policies and/or profits over people&rsquo;, where workers feel disregarded or exploited</li>
<li>Micromanagers who continually intervene in others&rsquo; work</li>
<li>Extremely negative and unsupportive performance appraisals</li>
<li>Any form of discrimination and lack of diversity</li>
<li>A failure to recognise and reward employee achievements</li>
<li>Harassment&nbsp;</li>
</ol>
This isn&rsquo;t an exhaustive list, but if you recognise any of the above signs in your workplace or business, it&rsquo;s time to:
a.) leave (if you&rsquo;re an employee)
b.) do something about it (if you&rsquo;re an employer!)
&nbsp;
<h3>How to Gather Evidence of a Toxic Workplace Culture</h3>
You may be thinking it&rsquo;s difficult to quantifiably gauge the health of a workplace culture. After all, we&rsquo;re talking about people&rsquo;s feelings &ndash; and feelings are subjective, right?
To understand how it feels to work in your business, it can help to gather quantitative data about your company's culture. Here are just a few ideas of how you can approach this:&nbsp;
&nbsp;
<h4>Carry out regular employee engagement surveys</h4>
Employee engagement surveys can offer a wealth of measurable data, such as eNPS score and information through real-time feedback from current employees. They&rsquo;re most effective when carried out regularly. Quarterly surveys mean you are checking in with your team on a regular basis, whilst leaving enough time to action feedback and build trust in the process. Ten Space offers an innovative and anonymous method of surveying through Whatsapp, which delivers an engaging way to survey your team.&nbsp;
&nbsp;
<h4>Check your company&rsquo;s reviews on&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.glassdoor.co.uk/index.htm" target="_blank" rel="noopener noreferrer">Glassdoor</a>&nbsp;</h4>
<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.glassdoor.co.uk/index.htm" target="_blank" rel="noopener noreferrer">Glassdoor</a>&nbsp;is an extremely useful (and free) platform through which employees, current and former, can leave honest reviews about their work experiences, and rate a company out of 5. Whilst engagement surveys results are likely to be shared within the business only, Glassdoor is a more public way of sharing feedback.&nbsp;
&nbsp;
<h4>Keep an eye on your staff turnover and absenteeism</h4>
Employee turnover and absence rates are a dead giveaway of a toxic workplace culture. According to Monster, the average employee turnover rate in the UK is currently&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.monster.co.uk/advertise-a-job/hr-resources/workforce-management-and-planning/staff-retention/what-is-the-ideal-employee-turnover-rate/" target="_blank" rel="noopener noreferrer">15%</a>&nbsp;a year. And while not all staff turnover is bad, you might want to keep a closer eye on your culture if your turnover rate is much higher than this.&nbsp;
&nbsp;
<h3>How to Prevent a Toxic Culture From Developing In Your Workplace</h3>
While there&rsquo;s no &lsquo;perfect&rsquo; way to shape your culture, there are a number of vital ingredients you&rsquo;ll need to cultivate a healthy working environment.&nbsp;
&nbsp;
<h4>Listen to your employees</h4>
The first thing you need to consider is employee feedback. Right now your employees could be holding the answers to most, if not all of your problems. They&rsquo;re the driving force behind your entire company, and if&nbsp;they&rsquo;re not happy, how can you expect your customers and clients to be?&nbsp;
Take advantage of the insights employee engagement surveys can offer, and target the root causes of a toxic culture before one can develop. You can check out&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">Space HR&rsquo;s powerful, stylish and easy to use platform</a>&nbsp;to get all the insights you need to keep your employees happy.&nbsp;
&nbsp;
<h4>Foster great leadership</h4>
As toxic cultures often stem from miscommunication and bad leadership, it&rsquo;s crucial to instil great leadership skills in your managerial teams. Of course, great leadership comes in many different forms, so knowing&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/want-to-become-a-fantastic-leader" target="_blank" rel="noopener noreferrer">what makes a bad leader</a>&nbsp;is key to preventing toxic behaviour from festering.&nbsp;
&nbsp;
<h4>Develop trust&nbsp;</h4>
Trust is a key element in any healthy organisation. Trust is built from operating transparently; doing what you say you are going to do; and doing the right thing, always. A lack of trust in an organisation can quickly slow it down and impact on performance.&nbsp;
&nbsp;
<h4>Employees first&nbsp;</h4>
Finally and most importantly, always put your employees at the heart of your business. Without them, you have no brand, no clients, no service to deliver. Putting your employees at the heart of every business decision you make is the key to ensuring that your culture remains healthy and thriving.&nbsp;
&nbsp;
We&rsquo;re committed to creating healthier workplaces through innovative technology and employee engagement surveys. For more information on how our platform can help your business thrive, visit our website, or&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">get in touch</a>!&nbsp;

What It Is and How You Can Prevent It In Your Workplace?

Toxic Culture

Leaders have a significant impact on just about every aspect of an organisation, including everything from culture and core values to engagement and retention.
One of the main ways leaders impact engagement and retention is through the employee experience. They are the biggest impact on what it feels like day to day to work in an organisation.&nbsp;
💡 As many as <a href="https://www.salesforce.com/blog/">57% of employees</a> quit because of their boss.
&nbsp;
<h3 dir="ltr">What is Employee Experience?</h3>
The employee experience is the interactions an employee has with people, systems, policies and the physical &amp; virtual workspace. Both the small details of day-to-day work and the periodic events and transitions matter.&nbsp;
From the moment someone looks at your job opening, to the moment they leave your company, everything that your employee learns, does, sees and feels contributes to their employee experience.
Ultimately, it&rsquo;s their experiences &ndash; positive and negative &ndash; that will impact how hard they work, how much they collaborate or whether they are invested in improving operational performance.
&nbsp;
<h3 dir="ltr">How Leaders Shape Employee Experience</h3>
A leader plays a crucial role in shaping and enhancing the employee experience within an organisation.
💡 74% of employees believe <a href="https://www.hr.com/en/resources/free_research_white_papers/the-state-of-employee-engagement-in-2018-mar2018_jeqfvgoq.html">leadership</a> is the biggest influence on engagement. They are also the key to scaling a great culture, through their teams.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/BnWQrb6NWbPwCZ3qek0mRlGvZtrp3qZD5orQ747H3Ktxmt5rEOLtDXKbwnpowcd-xpWrrLwVEcG89QH6jnuOH52elB0nr6x-x8gKs9dcK6s_3CrZ0krsJfWgghVvqKk2HRaU9_nNREQaiyip7BB9IZI" width="494" height="330">
&nbsp;
<h4 dir="ltr">Setting the Tone</h4>
Leaders set the tone for the workplace culture. They establish the values, expectations, and behaviours that guide employees. A leader who promotes a positive and inclusive culture can contribute to a better employee experience.
The opposite is also true, we can see in our engagement surveys where a leader isn&rsquo;t engaging their team and the impact that has on all members of the team.&nbsp;
&nbsp;
<h4 dir="ltr">Communication</h4>
Effective leaders communicate clearly, transparently, and frequently with their team members. Open and honest communication helps build trust and fosters a sense of belonging among employees, which can enhance their experience.
&nbsp;
<h4 dir="ltr">Support &amp; Development</h4>
Leaders who provide opportunities for employee growth and development, as well as offer support and guidance, can contribute to a more satisfying employee experience. This includes mentoring, coaching and providing resources for skill-building.
One of the most common gaps we see in engagement and fulfilment of employees, is lack of clarity on employee career development. They often look to leaders to help them develop and build their careers and can become frustrated if they don&rsquo;t receive the guidance they are looking for.&nbsp;
&nbsp;
<h4 dir="ltr">Recognition &amp; Feedback</h4>
Leaders who recognize and appreciate their employees' efforts and provide constructive feedback create a more positive work environment. Acknowledging and rewarding achievements can boost morale and motivation.
It can be as small as a heartfelt &ldquo;thank you&rdquo; or having influence of remuneration and pay. The key to scaling a culture of recognition often lies with people leaders.&nbsp;&nbsp;
&nbsp;
<h4 dir="ltr">Team Building</h4>
Building a cohesive and collaborative team is a significant part of the leader's role. Leaders who foster a sense of community and belonging among their team members contribute to a positive employee experience. 
&nbsp;
<h3 dir="ltr">What HR can do to Support their Leaders</h3>
Human Resources plays a critical role in supporting leaders to create a better employee experience for their teams.
Additionally, leaders and HR tend to have overlapping goals such as performance, retention or wellbeing. Meeting those joint goals benefits HR, the leaders and the company.
&nbsp;
<h4 dir="ltr">Training Opportunities</h4>
HR can design and implement leadership development programs that provide training and resources to help leaders enhance their leadership skills. These programs can cover topics such as managing careers, communication, emotional intelligence, conflict resolution and team building.
&nbsp;
<h4 dir="ltr">Coaching &amp; Mentoring</h4>
HR can provide one-on-one coaching or mentoring for leaders who may need additional support in their roles. This personalised guidance can help leaders identify their strengths and areas for improvement.
&nbsp;
<h4 dir="ltr">Regular Check-Ins</h4>
HR can schedule regular check-ins with leaders to discuss their challenges, successes, and areas where they may need support. These meetings can help HR identify and address leadership issues proactively.
&nbsp;
<h4 dir="ltr">Employee Feedback</h4>
HR can gather feedback from employees through surveys, focus groups, and other feedback mechanisms. This information can help identify areas where leaders can improve and where the employee experience can be enhanced.
Having clear, regular and relevant data in this area can be a powerful way to drive a culture and engagement strategy and shape employee experience.&nbsp;
&nbsp;
<h3 dir="ltr">Leadership &amp; Employee Surveys</h3>
Employee surveys provide valuable feedback from the people who work directly with leaders. This feedback can offer insights into the leadership strengths and areas for improvement that leaders themselves may not be aware of.
Employee surveys can measure the impact of leadership on various aspects of the employee experience, such as job satisfaction, engagement, and overall morale. This data can help leaders understand their influence on the workforce.
Surveys offer a structured and often anonymous way for employees to express their opinions. This anonymity can encourage honesty, as employees may be more willing to share their thoughts without fear of reprisal.
&nbsp;
The Ten Space Survey Platform helps leaders 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.
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>.

Leaders have a powerful impact on culture and engagement in an organisation - good and bad!

The Role of Leadership in Employee Experience

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

Case Study

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

CEO / Founder

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

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

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

Insightful articles, hints &amp; tips and company news

Featured Blog

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

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

Featured Case Study

view

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

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

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

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

How it works

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

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


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

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


Build your employee engagement strategy

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

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

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

learn more about employee experience &amp; retention

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

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

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

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

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

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

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

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

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

Choose the plan that suits you

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

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

Fast and powerful engagement surveys

advantage

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

For larger teams with dedicated requirements

enterprise

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

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

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

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

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

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

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

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

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

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

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

Educational content - book now or watch on-demand

Employee Engagement

Employee Retention

Team Performance

Blogs

Webinars

Resources

Podcasts