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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

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>

How our first months in business shaped our proposition

Employee Engagement - It's not about solving problems

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

What is it and what does it mean for organisations?

Duty of Care

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

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

Does one bad manager matter?

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

Shunning the 9-5 can create competitive advantage

Can flexible working improve engagement?

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

Turn your Employee Value Proposition into an attraction & retention tool

Attract & Retain with your EVP

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

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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.

Featured Case Study

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

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

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

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

How it works

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

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


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

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


Build your employee engagement strategy

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

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

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learn more about employee experience &amp; retention

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

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

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

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

<h5 class="heading mt-4 aos-init"> 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.

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

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

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

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

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

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

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

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