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Resignations can be painful when they come as a surprise. Often you might find that a few people hand their notices in together. This has made us wonder&hellip; are resignations contagious?&nbsp;
We&rsquo;ve taken a deep dive into the drivers of resignations in order to answer the question: Are resignations contagious?
&nbsp;
<h3>&lsquo;Spate&rsquo; or Coincidence?</h3>
A recent&nbsp;<a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf" target="_blank" rel="noopener noreferrer">survey&nbsp;</a>found that 38% of respondents planned to quit their job in the next six months to a year. More people are setting off to pursue their dream jobs, or are quitting working life altogether to spend more time with their families.&nbsp;<a href="https://www.hrdive.com/news/most-employees-would-grade-their-jobs-a-b-/553087/" target="_blank" rel="noopener noreferrer">50%</a>&nbsp;of employees say that they&rsquo;d sacrifice their&nbsp;<a href="https://www.spacehr.co.uk/blogs/the-great-resignation" target="_blank" rel="noopener noreferrer">salary for a job they enjoyed more.</a>
When deciding whether or not to change jobs, employees don&rsquo;t just take into account their own career development, pay and benefits. They take note of how their colleagues feel about the team culture. When one employee leaves, it signals to others that it may be time to weigh up their options. This has been named &ldquo;turnover contagion&rdquo;.
The strength of turnover contagion depends on which employees leave, and the kind of circumstances they leave under. So, especially in today&rsquo;s uncertain labour market, it&rsquo;s critical to be focusing on employee engagement &amp; retention, to avoid being left captaining a ship without a crew.&nbsp;
&nbsp;
<h3>When are people most likely to resign?</h3>
Understanding why an employee has chosen to leave their position is undeniably valuable information. Knowing&nbsp;when an employee is most likely to quit can be equally helpful.&nbsp;
Research by&nbsp;<a href="https://www.gartner.com/en/newsroom/press-releases/2021-03-04-gartner-hr-research-finds-sixty-eight-percent-of-employees-would-consider-leaving-their-employer-for-an-organization-that-takes-a-stronger-stance-on-societal-and-cultural-issues" target="_blank" rel="noopener noreferrer">Gartner</a>&nbsp;has revealed there are key moments in an employee's life that are likely to spur them into resigning. Identifying these moments in advance can help an organisation preemptively act to retain its talent.
&nbsp;
<h4>1. Work Anniversaries</h4>
Work anniversaries are significant milestones in a person's career, but they often aren't met with the enthusiasm that they should be. This can prompt an employee to consider what direction they'd like to take their career in.&nbsp;
Gartner&rsquo;s data&nbsp;<a href="https://hbr.org/2016/09/why-people-quit-their-jobs" target="_blank" rel="noopener noreferrer">shows</a>&nbsp;that job-hunting activity rises by 6% around the anniversary of when someone first joins a company. It increases by 9% on the anniversary of when they first assumed their current position.&nbsp;
&nbsp;
2. Social Events &amp; Networking
Job hunting spikes by&nbsp;<a href="https://hbr.org/2016/09/why-people-quit-their-jobs" target="_blank" rel="noopener noreferrer">16%</a> after major social gatherings and networking.&nbsp;
Hearing peers discuss their careers can be the catalyst for an employee to take stock of their own progress and goals. Often, the connections that their peers have can help employees obtain their new roles. So you might want to keep a close eye on any employees who are attending a school reunion!&nbsp;
&nbsp;
<h4>3. Birthdays</h4>
Birthdays are a time when people reflect on their lives and jobs. They prompt a&nbsp;<a href="https://hbr.org/2016/09/why-people-quit-their-jobs" target="_blank" rel="noopener noreferrer">12%</a> rise in job hunting around this period. It seems that the big 40th and 50th birthday milestones are especially inspiring in this aspect.
Any event that can cause an employee to reflect on their career can be a career risk trigger. Whether this turns into an actuality depends on the employee&rsquo;s personal circumstances, engagement, job fulfilment and career progression.&nbsp;
&nbsp;
<h3>How do you overcome the risk?</h3>
It&rsquo;s not really practical (or ethical!) to ask employees to limit their social engagements to reduce your resignation risks!&nbsp;
So the best way to combat the risks, is to make sure that your employees are highly engaged. So the consideration of leaving your organisation isn&rsquo;t a factor for them whether they&rsquo;re nearing a big birthday or not.&nbsp;
Here&rsquo;s a model we use at Ten Space, to break down engagement and provide areas of focus to limit resignation risks:
<ul>
<li>Connection -&nbsp;Ensuring that your team are bought into your vision, know key goals and how they can contribute. Sharing your organisations &ldquo;why&rdquo;, mission statement and values can provide powerful ways for your team to super charge your team. A huge area here is communication and employee voice. Ensuring employees feel informed, have a voice and influence on the organisation.</li>
<li>Leadership&nbsp;- Employees are looking to their leaders to keep them informed, updated, supported &amp; inspired. Ensuring leaders are maximising individual and team performance, are fair and provide great recognition are also key elements for relationships between people managers and their teams.&nbsp;</li>
<li>Fulfilment&nbsp;- Employees want to feel personally fulfilled by the work that they do. This can come from challenging and interesting work, great work-life balance, career development and a sense of pride in the work they are doing and the organisation they are working for.&nbsp;</li>
<li>Wellbeing - Employees need to feel safe, secure and supported in the workplace. This can be about job security, feeling that the organisation truly cares about them, or feeling a true sense of belonging in an inclusive culture.&nbsp;</li>
</ul>
&nbsp;
Employee feedback is the critical element to employee engagement, understanding how teams are feeling about all of the above factors, so that you can celebrate strengths and close gaps is key.&nbsp;
We believe in regular, anonymous feedback, to really get to the heart of what is happening in a workplace. It can help identify resignation risks before they take hold, or to understand further how to prevent more of the same.&nbsp;
<a href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">Get in touch with us</a>&nbsp;to see how can help.

We’ve taken a deep dive into the drivers of resignations in order to answer the question: Are resignations contagious?

Are your resignations going viral?

The flexible workforce and the gig economy is on the rise. In fact it's estimated that the number of freelance workers has increased by 25% since 2009. Thanks to the pandemic and economic crash, this is set to continue rising at an increasing rate.
Some businesses are finding they need to reduce headcount, or migrate towards a more flexible employment model to reduce their salary exposure. Others are innovative or fast paced businesses and need niche or hard to find skill sets, as such they outsource. Both are looking more and more towards contractors, freelancer and gig workers.
From a workers viewpoint, many thrown into unemployment have made the brave leap to become self-employed, some through ambition and some through lack of other options. Others are taking the opportunities that come their way and know they can maximise their value in the market place by being in control.
Whether you employ people directly or in a gig-worker manner, employee engagement can benefit your wider workforce too. Temporary, contract, and freelance workers are not robots and want to feel a connection to your business and your goals. They want to be recognised, challenged, inspired and looked after. If they are enjoying the work then they'll be delivering their best performance.
So whilst you need to make sure the lines of employment aren't blurred, there are some great engagement practices that make good sense for everyone in your business. Gig workers aren't with you for long (that's kind of the point) but you can make that time count.
&nbsp;
<ol>
<li>Share the vision and where you're heading. Everyone wants to believe in what they're working on. So sell them the dream! Make sure they know where they fit in and why their time and expertise is adding value to your business at that point in time.</li>
<li>Keep them updated, they might not be on your internal communication email round robin, or on the Slack group, but consider what they might need to know that would help them be more a part of the business or the team.</li>
<li>Value their expertise and make them feel appreciated for the contribution they make - just because you are paying their invoice, doesn't mean you can't provide great recognition</li>
<li>Provide great leadership, remove blocks, inspire them. Help them to do their best possible work whilst they are with you and leave a lasting impression of your leadership with them</li>
<li>Make them feel part of the wider team, make them feel included and valued. You can create a great blended team without having the same type of employment relationship with everyone</li>
<li>Provide them with challenges and provide development opportunities for them to grow with you, make it a memorable assignment and keep their interest high</li>
<li>Give them certainty if you can - know they'll be with you for 6 months? Great! Is it only 6 weeks? Tell them! Treat them fairly and transparently.</li>
<li>Pay them on time! 🙂</li>
</ol>
&nbsp;
If you have seen that your workforce is changing shape to include more freelancers and contracts, now is a great time to make sure you are building an engagement plan for your whole workforce, not just your employees.
If you'd like Ten Space to help with your plans, just ask! <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>

8 ways to super-charge and engage, contractors and freelancers

What comes first - A high performing team or a highly engaged team? We&rsquo;re clear that there is a link between these two desirable team states. Once you have one, you&rsquo;ll also have the other.
We conducted our own<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">survey</a> and asked the question:
On a scale of 1 (low) to 10 (high). To what extent do you agree with the statement- &ldquo;high employee engagement and high performing teams are linked&rdquo;?
Our average score from our panel was 9.2. This indicates that high employee engagement and high performing teams are closely linked.
To create a high performing team, you&rsquo;ll need to start with employee engagement.
&nbsp;
<h3>Employee engagement</h3>
<a href="https://www.spacehr.co.uk/blogs/employee-engagement---why-consistency-is-critical" target="_blank" rel="noopener noreferrer">Employee engagement</a> is about your employees bringing their best selves to work and doing their best work when they get there.
Focus on key aspects of employee engagement to create high performing teams. These fuel higher engagement and incredible work cultures.
Once you&rsquo;ve got a high performing team, it&rsquo;ll improve engagement further. Then you&rsquo;re on an upward trajectory, which can gain incredible pace if you get it right.
<a href="https://insync.com.au/insights/impact-of-employee-engagement-on-profitability/" target="_blank" rel="noopener noreferrer">Research</a> shows that employees can do great things when they engage. The company is more likely to exceed the industry average in one-year revenue growth.
Where do you begin? Great team engagement and performance starts with individuals themselves being engaged. This builds up to focus on the team. But when it comes to focusing a team on high performance, there are some elements that need to be in place.
&nbsp;
Here we take a look at what we&rsquo;ve observed through our employee feedback surveys:
<h4>1. Ability for employees to be themselves around each other</h4>
This is the most fundamental part of creating a high performing and engaged team. Teams need to feel safe in the workplace and safe with each other. Psychological safety is a huge element of a high performing team.
<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 provide an environment where innovation can thrive and people can perform at their best.
Teams will naturally come up against conflict and challenging situations. The feeling that they are able to navigate it in a healthy way is important.
Diversity, inclusion and belonging are extremely important in the workplace. Employees want to feel they can bring their whole selves to work so they can be their best when they get there. They need a place of feeling safe to be able to do their best work.
Environments that encourage diversity &amp; inclusivity practices promote trust and employee engagement among employees. Research shows that<a href="https://www.gartner.com/en/documents/3979855/how-hcm-technologies-can-scale-inclusion-in-the-workplac" target="_blank" rel="noopener noreferrer">&nbsp;inclusive teams</a> 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;in diverse organisations is 12% higher</a>&nbsp;than in companies with no inclusivity efforts.
&nbsp;
<h4>2. Clear direction of travel</h4>
If you don&rsquo;t have clarity on the direction of travel, the team can drift. It doesn&rsquo;t mean that they aren&rsquo;t still working hard, but it could mean a lot of wasted time, effort and money.
We asked a panel of leaders which factors they thought had the highest impact when it came to the<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">&nbsp;engagement of high performing teams.</a> 32% said connection &amp; the communication of goals, vision, mission and values was the most important factor. 32% said personal fulfilment such as reward, work-life balance and career development.
It&rsquo;s also important to make sure that teams are clear on how the work they are doing fits into the bigger picture. That&rsquo;s when they&rsquo;ll get a sense of pride and satisfaction from what they are delivering.
&nbsp;
<h4>3. Communication matters</h4>
Communication is one of the most common topics that comes up in our engagement surveys as being lacking. It&rsquo;s the single biggest &ldquo;ask&rdquo; we see teams asking their leaders to work on.
From business, to team, to individual feedback - engaged employees like to understand what is going on in the business and how it impacts on them.
High performing teams like communication to go both ways. They need to feel like they have a voice and an influence on their work and working environment too. That&rsquo;s where the<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">power of anonymous engagement surveys can really help.</a>
<a href="https://rh-us.mediaroom.com/2013-10-22-Survey-Human-Resources-Managers-Cite-Lack-of-Communication-as-Main-Source-of-Low-Employee-Morale" target="_blank" rel="noopener noreferrer">Accountemps</a> research shows the number one cause for low morale is poor communication. Sharing important updates with employees, recognising their achievements and ensuring people collaborate is essential for successful internal communication.
Communication is a critical part of employee engagement. It promotes better performance, employee retention and wellbeing. Employees are more likely to engage and contribute when there&rsquo;s an open organisational culture.
Good communication enables employees to stay connected to their workplace and understand their organisation&rsquo;s purpose &amp; strategy. It allows them to identify with its values and develop a sense of belonging by understanding how they contribute to its wider purpose.
&nbsp;
<h4>4. Great performance management</h4>
This isn&rsquo;t about tackling poor performers, it&rsquo;s about creating healthy performance cultures.
Poor performance needs tackling swiftly and fairly. Nothing creates resentment and toxicity in a team like letting poor performance fester.
A survey shows low performers can have<a href="http://eaglehillconsulting.com/opinions/low-performers" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://eaglehillconsulting.com/opinions/low-performers" target="_blank" rel="noopener noreferrer">significantly negative effects</a> on an organisation. Below are a few excerpts from the survey respondents:
<ul>
<li>68% say low performers lower workplace morale</li>
<li>44% say low performers increase the work burden on high performers</li>
<li>54% say low performers contribute to a lack of initiative and motivation, resulting in a work culture where mediocrity is accepted</li>
</ul>
When low performers are identified, how should they be handled? Immediately firing them may not be the best solution as leaders owe every employee the opportunity to succeed.
&nbsp;
Morale can be lacking for many reasons:
<ul>
<li>Lack of direction or alignment&nbsp;</li>
<li>Lack of feedback</li>
<li>Confusion/fear about the work environment.&nbsp;</li>
</ul>
Clarify what success looks like for those employees. Give them a chance to perform and engage by delivering these things regularly.
It&rsquo;s also about great performers feeling recognised and appreciated for their contribution.
Much of this sits with leaders. They need to handle performance fairly and create great working environments for their teams to thrive. Building trust and respect in teams is important for high engagement and performance.
It can be a useful exercise to check in that performance culture is where it needs to be. You can address any issues that might be preventing high performance from developing.
&nbsp;
<h4>5. Fulfilling roles</h4>
High performing teams are made up of high performing individuals. Individuals want to be challenged and have a sense of autonomy &amp; control over the work that they do and how they do it.
<a href="https://www.spacehr.co.uk/blogs/can-flexible-working-improve-engagement" target="_blank" rel="noopener noreferrer">Flexible and hybrid working&nbsp;</a>is so often talked about. It's having such a big impact on engagement - employees can have great control over how they do their work.
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 doesn't align with their life outside of work.
Many juggle a near impossible balance of work and life outside of work. This makes it difficult to be fully engaged in their job.<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">5 million people</a> in the UK are juggling caring responsibilities with work - that's 1 in 7 of the workforce.
According to a<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">recent survey</a>:
<ul>
<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>
</ul>
Moving away from the traditional working week and offering more flexible ways of working can offer solutions to these challenges. In return, you'll build long lasting employee engagement and create competitive advantage.
Flexible working options open up new, often more diverse talent pools. It also gives employees a greater reason to stay in your business. When this sense of challenge and autonomy is blended together into a team environment, it creates a fantastic team culture and generates high performance.
&nbsp;
Having a high performing team is necessary for your business to succeed. Employee feedback surveys are a great way to find out how you can improve in ways that will benefit your team. To find out more about how Ten Space can help you create high performing teams, visit our website<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>.&nbsp;

What comes first - A high performing team or a highly engaged team?

5 tips on creating a high performing team

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

5 Steps to a Highly Engaged Team - Part 5

In weeks 1 and 2, I encouraged you to give some thought to the following things;
<h4>Week 1:</h4>
<ul>
<li>Your business goals for 2021</li>
<li>What you need from your team in order to achieve these goals</li>
</ul>
&nbsp;
<h4>Week 2:</h4>
<ul>
<li>How well connected are you to your team? (Start an engagement plan by adding things from checklist)</li>
<li>How can you be a better leader? What can you improve about your business and yourself?&nbsp;(Continue building your engagement plan)</li>
</ul>
&nbsp;
This week we're looking at the second half of the Ten Space engagement framework - Fulfilment and Wellbeing. This is where engagement gets really personal. Let's take a look at what each of these mean for your employees and your business.
&nbsp;
<h3>Fulfilment</h3>
Fulfilment is all about answering the employee's question "what's in it for me". It's about how well their role meets their personal and professional needs. This pillar recognises that the employment relationship is a two-way street and that employees are looking for much more than just a salary in return for their time and dedication.
Here's some of the questions to ask yourself in this area:
<ul>
<li>Do the rewards I offer the team, match the contribution they make? Are they fair and motivating?</li>
<li>Are rewards aligned to the right outcomes? Are they driving the right behaviours?</li>
<li>How much focus do you place on personal and career engagement? Are people able to grow in your business? Is this a priority?&nbsp;</li>
<li>Do you design roles and take an approach that allows work to compliment your team's lives? Are you thinking about flexible working? Part time roles? Remote working?</li>
<li>What would your teams say if you asked them if they felt challenged in their roles? Too much? Too little? Just enough? Is the work interesting for them?</li>
<li>Are they proud of the work that they do?</li>
</ul>
&nbsp;
Task 4: Reflecting on the list above, is it a two-way street in your business?&nbsp;What else could you be doing? Add them to your notes from the week one exercise. Your engagement plan is starting to take shape!
&nbsp;
<h3>Wellbeing</h3>
Wellbeing is about whether employees feeling safe, secure and supported in their role. It can be both emotionally and physically. Employees will struggle to be engaged if they are worried that their job isn't safe; they are going through a difficult time and haven't got the support that they need, or they can't be truly authentic whilst at work.
Here's some of the questions to ask yourself in this area:
<ul>
<li>Do my teams feel safe and secure in their roles? Are they worried about their position or their future in the business?</li>
<li>Are there good support mechanisms in place if employees need it? Do policies and practices "do the right thing"? Do leaders know what support tools are available to them and are able to use them effectively?</li>
<li>How diverse is your team? Are you proud of the diversity in your team? Have you got more work to do here?</li>
<li>How inclusive is your business? Have you got more work to do here?</li>
<li>Are your employees able to be authentic and truly themselves at work?</li>
<li>Is there more you can be doing to support employee's emotional, physical and financial wellbeing?&nbsp;</li>
</ul>
Task 5: Reflecting on the list above, do you provide a safe and secure place for your workforce?&nbsp;What else could you be doing?
&nbsp;
<h3>Identifying solutions</h3>
If you've identified some gaps, you can work on solutions by thinking about the following things:
<ul>
<li>What feedback have my team given me that has indicated what solutions, improvements or changes they'd like to see?</li>
<li>Who can I ask / how can I ask them to know where I can make an impact?</li>
<li>Do I know people or businesses who are doing this well that I can get ideas from?</li>
<li>Do I need some expertise to help me?</li>
</ul>
&nbsp;
If anything in here has struck a cord and you'd like to create your plan with the support of Ten Space, you can contact <a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a>

5 Steps to a Highly Engaged Team - Part 3

In last weeks blog, I encouraged you to give some thought to two things;
<ol>
<li>Your business goals for 2021</li>
<li>What you need from your team in order to achieve these goals</li>
</ol>
You can find it&nbsp;<a style="background-color: transparent; color: rgb(219, 62, 98);" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team" target="_blank" rel="noopener noreferrer">here</a> if you want to recap.
Hopefully you've had time to reflect and give some thought to this.
This week we're going to be looking at two critical pillars of Employee Engagement - Connection and Leadership. Each pillar offers the ability to help you achieve your goals by building a highly engaged team for the future.
&nbsp;
<h3>Connection</h3>
Connection is about aligning your employees to your business and it's goals. It's about having a sense of purpose (like a mission or vision) and ensuring your people are bought into it. It's about two way communication with employees having a voice and being able to contribute to the business's future. On a practical level it's also about being informed and updated.&nbsp;
If your people understand the part they play in the future of the company they can make a great contribution!
Thinking about your own business;
<ul>
<li>Do you have a mission or vision that's clear and meaningful?</li>
<li>Do your team know what it is and know how they can contribute?</li>
<li>Do you have company values and are they brought to life in your business?</li>
<li>Are your people processes well aligned to this? For example, do you recruit with your mission in mind?</li>
<li>Do you have a mechanism by which your team can give feedback / ideas / ask questions / contribute? Do you allow your employees to influence what happens in your business?</li>
<li>How good is your communication about what's happening in your business? Are your team well informed and updated? Is it engaging? Topical? In the moment?</li>
</ul>
Task 2: What are you not doing from the above list?&nbsp;Add them to your notes from the week one exercise. Your engagement plan is starting to take shape!
&nbsp;
<h3>Leadership</h3>
The saying goes that people join a business and leave a manager. We've found this to be very true. Without great leadership, you are always filling a leaky bucket when it comes to employee engagement.
Leadership is about how confident employees feel about their leaders and managers, how inspired they are by them, how much trust there is there and what the relationship is like.
Thinking about your own business;
<ul>
<li>Do the leaders in your business bring out the best in your teams?</li>
<li>Have you got a high performing team? If not, are you working towards it?</li>
<li>Are your teams well recognised by leaders? Does it inspire your teams to do more?</li>
<li>Do your leaders create great working environments for their teams? Are they good at bringing teams together and build their strengths?</li>
<li>Is poor performance well managed? Is there a sense of fairness in your business?</li>
<li>Is trust high amongst your leaders and their teams?</li>
</ul>
Thinking about yourself;
<ul>
<li>What kind of leader are you?</li>
<li>Where do your strengths lie</li>
<li>What are your weaknesses?</li>
<li>Where do you need to focus personally?</li>
</ul>
Task 3: Reflecting on this list above, what can you improve about your business and yourself.&nbsp;Add them to your notes from the week one exercise. Your engagement plan is starting to take shape!
&nbsp;
<h3>Identifying solutions</h3>
If you've identified some gaps, you can work on solutions by thinking about the following things:
<ul>
<li>What feedback have my team given me that has indicated what solutions, improvements or changes they'd like to see?</li>
<li>Who can I ask / how can I ask them to know where I can make an impact?</li>
<li>Do I know people or businesses who are doing this well that I can get ideas from?</li>
<li>Do I need some expertise to help me?</li>
</ul>
&nbsp;
If anything in here has struck a cord and you'd like to create your plan with the support of Ten Space, you can contact <a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a>

5 Steps to a Highly Engaged Team - Part 2

Taking the time to plan in January is an excellent way to make sure you don't drift as the year goes on.
I'm going to assume a few things first...
&nbsp;
1. You had a great Christmas break
2. You took some real time off from work
3. You rested or had a good change in pace (because as they say, a change is as good as a rest)
&nbsp;
If not please do consider a break first, because starting a year burnt out from last year is never a good idea!
Like me, you're probably wondering what the year has in store. Could it be a record year of revenue growth? Maybe you're launching a new product? Maybe you're going for investment? Or could it be the year that you sell your business and cash out?
I don't want to curse any of your plans at this early stage, but how did 2020 feel when you left it behind? Maybe some people handed their notice in and left at the end of last year. Maybe you're going to walk back in to a flurry of people handing their notice in. Or, maybe the mood became quite low at the end of last year and you know it's going to be a challenge to raise spirits and re-engage your team?
One thing is for sure, if you've got huge ambitions for 2021 you're going to need a rock solid team that's firing on all cylinders to help you get there.
&nbsp;
Here at Ten Space, we've thought about this for you. We've put together a 5 week plan to help you put your team first in helping you to achieve your goals.
&nbsp;
<h4>Over the next 5 weeks we'll cover;</h4>
Week 1 - How will a more engaged team help you achieve more?
Week 2 - Engagement Pillars - Connection &amp; Leadership
Week 3 - Engagement Pillars - Fulfilment &amp; Wellbeing
Week 4 - Turning your plan into action
Week 5 - Measuring success
If you lose track of our posts at any time, you can find all our blogs on www.spacehr.co.uk.
&nbsp;
<h3>STEP 1 - How will a more engaged team help you achieve more?</h3>
Employee engagement touches everything you do in your business. It's in the colour of the walls, it's in the type of coffee you provide, it's in each payslip and every word that comes out of your mouth.
It isn't a project, an initiative, or a short term fix. Great employee engagement doesn't have a deadline and it's never finished or completed. High engagement today doesn't guarantee you high engagement tomorrow. You need to work at it every day and in every corner of your business.
&nbsp;
<h4>Your Engagement Bank</h4>
Think of employee engagement as a bank account. You opened it on day one of your business and since then you've been adding to the balance. The currency in your account has a value and it can help buy the business great things such as increased revenue, higher profitability, better talent, higher employee retention and increased creativity.
Every day in your business you are making deposits or withdrawals from your account. Making more deposits increases the level of employee engagement you have and gives you the opportunity to buy more. Similarly, you'll naturally make withdrawals. These are unavoidable as an employer, but they matter less if the balance in your account is kept high. You simply need to put more in than you take out.
&nbsp;
<h4>Your 2021 Goals</h4>
Most businesses start the year setting out goals they'd like to achieve. There might be some specific goals such as entering new markets, building new products, offering new services or smashing higher sales targets. Whatever they are, it's likely that some withdrawals will need to be made from The Engagement Bank along the way to meet these goals.
Some examples could include;
&bull; Goal 1: Work with bigger clients - So requiring your team to up-skill
&bull; Goal 2: Ensure profitability - So communicating that pay-rises might not happen this year
&bull; Goal 3: Increase revenue - So sales targets need be increased
&bull; Goal 4: Streamline processes - Requires introducing a new piece of tech and re-training
&nbsp;
<h4>Your Task</h4>
1. Document the goals for your business in 2021
2. Consider what you will need from your team in order to achieve these goals. Have you got enough currency in Your Engagement Bank? What withdrawals are you likely to need to make to ensure this year is a great success?
&nbsp;
Writing these things down, gives you a good foundation for your engagement plan. If you'd like to use the Ten Space Engagement Planner to create your plan, email victoria@tenspace.co.uk and we'll send it to you.
Ten Space's model of engagement provides focus and direction to create impact.
&nbsp;
Over the coming weeks, we'll be looking at engagement in 4 key areas:
<ul>
<li>Connection</li>
<li>Leadership</li>
<li>Fulfilment</li>
<li>Wellbeing</li>
</ul>
&nbsp;
Want to do it faster? No problem! We can send you the next 4 weeks content now! Or we can help create your plan with you: victoria@tenspace.co.uk.

5 Steps to a Highly Engaged Team - Part 1

Do you know if anyone in your team is thinking of resigning? Do you know&nbsp;why they might be thinking of resigning?
By the time a member of your team has handed in their notice, they&rsquo;ve likely already been working below par for 6 months. During this time they would have been making their decision and finding another role.
The notice period and getting a new employee up to speed takes up a lot of time. It can be 12 months of lost opportunity surrounding a single resignation in your team. This is why it&rsquo;s so important to understand why your employees might resign.
A recent<a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf" target="_blank" rel="noopener noreferrer">survey</a> found that 38% of respondents planned to quit their job in the next six months to a year. This shift is due to the pandemic making people question their priorities.&nbsp;
Right now, more and more people are setting off to pursue their dream jobs. Some are quitting working life altogether to spend more time with their families. In fact, a whopping<a href="https://www.hrdive.com/news/most-employees-would-grade-their-jobs-a-b-/553087/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.hrdive.com/news/most-employees-would-grade-their-jobs-a-b-/553087/" target="_blank" rel="noopener noreferrer">50%</a> of employees say that they&rsquo;d sacrifice their salary for a job they enjoyed better. Times are changing!
Here are the top 5 reasons why your team might be thinking of resigning:
&nbsp;
<h3>1. They have more choice</h3>
UK job vacancies are at a record high with approximately<a href="https://www.peoplemanagement.co.uk/news/articles/employers-warned-expect-challenges-vacancies-reach-another-record-high#gref" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.peoplemanagement.co.uk/news/articles/employers-warned-expect-challenges-vacancies-reach-another-record-high#gref" target="_blank" rel="noopener noreferrer">1 million fewer</a> people in the labour market. In 2021, Covid19 forced many to change careers. Technology accelerated a &lsquo;work anywhere&rsquo; mentality. Simply put, it&rsquo;s a candidate&rsquo;s market place at the moment.
The average cost of salaries is creeping up.<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/earningsandemploymentfrompayasyouearnrealtimeinformationuk/february2022" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/earningsandemploymentfrompayasyouearnrealtimeinformationuk/february2022" target="_blank" rel="noopener noreferrer">figures from HMRC</a>&nbsp;state: 'the number of employees on UK company payrolls rose by 184,000 in the month to 29.5 million'. Polls suggest that<a href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">most people aspire to earn &pound;44,500-&pound;58,500</a> per annum to eradicate money worries.
This means that employees might seek higher pay to take care of their money worries, moving more often between employers to achieve their financial goals. The increase of job vacancies makes this easier for the employee, and in turn, more concerning for the employer.
&nbsp;
<h3>2. More flexible options</h3>
Covid19 has caused technology to rise to the aid of the workforce. Working from home has become increasingly common.<a href="https://digital.com/the-real-reasons-people-want-to-keep-working-from-home/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://digital.com/the-real-reasons-people-want-to-keep-working-from-home/" target="_blank" rel="noopener noreferrer">Digital.com</a> surveyed 1,000 remote workers to find out what&rsquo;s keeping them tied to their work-from-home lives. The findings include:
<ul>
<li>72% want to be able to take a nap or exercise during the day</li>
<li>73% want to be able to watch TV while they work</li>
<li>14% will not go back to the office, even if required by their employer</li>
</ul>
Along with this, 75% of remote workers want to stay home with their pets. A total of 3.2 million households in the UK have acquired a pet since the start of the pandemic, according to the<a href="https://www.pfma.org.uk/news/pfma-confirms-dramatic-rise-in-pet-acquisition-among-millennials-" target="_blank" rel="noopener noreferrer">&nbsp;Pet Food Manufacturers' Association.</a> A whopping 74% said their pet had helped their mental health while they were coping with the struggles of the pandemic.
The need for a flexible schedule has caused an increase in the want for remote working. Employees want to take breaks when needed and to look after pets during work hours. Is it possible for your employees to work from home? If so, it might be worth looking into.
&nbsp;
<h3>3. Poor leadership</h3>
As true today as it has ever been; is the saying that employees don&rsquo;t leave their employer, they leave their manager. The people who have the biggest impact on how it feels to work in an organisation are your leaders. They set the tone and shape the culture more than anyone else in a business. In its<a href="https://news.gallup.com/businessjournal/106912/turning-around-your-turnover-problem.aspx#:~:text=Gallup%20conducted%20two%20polls%20in,position%20in%20the%20same%20company.&amp;text=The%20polls%20found%20that%20the,was%20between%20%2425%2C000%20and%20%2435%2C000." target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://news.gallup.com/businessjournal/106912/turning-around-your-turnover-problem.aspx#:~:text=Gallup%20conducted%20two%20polls%20in,position%20in%20the%20same%20company.&amp;text=The%20polls%20found%20that%20the,was%20between%20%2425%2C000%20and%20%2435%2C000." target="_blank" rel="noopener noreferrer">studies on employee turnover</a>, Gallup found that the reasons people quit jobs are often due to their managers.
It found that at least 75% of voluntary turnover is because of factors such as:
<ul>
<li>A lack of opportunity for career progression</li>
<li>Poor fit to the role</li>
<li>Flexibility and scheduling</li>
<li>The environment or management</li>
</ul>
Some types of leadership that might &lsquo;persuade&rsquo; talented employees to quit their jobs:
<ul>
<li>managers who don&rsquo;t offer feedback</li>
<li>managers who don&rsquo;t know their employees&rsquo; strengths</li>
<li>managers who micro-manage</li>
<li>managers who encourage a toxic workplace</li>
<li>managers who are bad at managing.</li>
</ul>
Making sure that your leaders are engaged with their teams ensures that your business&rsquo; culture is a healthy one. You can build a stronger leadership team with employee feedback. It&rsquo;s a great way of targeting what support your leaders might need. Any teams that might be at risk if they haven&rsquo;t got strong leadership can be identified as well.
&nbsp;
<h3>4. Burnout</h3>
If HR leaders had to choose one word to define their focus over the last year, &ldquo;wellbeing&rdquo; would rank near the top.
Employee well-being is now a critical issue, and it&rsquo;s a major factor driving the<a href="https://www.spacehr.co.uk/blogs/the-great-resignation" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/the-great-resignation" target="_blank" rel="noopener noreferrer">Great Resignation</a>. In an era of record quit rates and reshuffling of jobs, how employees feel about their working lives has never been more openly discussed.&nbsp;<a href="https://www.cipd.co.uk/Images/health-wellbeing-work-report-2021_tcm18-93541.pdf" target="_blank" rel="noopener noreferrer">The 2021 Mental Health At Work Report</a>, found that 84% of employees reported at least one workplace factor negatively impacts their mental health.
In fact, study respondents who felt supported by their employer with their mental health were 2.5 times more likely to intend to stay at their company for two years or longer, compared to those who didn&rsquo;t feel supported.
This isn&rsquo;t all due to the company. Many employees are still feeling the effects of the pandemic in 2022. Let 2022 be the year you consider what you can do to improve happiness in the workplace. This will help to prevent Covid fatigue (and the mental health issues it amplifies) becoming the next pandemic.
&nbsp;
<h3>5. Career development</h3>
If employees can&rsquo;t see a clear path of development in their career - they&rsquo;ll go somewhere they can. Employers need to show that they can provide their team with meaningful development opportunities.
By asking employees how they feel about their career development, organisations can create meaningful opportunities. This helps employees recognise that their employer is serious about their development. If they can see this, employees won't find the need to look elsewhere.
We know that many leaders are living in fear of the next resignation from their team. It&rsquo;s no longer enough to sit back and hope. It&rsquo;s important that leaders are proactive with how they manage retention in their teams. It helps them to understand risks and prevent the worst from happening.
&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;www.spacehr.co.uk</a>

Do you know if anyone in your team is thinking of resigning? Do you know why they might be thinking of resigning?

5 reasons your team is thinking of resigning

What does a great employee experience look like? A positive employee experience not only fosters a healthy work environment but also boosts productivity, engagement and employee retention.
💡Each month in the UK, an average of <a href="https://www.1stformations.co.uk/blog/employee-satisfaction-statistics/">418,000 searches</a> are conducted for &lsquo;jobs near me&rsquo;. That&rsquo;s the equivalent of 13,483 searches every single day!
The battle is truly on to make sure that you retain your employees, but more than that, you undoubtedly want to ensure that they are delivering at their best for you.&nbsp;
Your employees&rsquo; talent and ability only contributes in part to overall productivity. To unlock your employees&rsquo; full potential, they need to enjoy their work and value the success of your business.
&nbsp;
<h3 dir="ltr">The Importance of Employee Experience</h3>
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.
&nbsp;
<h4 dir="ltr">Enhanced Productivity</h4>
Employees who feel valued and engaged are more likely to be productive, resulting in better business outcomes.
💡 <a href="https://peoplemanagingpeople.com/articles/employee-engagement-statistics/">Engaged employees</a> increase productivity by 17%.
&nbsp;
<h4 dir="ltr">Reduced Turnover</h4>
A positive employee experience, and the engagement it creates leads to <a href="https://www.tenspace.co.uk/blogs/attract-retain-with-your-evp/">higher employee retention rates</a>, saving the organisation time and resources on recruitment and training.
💡 Disengagement costs UK businesses <a href="https://www.perkbox.com/uk/resources/library/interactive-the-financial-cost-of-employee-disengagement">&pound;340 billion</a> every year.
&nbsp;
<h4 dir="ltr">Attraction of Top Talent</h4>
Companies that prioritise employee experience, from the first interaction to the last, attract and retain top talent, maintaining a competitive edge in the job market and across their industry.
&nbsp;
<h3 dir="ltr">Strategies for Improving Employee Experience</h3>
A great employee experience isn&rsquo;t a one-size fits all approach. Every workplace is different and should approach their employee experience strategy differently.&nbsp;
Pick and choose the ideas and strategies that work best for your workforce and tailor them to fit into your overall workplace culture. After all, what&rsquo;s the point of implementing new employee experience ideas if your employees won&rsquo;t be receptive to them.
Here&rsquo;s some of the elements that we know are key to creating a great employee experience in every workplace.&nbsp;
&nbsp;
<h4 dir="ltr">Develop Career Pathways</h4>
Employees want to know that they have a future within your organisation. We see this topic coming up a lot in the employee surveys we carry out. Clearly defined career pathways, opportunities for skill development and mentorship programs can keep employees engaged and committed to their roles.
It&rsquo;s critical to offer continuous performance development across an organisation. After all, an investment in employee development is an investment in your company&rsquo;s future. Career and personal development opportunities also need to be fair, transparent and accessible for all.&nbsp;
Having a plan in place helps employees with career growth opportunities, career mobility and even personal development.
&nbsp;
<h4 dir="ltr">Provide Flexible Working Options</h4>
<a href="https://www.tenspace.co.uk/blogs/remote-hybrid-working-bridging-the-gap/">Remote and hybrid workplaces</a> are more common than ever. Letting employees choose where they want to work helps them balance their work and personal life and ultimately increases productivity and engagement.
A flexible work environment allows employees to work in their preferred environment at their preferred hours. Allowing job flexibility has been proven to increase productivity, health and job satisfaction while decreasing stress, costs and absenteeism.&nbsp;
&nbsp;
<h4 dir="ltr">Conduct Regular Employee Surveys</h4>
Surveys are one of the most valuable tools an organisation has.&nbsp;
Employee engagement surveys allow organisations to ensure they form an emotional and mental connection with their employees, which also can help improve other metrics like job satisfaction and customer experience. It&rsquo;s key to ensure that you have a continual flow of employee feedback so you know what is working and what you might need to change.&nbsp;
When conducting these surveys, consider using <a href="https://www.tenspace.co.uk/blogs/benefits-of-an-employee-engagement-platform/">a third-party platform</a> like the <a href="https://www.tenspace.co.uk/">Ten Space Employee Survey Platform</a>, which offers bespoke, anonymous, and easy-to-use survey and analytics tools.&nbsp;
At Ten Space, we also measure employee experience, following your employee&rsquo;s journeys as they move through your organisation. This allows us to provide deep insight on the experiences you are creating and where you can optimise them.&nbsp;
So if you want to understand how your new starters feel, what it feels like to be &ldquo;top talent&rdquo;, or how your company benefits are used, we can give you that insight.&nbsp;
&nbsp;
<h4 dir="ltr">Act on Employee Feedback</h4>
Gathering feedback through surveys is only half the battle. To improve employee experience, it's crucial to act on the insights gained.&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.
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.
It&rsquo;s also important to remember that your workplace and your employees are continually changing, regular insight and data can help you keep ahead of those changes and ensure that your employee experience is always what your employees need.&nbsp;
<h3 dir="ltr">&nbsp;</h3>
<h3 dir="ltr">Employee Surveys &amp; Employee Experience</h3>
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.
<img src="https://lh7-us.googleusercontent.com/mEjmko-mtFnvW3zTztMSF_-2tID_vbJ-e140aikat9LeLpnr5KsZJmRS36eDn883bVmjO4pCS-0h9m4IxHKUsaPb9nFHE3rMI_TiHaLLvV8ymrBuCkwo-2NLL0jklt2Kv3JLL2LRhV4HRZrIKqaVfvw" width="259" height="257">
Our employee journeys tools help you to explore the experiences of your employees in fantastic detail, to build up a great picture of what is building engagement and where you have opportunities to improve.&nbsp; 
It gives HR teams and&nbsp; 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>.

To unlock your employees’ full potential, they need to enjoy their work and value the success of your business.

4 Strategies for Improving 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>

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learn more about employee experience &amp; retention

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

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

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

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

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

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

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

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

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

Choose the plan that suits you

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

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

Fast and powerful engagement surveys

advantage

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

For larger teams with dedicated requirements

enterprise

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

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

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

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

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

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

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

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

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

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

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

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