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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

I first heard about Net Promoter Scoring (NPS) was when I was doing a course with Goldman Sachs some 10 years ago. I felt like I was quite late to the party - at least half the room had heard of it before.
Having studied marketing and having a wife that works in Market Research, I knew about the application of a Likert Scales and how that could help you determine the attitudes and opinions of your customers, but NPS developed this further. It provided a framework for measurement over time and this appealed to me as a very useful metric for customer-centric companies.&nbsp;
I spent 2 years as a recruitment consultant, then 11 years building a digital marketing agency. I worked with a good number of recruitment businesses as clients. I loved building websites for recruiters because I understood the market and the requirements were always a challenge.
The biggest challenge was one of differentiation from the competition - &ldquo;how can I make a better website than my competitor?&rdquo;.
This is a difficult question to answer, because there are lots of ways that your website can be better but in my efforts with my earlier clients, it normally boiled down to 3 main things;
&nbsp;
1.&nbsp;Design - Brand identity and website design had to be awesome
2.&nbsp;Candidate Attraction - Needed a great job search and easy registration and application&nbsp;
3.&nbsp;Client Attraction - Needed to position you as a better choice than your competitors
&nbsp;
I love consumer psychology and brand identity. I firmly believe that if you don&rsquo;t understand your customer you don&rsquo;t stand a chance of building an amazing brand. When building a website for a recruitment company you really have to put your client and your candidate at the heart of the experience. This made sense to me and made it easy for me to work with recruiters. Some recruitment agencies make some bold claims about their client and candidate experience (without really backing it up) but with one client I learned something that stayed with me and probably (in part) influenced my reason to be part of Ten Space.&nbsp;
This company took NPS seriously. They wore their NPS score on the homepage of their website like a huge badge of honour, and rightly so. They had a great score for their candidate NPS and for their client NPS. They demonstrated true sector knowledge and were meticulous about their brand and the quality of the design. But they didn&rsquo;t stop there.&nbsp;
They put their consultant experience front a centre too. After the obligatory job search splash (which should always be front and centre on a recruitment website in my opinion) they had a huge focus on the reasons to work for their business and the quality of the consultants that worked there too. I was seriously impressed. They&rsquo;d absolutely nailed the thing that many recruitment companies overlook in their marketing - Recruitment is a people driven business, and their consultants were their major differentiator.
But then they took it up another notch - they qualified. They didn&rsquo;t just say &ldquo;we&rsquo;re great and here&rsquo;s some nice things our team have to say about us (with a gun to their head)&rdquo;. They were bold enough to talk about having an amazing Employee Net Promotor Score (eNPS). This is what we use at Space HR to measure the employee engagement or loyalty to a business. It provides data that helps you build a great internal brand and develop incredible loyalty with your employees.
&nbsp;
Just like candidate and client satisfaction can be managed, so can consultant satisfaction and this is the way to do it. It doesn&rsquo;t have to be baked in to an awesome tech platform like ours, you can just send a survey out on paper and hope you get a response, but keep in mind that our platform makes this highly engaging for all parties.
So recruiters, here&rsquo;s my challenge to you. If you&rsquo;re looking for a true differentiator in your business, you truly believe that your people make your business and you want to back it up with some real data, speak to Ten Space.
&gt; We want to help you put your people first.&nbsp;
&gt; We want you to push past the revenue and headcount barriers that most recruiters don't.
&gt; We want to help you build a business for the future.&nbsp;
&gt; We want to help you achieve your vision.&nbsp;
Put your consultants first, listen to their views and let them be part of your growth. You can&rsquo;t do it all yourself and you might learn a whole bunch of amazing new things that help you get there faster and far more enjoyably.
&nbsp;
After all you you hired them for their talent, now let that talent shine.

Put your consultants at the heart of what makes you different

eNPS- Why Recruiters need to take it seriously.

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

It probably doesn&rsquo;t surprise you to know that I&rsquo;ve been a real champion of Employee Engagement throughout my career. It&rsquo;s always appealed to me to understand and improve the connection and commitment an employee has with an organisation and its goals.&nbsp;&nbsp;
I&rsquo;ve always understood that highly engaged employees are more committed and more aligned to the goals of an organisation and that ultimately a business will achieve more with a more engaged workforce. What's not to love, right?!
Throughout my career, I&rsquo;ve also had the pleasure of working with quite a number of HR systems and platforms too. Some have been amazing in helping me to do my job better. Others have been something of a hindrance and made a simple process harder or more drawn out. Either way, technology and systems are generally good for a whole variety of reasons and on balance I&rsquo;ve found that using technology to follow a process always adds some value to a process.
When I launched Ten Space, I kept these two things in mind and set off on a journey of establishing methodology, process and technology to make a truly killer business proposition that I know companies will adopt and love. The Ten Space managed service will add value for all types and sizes of businesses and I&rsquo;ve had the pleasure of working with quite a few clients already that love our proposition, process, systems and expertise. I can honestly say that 6 months since launch, I know even more that I did before about Employee Engagement as well as running a business.
So with all this in mind I jumped on a call a few days ago and set about trying to win a new customer account. The customer had been introduced to us and had some knowledge about employee engagement. He runs a business with approximately 30 staff and had undertaken a full first survey of his team. He had the full sales and marketing pitch and I&rsquo;d gone above and beyond to support his free trial of Ten Space.
&nbsp;
The results were in and the feedback was great! Some real highlights for me were;
<ul>
<li>The engagement score was good - plenty of room for improvement but a great start</li>
<li>The team had absolutely loved completing their surveys over WhatsApp rather than boring old email</li>
<li>The completion rate was lower than expected but there were some reasons for this that could be easily addressed next time</li>
<li>Some really constructive feedback on our process that would help us to develop our offering</li>
</ul>
So armed to the teeth with positives, I was ready to ask her the killer question that every business owner dreads - can we get you signed up as a paying customer? I was thinking this was a slam-dunk. I was wrong.
&nbsp;
He said -&nbsp;&ldquo;I don&rsquo;t think so right now&rdquo;
A bit shocked, I replied -&nbsp;&ldquo;Oh. right. Can I ask why not?&rdquo;
He replied -&nbsp;&ldquo;I&rsquo;m struggling to see the value of this as something I need to commit to&rdquo;
My heart sank&hellip;.
&nbsp;
<h4>***PAUSE***</h4>
&nbsp;
It was at that point I realised that I&rsquo;d probably not talked about the most crucial part of employee engagement - consistency.
Consistency is critical to so many things in life. You don&rsquo;t get fit with 1 big workout, you get fit by consistently training and eating correctly. You don&rsquo;t grow a business by winning 1 big client, you do it by winning lots of clients and consistently improving your service and your offering for them .
Similarly you don&rsquo;t get an engaged team by sending out 1 survey. You send out the survey, you get the feedback, you review the feedback, you create a plan, you communicate the plan, you implement the changes&hellip;. Then you go again, and again, and again (and again) &hellip;.. and only then do you see the incremental changes that make your teams 20% or 30% more engaged over a longer term.
That consistency in effort also needs supporting with consistency in methodology. A consistent methodology will provide a consistent data set. Survey by survey you can analyse the data and improve based on findings over a period. Injecting technology into your methodology also allows you to reduce human error. It allows you to create a consistent tone to the survey and accurately record data to draw comparisons over time.
&nbsp;
<h4>***UN-PAUSE***</h4>
&nbsp;
Once I&rsquo;d explained this it became really clear to my customer that this was a marathon not a sprint. He understood that employee engagement was something to work at, but most importantly that the consistent approach provided by Ten Space, coupled with our surveying technology would make this process easier, more cost effective and yield far better results over time.
I&rsquo;m delighted to say that we&rsquo;re working with him and his team going forward as part of a long term strategy to improve engagement for the business!
If you&rsquo;d like to know more about how we&rsquo;re providing a consistent methodology to support our customers, drop me an email -&nbsp;<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>

Employee engagement - why consistency is critical

To put it in its simplest form: <a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">Employee engagement</a> is the level of commitment, enthusiasm and dedication employees have towards their work and the organisation.
Some believe engagement is solely about having happy employees, but true engagement goes beyond this. Enhanced employee engagement reveals itself in employees reaching their full potential and delivering exceptional performance at work.
High engagement occurs when employees are channelling that happiness and energy into achieving the goals of the business. This speeds up<a href="https://www.tenspace.co.uk/blogs/taking-charge-of-your-own-engagement/"> individual</a> and<a href="https://www.tenspace.co.uk/solutions/team-performance/"> team performance</a>.
&nbsp;
<h2 dir="ltr">Measuring employee engagement</h2>
You don&rsquo;t NEED to <a href="https://www.tenspace.co.uk/blogs/how-to-measure-employee-engagement/">measure employee engagement</a>, but we think you should!&nbsp;
Putting a numerical value on engagement allows you to track trends and changes in engagement over time. You can then understand in more detail the impact that the changes you make in the organisation have on engagement.
Using effective engagement measures helps us to predict and ultimately prevent employee turnover.&nbsp;
You can measure your engagement through employee surveys. Done well, surveys also have the benefit of capturing written feedback as well as data. They are an excellent way to create employee voice.&nbsp;
&nbsp;
<img src="https://lh5.googleusercontent.com/4xaX9AvT-z62Km8k7oZ74HRCpRqPqWsP-goijJHko-HcJSHDv0qqKDZ3UP3GxSi7-9zLyfw9X1SvK2-XcF3AcOxPiW5XSXr0STFBrr1XqySx9l1t7g4p-xdvhiJDDnUB68NK9RhuGtFOD5-85llFK4o" width="602" height="401">
<h2 dir="ltr">Employee survey platforms</h2>
💡 <a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/">74% of employees</a> said they&rsquo;d be willing to give more feedback if they were truly <a href="https://www.tenspace.co.uk/blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me">anonymous</a>.&nbsp;
<img src="https://lh6.googleusercontent.com/KtBRBt2O18bcIFQwrVjByCfaaNJ4MGrBjoDkCtTtZ3HNtjIvDnrE8PhFp_cfZokFopfZXs2xhmdS2mAx6mSp7pHHM8yrFU3kNatuuTj7Ws7lafnOonw-Z4hQPdz9xRR71XO5JAJ8aM2WvEuY0EVOFWg" width="213" height="213">
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company.&nbsp;
So what are the advantages of using an <a href="https://www.tenspace.co.uk/blogs/employee-engagement-starting-your-survey-process/">employee engagement platform</a> to carry out your surveys?&nbsp;
<ol>
<li dir="ltr" aria-level="1">
The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective will be most helpful to leadership and HR teams. These questions can be written in a neutral way and make the most of the insight you capture.&nbsp;
</li>
<li dir="ltr" aria-level="1">
For anonymity and trust, using a third-party employee survey platform is crucial. It makes the survey-taking experience for employees as psychologically safe as possible. It might be challenging for teams to trust their responses are anonymous when surveys are conducted internally.
</li>
<li dir="ltr" aria-level="1">
A specialised platform can greatly speed up data processing and the time it takes to move from survey <a href="https://www.tenspace.co.uk/blogs/making-the-most-of-your-engagement-data">launch to action</a>. When it comes to analysing and disseminating survey results, choosing a platform to do the data-crunching for you can be a smart investment. Often saving enormous amounts of time.&nbsp;
</li>
</ol>
&nbsp;
<h2 dir="ltr">Tips for asking the right questions</h2>
The surveys should be kept brief and contain only the questions that would elicit the best responses from the staff.
<img src="https://lh5.googleusercontent.com/BNB2-v1BGjnrBiFfEG1jszkawqqlnS3RW4PoAgMJOvatjKE8dioZ1HM0zM8bk1ygSKCX0zoCkJ6_0u-rj_8Fu4ANA1rl9fG_JRXGgpD_M7VnXynMT68g2XfbfKfkepg_rKfAajAIeX8fKRyaW33L7i8" width="246" height="245">
To provide you with data points and written responses, we advise using a variety of scaled questions (0&ndash;10) with a few written feedback questions also. This will allow your team to finish the survey in a reasonable amount of time and give them the opportunity to provide comments that are more in-depth.
💡 Aim to keep the number of questions on your employee survey around 12-20. Better data quality and response rates will result from doing this as people won&rsquo;t lose interest.
We recommend that you ask questions that fit in with the 4 engagement pillars, to ensure that you are exploring a number of different areas that contribute to employee engagement.
<h4 dir="ltr">Connection:</h4>
💡 When a company leads with purpose, employees are <a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/">78% more likely</a> to want to work for that company.
When employees feel connected to the mission of the company, their engagement improves significantly. They find meaning and purpose in their work, knowing that their efforts contribute to something larger than themselves.&nbsp;
<h4 dir="ltr">Leadership:</h4>
💡 As many as <a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html">57% of employees</a> quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
A great leader inspires and motivates their team members, earning their trust and respect. They provide clear direction, guidance, and support, allowing employees to perform their best and reach their full potential.&nbsp;
<h4 dir="ltr">Fulfilment:</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">74% of employees</a> say that a lack of professional development is preventing them from reaching their full potential.
Employee engagement improves when employees feel fulfilled in their role. When individuals find their work meaningful and aligned with their values, they are motivated to invest their time and energy into their work, going above and beyond to achieve goals.&nbsp;
<h4 dir="ltr">Wellbeing:</h4>
💡 Organisations that trust their employees increase their employee engagement by <a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams">76%</a>.
The highest-performing teams have one thing in common: psychologically safe workplaces.&nbsp;
Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.
 
<h2 dir="ltr">Getting started with your survey process</h2>
A successful business depends on knowing how to encourage team engagement and satisfaction at work.&nbsp;
Utilising employee engagement surveys to collect truthful, trustworthy input, it&rsquo;s possible to take action and build a fantastic workplace with the feedback and data.
<h3 dir="ltr">What makes us different?</h3>
Ten Space helps organisations understand what is driving, or holding back engagement in their teams.&nbsp;
We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
<img src="https://lh6.googleusercontent.com/Vz2WmiZQkBLsFFxRsSdABiESXkMJLTPEZEqXCDh5AMmoGZpUD9NlMKRah89z-UeRjpWxqr2wZ83BuRNkv6zAUpm9kPAP8r5hr45FYq5WafvUltYaqiv1obRbjYURTavryX7wjEVxzl1U93cZq7e9SVc" width="264" height="262">
<h4 dir="ltr">WhatsApp, SMS &amp; Email</h4>
💡 <a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf">38% of employees</a> planned to quit their job in the next six months to a year.
Our survey platform gathers employee feedback via Whatsapp, SMS &amp; Email surveys so your people can respond on their terms.&nbsp;
We ensure that you can reach all your employees, even those without a company email. This inclusivity fosters better communication and engagement throughout your workforce.
This leads to higher participation and a more inclusive experience, capturing the data from all your people, easily.
<h4 dir="ltr">Bespoke question sets</h4>
💡 <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">1/3 of frontline workers</a> feel disconnected from their colleagues in HQ and <a href="https://www.personneltoday.com/hr/engaging-frontline-staff/">4 in 10 employees</a> feel their management is out of touch.&nbsp;
You can ask the questions you want the answers to. We provide a bank of great questions for you to choose from that covers the 4 pillars of employee engagement.&nbsp;
If there&rsquo;s something specific you want to find out, we can do that too! Our engagement experts can help guide you to creating the perfect questions.
<h4 dir="ltr">Segmentation</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">38% of employees</a> don&rsquo;t feel their manager knows them well enough to understand their full potential.
There are some challenges you might face in engaging and addressing issues within a dispersed workforce, where employees work in various locations.&nbsp;
It can be difficult to pinpoint specific problems or concerns without the ability to gather location-specific feedback.
Our employee survey platform offers advanced data segmentation.
This enables you to gather feedback from specific locations, teams or job roles. With this insight, you can identify the exact sources of challenges and implement targeted action plans to address them effectively.
 Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

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

Employee Engagement Surveys: What you need to know

Organisations with high engagement outperform organisations with low engagement by <a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx" target="_blank" rel="noopener noreferrer">202%</a>. Employee Engagement needs to be one of your top priorities to ensure your business can succeed.
Here we take a look at some of the key things you need to consider before you send out your first survey.&nbsp;
&nbsp;
<h3>Specialist Engagement Platforms</h3>
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company. So what are the advantages of using a specialist to carry out your surveys?&nbsp;
<ol>
<li>The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective will be most helpful to leadership and HR teams. These questions can&rsquo;t be written in a way that would influence the replies and make the most of the insight you capture.&nbsp;</li>
<li><a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/" target="_blank" rel="noopener noreferrer">74% of employees</a>&nbsp;said they&rsquo;d be willing to give more feedback if they were truly&nbsp;<a href="https://www.tenspace.co.uk/blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me" target="_blank" rel="noopener noreferrer">anonymous</a>. For anonymity and trust, using a third-party employee survey platform is crucial. It makes the survey-taking experience for employees as psychologically safe as possible. It might be challenging for teams to trust their responses are anonymous when surveys are conducted internally.</li>
<li>A specialised platform can greatly speed up data processing and the time it takes to move from survey&nbsp;<a href="https://www.tenspace.co.uk/blogs/making-the-most-of-your-engagement-data" target="_blank" rel="noopener noreferrer">launch to action</a>. When it comes to analysing and disseminating survey results, choosing a platform to do the data-crunching for you can be a smart investment.</li>
</ol>
&nbsp;
<h3>Survey Design</h3>
A lengthy survey may affect response rates and prevent your team from completing the survey. Many team members may attempt to rush through their responses or avoid taking it altogether when the number of questions increases to a significant quantity.
The surveys should be kept brief and contain only the questions that would elicit the best responses from the staff.
To provide you with data points and written responses, we advise using a variety of scaled questions (0&ndash;10) with a few written feedback questions also. This will allow your team to finish the survey in a reasonable amount of time and give them the opportunity to provide comments that are more in-depth.
💡 Aim to keep the number of questions on your employee survey around 12-20. Better data quality and response rates will result from doing this as people won&rsquo;t lose interest.
Your team shouldn't take longer than 15 minutes to complete your survey. Ideally, make it a regular event that lasts no longer than five minutes.
&nbsp;
<h3>Results &amp; Action</h3>
The response you give to a survey is what matters most, not the survey itself. You can instantly increase participation and give the process significance by quickly sharing your results with your team and committing to the steps you will take.
Sharing employee engagement results in corporate and team messaging is crucial since it allows you to:
BE OPEN&nbsp;- Don't attempt to frame outcomes as better or worse than they actually are. Openly discuss them. The way you discuss survey results sets the tone for how honestly you will accept future employee feedback and suggestions for change. Transparency fosters trust.
BE CLEAR &ndash; Results from employee surveys might be challenging to interpret. When communicating the findings to staff, be as concise and clear as you can. Keep your commentary and language simple so as to avoid confusion.
DON'T PLAY DETECTIVE - The answers ought to be anonymous. Never engage in conjecture about who said what while discussing the results of an employee survey. An anonymous survey process loses credibility and integrity as a result of this and can be damaging to overall engagement in the long run.
Want to know more about the steps after the survey has ended? Check our blog on&nbsp;<a href="https://www.spacehr.co.uk/blogs/making-the-most-of-your-engagement-data" target="_blank" rel="noopener noreferrer">&lsquo;Making the most of your engagement data&rsquo;</a>
&nbsp;
A successful business depends on knowing how to encourage team engagement and satisfaction at work. Utilise employee engagement surveys to collect truthful, trustworthy input. It&rsquo;s possible to take action and build a fantastic workplace with this feedback and data.
We can help you by providing anonymous employee feedback so you can monitor the engagement and wellbeing of your workforce. Talk to us by visiting&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk/contact</a>

Employee Engagement - Starting your survey process

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

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

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

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

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

How it works

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

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


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

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


Build your employee engagement strategy

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

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

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learn more about employee experience &amp; retention

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

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

Access your feedback as your surveys are happening. Clear results and insights.

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

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

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

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

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

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

Choose the plan that suits you

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

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

Fast and powerful engagement surveys

advantage

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

For larger teams with dedicated requirements

enterprise

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

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

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

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

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

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

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

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

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

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

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

Educational content - book now or watch on-demand

Employee Engagement

Employee Retention

Team Performance

Blogs

Webinars

Resources

Podcasts

Employee Engagement

EVP to the MAX

eNPS- Why Recruiters need to take it seriously.

Engaging your future superstars

Engaging Gen Z - 6 Tips

Employee Survey Results: The next steps

Employee engagement - why consistency is critical

Employee Engagement Surveys: What you need to know

Employee Engagement - Starting your survey process

Employee Engagement - It's not about solving problems

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