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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

The term &lsquo;Quiet Quitting&rsquo; has been coming up a lot recently. But what is it, and how does it affect you?
Quiet quitting doesn&rsquo;t actually refer to quitting a job. It is quitting the idea of going above and beyond. This might materialise in the form of slowly withdrawing from overworking or disengagement.
Here are some symptoms you might notice in the workplace:
<ul>
<li>Not being as dedicated as they were - e.g. coming in late</li>
<li>Performing only to the minimum set of standards</li>
<li>Withdrawal from any non-necessary conversations, activities or tasks</li>
<li>Attendance at meetings but not speaking up or taking action</li>
</ul>
In some cases, quiet quitting can become a problem, especially when it spreads across a team or an organisation. But it&rsquo;s important to note that it isn&rsquo;t a new phenomenon. Quiet quitting has been around for decades.&nbsp;
You might recognise it under a different name:
<ul>
<li>Disengagement&nbsp;</li>
<li>Neglect&nbsp;</li>
<li>Withdrawal</li>
</ul>
&nbsp;
<h3>Why has Quiet Quitting become popular?</h3>
Employees feel overworked and underpaid in the wake of the pandemic and amid the rising cost of living.&nbsp;<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-feb22---topic-increased-cost-of-living--employee-engagement" target="_blank" rel="noopener noreferrer">43% of leaders</a> we surveyed believe that the COL is having a negative impact on employee engagement.
Wage growth may be a large factor in why people don't want to put everything into their careers. In July 2022, the rate of inflation hit&nbsp;<a href="https://www.ons.gov.uk/economy/inflationandpriceindices/bulletins/consumerpriceinflation/july2022#:~:text=The%20Consumer%20Prices%20Index%20(CPI,no%20change%20in%20July%202021." target="_blank" rel="noopener noreferrer">10.1%</a>. In real terms, people are actually earning less money and may be adjusting their efforts to reflect their reward.
Workers are realising they&rsquo;ve put in a lot more effort than their salary shows. Quiet quitting is often discussed in the context of worker dissatisfaction and burnout and criticisms of the demands on workers.
There may also be age and generational reasons for quiet quitting. The new generation of employees, Gen Z, have been known to prioritise mental health and wellbeing. This comes above all else and can intervene with work life.&nbsp;
&nbsp;
<h3>Should we all be quiet quitting?</h3>
Well, no! But to ensure that employees are happy in both home and personal life, it&rsquo;s important that they&rsquo;re engaged in their work and their workplace.&nbsp;
At Ten Space, we use a simple model to explore employee engagement this consisting of 4 pillars:
<ol>
<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>&nbsp;companies vision, mission, values and goals&nbsp;</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>&nbsp;relationships with leaders and managers</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>&nbsp;feeling personally fulfilled in the workplace&nbsp;</li>
<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>&nbsp;feeling physically and psychologically safe in the workplace&nbsp;</li>
</ol>
It&rsquo;s important that all of these elements are in place, in order to create a happy and inspiring workplace, where employees want to come and deliver their best every day.&nbsp;
With the focus of quiet quitting being to improve mental health, we can get ourselves behind the principle. But it&rsquo;s important to understand where the line is drawn. Where &lsquo;focusing on wellbeing&rsquo; can turn into &lsquo;slacking off&rsquo;.
&nbsp;
<h3>The limits of Quiet Quitting</h3>
Boundaries are important. When outside your working hours employees have the right to switch off, ignore emails and forget about that deadline that&rsquo;s almost due.&nbsp;
Taking steps to improve mental health is a great thing to do. But there is a balance to be struck.&nbsp;
As leaders, we need to be more mindful than ever of burn out in the workplace, to ensure that employees don&rsquo;t disengage and quietly withdraw. On a day to day basis, you might want to consider the following:&nbsp;
<ul>
<li>Regular breaks and time away from the workplace&nbsp;</li>
<li>Talk to people and ask authentically &ldquo;how are you doing?&rdquo;&nbsp;</li>
<li>1:1s and time spent with and on the individual to check in</li>
<li>Mental health days&nbsp;</li>
<li><a href="https://www.spacehr.co.uk/blogs/can-flexible-working-improve-engagement" target="_blank" rel="noopener noreferrer">Flexible working</a>&nbsp;and work-life blend / work-life respect&nbsp;</li>
</ul>
&nbsp;
Is your team withdrawing? Are you worried they might start to quietly quit? At Ten Space, we believe in regular, open feedback between teams and leaders. We can help create a feedback culture and provide your teams with a voice in your organisation. We use expert knowledge and technology to gain insight into your team&rsquo;s engagement &amp; performance.&nbsp;
Use employee engagement surveys to know where the problems are in your organisation. Our data will tell you all you need to know in order to create an action plan that will prevent your team from quietly quitting.
Check out how we can help at <a href="https://www.tenspace.co.uk">www.tenspace.co.uk</a>

Is Quiet Quitting a new phenomenon?

Employee engagement is essential when it comes to business success. Organisations with high engagement outperform organisations with low engagement by&nbsp;<a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx" target="_blank" rel="noopener noreferrer">202%</a>. To ensure you&rsquo;re doing all you can to help your business succeed, you need to care about your employee&rsquo;s engagement. In fact it needs to be one of your top priorities!
When a company decides to conduct an employee engagement survey, one of the first things up for discussion is using a third party company to help you carry out the survey.
&nbsp;
<h3>Using a specialist employee feedback platform&nbsp;</h3>
1.Questions written with the help of a third-party perspective are the most effective. An expert, outside view will know what type of information will be most useful for leadership and HR teams. Not to mention the questions aren&rsquo;t written in a way to bias the answers.
2.Using a third-party employee survey company is extremely important for anonymity and confidentiality. It creates the safest of environments for employees to answer questions in the survey. When surveys are done in-house, it&rsquo;s difficult for teams to believe their answers are anonymous.&nbsp;<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> said they&rsquo;d be willing to give more feedback if they were truly anonymous.
3.A specialist platform can help hugely with data analysis and can massively cut down the time to get from survey launch, to action taken. Choosing a platform to crunch the data for you can be a wise investment when it comes to interpreting and sharing results post-survey.&nbsp;
&nbsp;
<h3>Designing your survey&nbsp;</h3>
A long survey can impact response rates and could be the reason why your team isn&rsquo;t completing. When the number of questions rises to a large amount, many team members will try to rush through their answers or avoid taking it altogether.&nbsp;
It&rsquo;s best to keep the surveys concise with questions that will prompt the best answers out of employees.
<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">We recommend</a> a mix of scaled questions (0-10) to give you data points and written responses. This way your team can complete the survey within a reasonable time whilst also having the chance to write more in-depth responses.
💡Try to limit your employee survey questions to under 20. Doing so will help with response rates and better quality data.
You don&rsquo;t want your team spending any more than 15 minutes completing your survey. Ideally, make it more like 5 minutes and make it a regular event.&nbsp;
&nbsp;
<h3>Sharing your results and taking action&nbsp;</h3>
The most important thing about conducting a survey is the action you take after it&rsquo;s happened. By sharing your results with your team quickly and committing to the actions you are going to take, you can quickly build engagement and make the process meaningful.&nbsp;
When sharing employee engagement results in company-wide and team messaging, it&rsquo;s important to:
BE OPEN - Don&rsquo;t try to position results to be better or worse than they are. Talk openly about them. How you talk about survey results sets the tone for receiving continued honest employee feedback and their ideas for improvement. Being open builds trust.
BE CLEAR - Employee survey results can be difficult to understand. Be as clear and concise as possible when you share the results with employees. Avoid jargon and commentary that will create confusion.
DON&rsquo;T PLAY DETECTIVE - The responses should be anonymous. When reviewing employee survey results, the conversation should never turn into speculations about who said what. This diminishes the credibility and integrity of an anonymous survey process.
BE OBJECTIVE -&nbsp;When communicating survey results, do your best to play the role of an impartial observer. Communicate the findings without interspersing personal opinions. Employees might be unlikely to share opinions if they feel they are being judged.
&nbsp;
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>
Knowing how to help your team engage and be satisfied at work is vital in creating a successful business. Use employee engagement surveys to gather honest, reliable feedback. This feedback and data can be used to take action and create an incredible workplace.
We can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at www.tenspace.co.uk.

When a company decides to conduct an employee engagement survey, one of the first things up for discussion is using a third party company to help you carry out the survey.

Getting started with an engagement survey process

You&rsquo;ve completed a great survey, you&rsquo;ve got tons of awesome feedback. But what do you do now? How do you make the most of your engagement data?&nbsp;It goes without saying that you should be taking action from each survey, but it can be easier said than done.
Capturing employee engagement data is essential to knowing how satisfied and motivated your team is at work. Motivated employees are more likely to perform better at their job, in fact,&nbsp;<a href="https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx" target="_blank" rel="noopener noreferrer">employees work 20% better when motivated</a>. So checking in with your employees regularly via surveys will ensure you&rsquo;re able to address issues as they arise and maintain an engaged workforce.
By not taking feedback seriously you risk losing valuable team members. Employees who don&rsquo;t feel comfortable providing upward feedback are&nbsp;<a href="https://en-gb.workplace.com/blog/employee-voice?t=b" target="_blank" rel="noopener noreferrer">16%</a>&nbsp;less likely to stay in their organisation.
&nbsp;
<h3>Tell a story with the data</h3>
You can help create extra insight from your results by sharing them effectively. It can help people connect with them and understand the action that they need to take next. It&rsquo;s easy to get lost in the data - try not to! Consider key themes, quick wins and longer term big wins from each survey.
To get real value from the data that you&rsquo;ve collected, you have to dig through it and discover where you need to make changes. You need to locate both the strengths and weaknesses within your business.
1.Look for patterns - Are there areas in which your organisation scored low across the board? This is an obvious place to start. Identifying failings that are affecting employee happiness is key to moving the needle.
2.Dissect the data&nbsp;- At an absolute minimum, you need to be able to segment the data by department. 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.
&nbsp;
<h3>Create a plan &amp; discuss</h3>
Once you&rsquo;ve identified patterns and drawn conclusions, it&rsquo;s time to talk to individuals one-on-one. Communication is at the heart of all successful businesses. It&rsquo;s important to talk about engagement and action planning regularly.&nbsp;
Is there time at board / leadership / management meetings to track progress and keep employee engagement high on the agenda? Not just the first meeting after a survey, but every one. Continue to share actions and progress with wider employee groups &amp; across the entire organisation. You can share the continual progress and show that you're keeping the conversation going.
For individual leaders, you may want to take the time to sit down with employees and&nbsp;discuss what&rsquo;s keeping them engaged at work, and what (if anything) is holding them back. Give your employees structure, help them plan for the future, and act on what they tell you so you don&rsquo;t lose their trust. Whilst were huge advocates for anonymous feedback, it&rsquo;s only one part of ensuring employees have a voice in your organisation, talking to employees one to one is another powerful method.&nbsp;
It can take some time for your action plan to gain traction in your business. In fact, on average it takes&nbsp;<a href="https://jamesclear.com/new-habit#:~:text=On%20average%2C%20it%20takes%20more,to%20form%20a%20new%20habit." target="_blank" rel="noopener noreferrer">more than 2 months</a> before a new behaviour becomes automatic - 66 days to be exact. So being consistent with your action plan is the best way to get a new workplace habit to &lsquo;stick&rsquo;.
&nbsp;
<h3>Use segmentation to explore your data</h3>
Using segmentation in your survey can be a powerful way to gain additional insight from your data. Knowing specific teams or demographics who are less engaged than others can help to highlight retention risk &amp; drive specific actions.&nbsp;
You may find that there are key themes in smaller populations that emerge, which can have a huge impact on engagement overall when addressed. This can especially be true when addressing key themes for under-represented groups. It can have a positive impact on feelings of inclusion and belonging across the entire 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. At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our <a href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">platform</a>, 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.&nbsp;
&nbsp;
<h3>Survey regularly</h3>
Employees feeling left out or uninformed could be a huge barrier to engagement. This is something that you&rsquo;ll be able to uncover through your data and that you should work on resolving. By surveying regularly, you stand a better chance of preventing problems that lead to resignations as you are building up patters and collecting regular data, in the moment it is happening.&nbsp;
By building up trends and themes over time, you can understand in great detail what employee engagement and culture is like in your organisation. 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 and engagement levels.
&nbsp;
At Ten Space we offer quarterly surveys which allow teams to share their honest feedback anonymously. This gives leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better. We also provide tools which help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
&nbsp;
We can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at<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>.

It goes without saying that you should be taking action from each survey, but it can be easier said than done...

Making the most of your engagement data

Engagement in the workplace has often been thought of as a top-down approach. Leaders need to motivate their team to be more engaged in their roles and achieve the company goal.&nbsp;
This is true. But what can you, as a team member, do to increase your own engagement?
<a href="https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx" target="_blank" rel="noopener noreferrer">52% of employees</a>&nbsp;reported not being engaged at work. 12% were "actively disengaged" to the point of misery.&nbsp;<a href="https://insync.com.au/insights/impact-of-employee-engagement-on-profitability/" target="_blank" rel="noopener noreferrer">Research</a> shows that teams can do great things when they engage. So, what if we worked from a bottom-up approach? Engaged employees would be drawn to learn how to take responsibility for their own path. To find new and more productive ways to ask for the things they need at work.&nbsp;
Here&rsquo;s some things to keep in mind when looking to increase your own engagement:
&nbsp;
<h4>Wellbeing - Do you have a physically &amp; psychologically safe workplace?</h4>
<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> has found that the highest-performing teams have one thing in common: psychologically safe workplaces. Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.
Are you surrounding yourself with people who will encourage you to do better? To work hard and think smart? Are you taking the steps to create a community of people you trust in work?&nbsp;
In the case of&nbsp;<a href="https://www.gartner.com/en/documents/3979855" target="_blank" rel="noopener noreferrer">ethnic and cultural diversity</a>, research shows that inclusive teams perform up to 30% better in high-diversity environments. Create a diverse environment. You will be able to listen to the opinions / views of people from different backgrounds.
Are you taking the time to look after your mental health? Burnout is more common than you might think.&nbsp;<a href="https://metro.co.uk/2022/04/07/brits-are-more-exhausted-than-ever-a-third-on-the-brink-of-burnout-16421027/#:~:text=As%20work%20and%20social%20lives,olds%20bearing%20the%20biggest%20brunt." target="_blank" rel="noopener noreferrer">Over a third (36%)</a> of Brits have said they think they might be headed for burnout. 53% believe the start of 2022 has left them feeling more tired than previous years.&nbsp;
It&rsquo;s easy to get lost in the work. To ensure you can be fully engaged in the workplace, you need to make the effort to look after your mental health. Here are a few tips for preventing burnout:
<ul>
<li>Take control -&nbsp;You can avoid or overcome burnout by finding ways to create more autonomy in your role. Talk with your boss to see if they're willing to let you have more control over your tasks, projects, or deadlines.</li>
<li>Learn to manage stress -&nbsp;There are several strategies that you can use to cope with stress. You could keep a stress diary to document what routinely causes you stress. Practise deep breathing, meditation, and other relaxation techniques. This can help you calm down when you're experiencing stress.</li>
<li>&ldquo;Give&rdquo; to others -&nbsp;One quick and easy way to add meaning to your career is to give to others, or to help them in small ways. When you do this, it makes you feel good. Even the smallest act of kindness can re-energize you and help you find meaning in your work.</li>
</ul>
&nbsp;
<h4>Fulfilment - Do you enjoy the challenge of your role and feel proud of the work you do?</h4>
Finding meaningful and fulfilling employment has become one of life&rsquo;s greatest pursuits. Those who find it tend to lead happier lives and are more committed to their jobs.
Fulfilment can mean many things. But at its heart, it&rsquo;s about connecting work to a sense of meaning and purpose. Most often it&rsquo;s small, such as building connections with people, having fun, or being challenged.
What steps are you taking to enhance your professional development?&nbsp;
According to&nbsp;<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">research</a>, 74% of employees say that a lack of professional development is preventing them from reaching their full potential. Invest in your own development. It allows you to enhance skills and gain opportunities to move up that career ladder. Here are a few ways that you can take charge of your professional development:
<ul>
<li>Enrol in an online course -&nbsp;Online courses are a simple way of increasing your knowledge of your chosen field. Most online courses are offered on a flexible basis, allowing you to work your continuing education into your busy life. There&rsquo;s nearly an endless array of resources online.</li>
<li>Expand your scope -&nbsp;Instead of waiting for your boss to challenge you to grow, ask him or her for a new challenge. Take on a project outside your standard load. Think aspirationally. Grab every resource you can. Do whatever you have to do to learn and grow into your expanded role.</li>
<li>Find a mentor -&nbsp;Find someone you admire, either in your organisation or outside of it. Choose a leader who embodies the professional qualities you hold dear. With the help of a mentor, you'll learn more than you ever could by simply reading a book or taking a course.</li>
</ul>
&nbsp;
<h4>Leadership - Do you feel inspired by your leader?</h4>
<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">38% of employees</a> don&rsquo;t feel their manager knows them well enough to understand their full potential. This lack of understanding goes far beyond leadership and management. It can have a huge impact on productivity and engagement.
When we speak about leadership, it&rsquo;s not unusual to discuss the role of a leader in supporting others. But how often do we think about how we can support our leaders? Success comes from partnership, collaboration and cooperation. Why should support be a one-way street? Maybe it&rsquo;s time to start thinking about how you can support your boss, your manager, or your leader.
Do they know what inspires you? It&rsquo;s a leader&rsquo;s role to inspire their team but often this can lead to a guessing game or a &lsquo;one type fits all&rsquo; scenario. Is there a certain skill you have that&rsquo;s useful for the team? Do you learn a certain way or take inspiration from different strategies? Be sure to speak up. It not only helps your leader, but you as well. It can be the difference between a fulfilling and an unfulfilling role.
Here are a few other ways you can help your leader:
<ul>
<li>Offer solutions -&nbsp;When things break down, focus on solutions instead of problems. Help brainstorm ideas and analyse available options. Find out what went wrong and how to prevent it from happening again.</li>
<li>Keep them in the loop -&nbsp;Whatever your leader&rsquo;s style of communication, it&rsquo;s always best to establish and maintain an open line. Keep them involved and informed to protect them from being blindsided. Summarise complex issues and your leader will thank you.</li>
<li>Take initiative -&nbsp;There are always numerous ways of going above and beyond at work. Look for challenges that stretch you and increase your skill set. Try to anticipate what your leader might require or request and prepare it in advance.</li>
</ul>
&nbsp;
<h4>Connection - Do you feel connected to the organisation?</h4>
We asked our research panel which factors they thought had the highest impact when it came to the engagement of high performing teams.&nbsp;<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">32% said connection</a> &amp; the communication of goals, vision, mission and values was the most important factor.
Having the same values doesn&rsquo;t always mean having the same personalities or attitudes. It helps in building great working relationships. These people carry the same goals, intentions, and passion.
Do you know what the values / goals of your organisation are? If not, where can you find them? When increasing your fulfilment, take into consideration if it is a company you want to work for.&nbsp;
Now that you've established you share the same values as the company, think about how you will demonstrate those values in a day-to-day style. While your company sets the house rules and office policies, you set your own strategy according to your priorities and own values. It&rsquo;s how you get the job done.
Here are a few things to put into practice that will help align your values:
<ul>
<li>Start a conversation -&nbsp;The company's values are no secret, so put them out into the open. Talk with your leader and your team members about the values. Discuss how you connect with them and what you think needs changing.</li>
<li>Tie personal goals into professional goals -&nbsp;Take a look into how your goals can be accomplished within the framework of your company. Take advantage of coaching sessions, 1-2-1&rsquo;s and team meetings to understand the connections between your goals and those of the company.</li>
<li>Create an action plan -&nbsp;Think about how you can exercise your core values in a constructive way. Is there a position / department in the organisation where your core value alignment would be an even stronger asset?</li>
</ul>
&nbsp;
By focusing on these 4 pillars of engagement, your productivity will increase. Your personal and professional achievements will also be easier to obtain. Overall this is likely to lead to an increase in your personal happiness.&nbsp;
One way to let your leader know how you feel is through regular feedback. 1-2-1 meetings are amazing for creating personal action plans and career development strategies. Another great feedback method is through engagement surveys, you can provide honest, reliable feedback which allows your leader to work closely on the problems affecting your engagement. We&rsquo;d always encourage you take part in feedback surveys, to ensure that you can share your voice and ideas with your leaders - don&rsquo;t miss out on a great opportunity!&nbsp;
To learn more about engagement in the workplace, check out our blog on&nbsp;<a href="https://www.spacehr.co.uk/blogs/whats-the-link-between-engagement-and-performance" target="_blank" rel="noopener noreferrer">the link between engagement and performance</a>.
&nbsp;
To see how we can help you stay engaged, check out our website:&nbsp;<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

What can you do to increase your own engagement? Here are some of our tips & tricks...

Taking charge of your own engagement

Companies with an&nbsp;<a href="https://www.hrcloud.com/blog/how-employee-engagement-leads-to-a-more-productive-workforce" target="_blank" rel="noopener noreferrer">engaged workforce</a> have 21% higher profitability - it&rsquo;s an incredibly powerful stat!
You&rsquo;ve likely invested a lot of time and resources into recruiting the very best talent. But here&rsquo;s the truth: Skills and experience don&rsquo;t guarantee incredible performance. Workplace culture and employee engagement are critical to sustaining high performance. If you aren&rsquo;t pro-actively managing your culture and the engagement in your team, your organisation may not be fulfilling its full potential.&nbsp;
Employee engagement needs to go beyond shiny incentives. Flexible work hours or bringing your dog to work don't cut it anymore.&nbsp;<a href="https://www.gallup.com/workplace/358346/gallup-workplace-insights-learned-2021.aspx" target="_blank" rel="noopener noreferrer">Research</a> shows that only 15% of employees are actively engaged in the workplace.
For engaged, high performing employees, it&rsquo;s about getting the fundamentals right, before adding the glitter on top!&nbsp;
&nbsp;
<h3>Engagement&rsquo;s impact on performance</h3>
<h4>1.Incredible workplace</h4>
When you gather a company&rsquo;s values and behaviours together, you capture the company culture. The stronger a company's culture, the better employees understand what is expected of them and what they're working towards. A research study showed that companies with strong, clear cultures saw a&nbsp;<a href="https://cultureiq.com/blog/company-culture-employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">4x increase</a> in revenue growth.
An organisation&rsquo;s culture is indicative of a few key factors:
<ul>
<li>Which behaviours lead to promotions, raises, and recognition for employees</li>
<li>Whether employees believe their time at the organisation is an integral part of achieving their goals</li>
<li>Whether employees feel comfortable enough to pursue innovative projects and solutions</li>
</ul>
To have a positive company culture, give a microphone to different voices. Encourage innovative projects. Give employees the tools they need to succeed. By doing this employees are more likely to engage and you&rsquo;ll see an impact on their performance as a result.
&nbsp;
<h4>2.Boosted productivity</h4>
<a href="https://peoplemanagingpeople.com/articles/employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">Engaged employees</a> increase productivity by 17%. They are also healthier and happier, both inside and outside of the workplace.&nbsp;&nbsp;A key factor in productivity is motivation and it is vital for dependency and consistency.
Here&rsquo;s the effect high engagement has on productivity:
<ul>
<li>Improved culture -&nbsp;When employee engagement is boosted, employee satisfaction improves. This creates a positive workplace culture that drives organisational success.&nbsp;</li>
<li>Satisfied team -&nbsp;When employees are satisfied with their job responsibilities, they put extra effort into what they are doing and improve their overall performance.</li>
<li>Innovative work approach -&nbsp;When you focus on employee engagement the way of approaching their goals changes. Employees tend to use a more innovative approach when they are engaged and productive.</li>
<li>Accuracy -&nbsp;When your team is focused they are more likely to be accurate in their work. They have the tools they need to succeed and are aware that they have the support from their leaders.</li>
</ul>
&nbsp;
<h4>3.Reduced turnover</h4>
Disengagement costs the UK&nbsp;<a href="https://www.perkbox.com/uk/resources/library/interactive-the-financial-cost-of-employee-disengagement" target="_blank" rel="noopener noreferrer">&nbsp;&pound;340 billion</a> every year. This is in lost training and recruitment costs, sick days and productivity. Employee turnover costs organisations a lot of time and money as well. Turnover also affects the productivity of the other people on your team. Other employees have to compensate for the missing employee by adding their tasks to their workload.
To increase engagement, you have to consider what makes your team want to leave:
<ul>
<li>Lack of opportunities for upskilling and professional development?</li>
<li>Unclear career progression plan?</li>
<li>Poor relationship with manager that lacks trust, support, and open communication?</li>
<li>Feeling overworked and underappreciated?</li>
<li>Micromanagement from managers?</li>
<li>Lack of psychological safety in the workplace?&nbsp;</li>
<li>A toxic culture?&nbsp;</li>
</ul>
&nbsp;
Want to know how much disengagement is costing your business? Check out our handy&nbsp;<a href="https://www.calconic.com/calculator-widgets/cost-of-low-employee-engagement-calculator/60ef007b388392001fe57b10?layouts=true" target="_blank" rel="noopener noreferrer">calculator</a> that does the maths for you!
The benefit of a focus on employee engagement is its ability to address the factors that make employees want to leave. By addressing these factors, employers reduce their turnover rate and build stronger, more experienced, higher performing teams.
We&rsquo;ve done some more research on why your team is thinking of resigning. To check out our blog on this, click&nbsp;<a href="https://www.spacehr.co.uk/blogs/5-reasons-your-team-is-thinking-of-resigning" target="_blank" rel="noopener noreferrer">here</a>.
When employees feel like their organisation is investing in them, they match that investment. They do this by looking for ways to improve the organisation. This is a big reason why employee engagement is important. It creates a culture of continuous improvement.
Your organisation can only thrive if your employees are performing at their best. The key to ensuring that this happens is to strike the right balance between employee engagement and a positive workplace culture. You can&rsquo;t have one without the other.
&nbsp;
A great way to find out where your engagement is lacking is through honest &amp; anonymous employee feedback. 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">www.tenspace.co.uk</a>

Workplace culture and employee engagement are critical to sustaining long-term high performance.

What’s the link between engagement and performance?

I&rsquo;ve been with Ten Space for about 6 months now. I&rsquo;ve learnt so much in this short amount of time so an updated &lsquo;Diary of an Apprentice&rsquo; is due!
In my last blog, I mentioned a cool project that I was a part of. A podcast named &lsquo;<a href="https://www.spreaker.com/show/hr-directors-cut" target="_blank" rel="noopener noreferrer">HR Director&rsquo;s Cut</a>&rsquo;. Since then, the podcast has launched and in the first couple of days it reached #113 on the business podcast charts. It continues to grow and episodes are released fortnightly.
My role in this podcast is to create content for LinkedIn. I create graphics, research recent news topics and try to attract new listeners. One of the ways I have been creating content is with audiograms. Audiograms are a mix of all my favourite media types. Audio, video and images all in one. I have enjoyed editing these together. Finding interesting parts of an audio and condensing it down whilst keeping the same message is fascinating.
Along with creating content for the podcast, I&rsquo;ve been continuing to create content for Ten Space. Blogs have been quite captivating to me recently. I love the process. Thinking of a topic, creating a structure, researching and writing. Surprisingly, the editing process is something I enjoy as well (this bit can end up lasting a while).
One that I am most proud of focuses on recognition. I was able to combine all my blog writing skills into one. I had to be very careful with the structure as there was a lot I wanted to say but it needed to be condensed.
My team members helped me whittle the information down into a blog that was engaging yet informative. The ones I am most proud of have been focused on research. Here are a couple that I would recommend:
<a href="https://www.spacehr.co.uk/blogs/3-keys-points-to-getting-recognition-right-in-your-team" target="_blank" rel="noopener noreferrer">3 Keys points to getting recognition right in your team</a>
<a href="https://www.spacehr.co.uk/blogs/are-your-resignations-going-viral" target="_blank" rel="noopener noreferrer">Are your resignations going viral?</a>
<a href="https://www.spacehr.co.uk/blogs/im-a-gen-z-apprentice-heres-6-ways-to-keep-me-engaged" target="_blank" rel="noopener noreferrer">I'm a Gen Z Apprentice, here's 6 ways to keep me engaged</a>
&nbsp;
&nbsp;I am looking forward to writing more blogs in the future.
I am going to be doing more things in the world of video soon. I have plans to start creating video content which I have always loved to do. I used to create short films in college and I loved the creative process. The concept of making an idea come to life is very fulfilling.
I am excited to start filming and editing videos again, I am hoping to learn a lot more as I do. I am interested to see the impact that this sort of content has on our social media statistics.
One of the most beneficial changes I have noticed in the past 6 months has been my increase in confidence. I'm proud of what I've achieved in this short time. A lot of it is due to saying &lsquo;yes&rsquo; when opportunities present themselves. In the past it was very unlikely that I would take up opportunities.
This year I have made an effort to do things that will result in personal growth. I've travelled to places I usually wouldn&rsquo;t. I've taken on work which has allowed me to gain different skills. I've pushed myself outside of my comfort zone. This has resulted in me gaining confidence in myself and noticing what I am capable of.
&nbsp;
I am definitely not the same person I was at the start of this apprenticeship. I am very excited to see who I grow to become as my time at Ten Space goes on. As always, I will continue to post updates. Look for my next blog post about my journey as an apprentice at Ten Space.

"I've been with Space HR for 6 months now, here's how I've been getting on..."

Diary of an Apprentice part 3

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

Diversity and Inclusion offers businesses significant opportunities for improvement.

Why diversity, inclusion and belonging matter hugely to engagement

I&rsquo;m Aimee, I&rsquo;m a digital marketing apprentice and I&rsquo;m a part of Gen Z. I have written this article to help leaders understand the best ways to engage their Gen Z employees.
I have combined detailed research with my own experience to create 6 tips &amp; tricks on how to engage your Gen Z employees.
Generation Z (or Gen Z as we&rsquo;re called - those born between 1997 &ndash; 2012) have begun to change the way in which businesses run. We are the first generation brought up on the internet and social media, as digital natives. Knowing how to engage employees&mdash;including those in Generation Z&mdash;can be a challenge.
Companies should recognize the differences between Gen Z and other employees. This will ensure success in engaging the newest generation of talent and your future leaders.
Here are a few ways to engage your Gen Z employees:
&nbsp;
<h4>1. Leverage great technology</h4>
Gen Z are digital natives who thrive on social media and digital communication. Incorporate modern technology to help us communicate, collaborate, and build relationships with others. Some examples of employee engagement tools that will support Gen Z employees include:&nbsp;
<ul>
<li>Collaborative tools - Slack, Miro</li>
<li>Digital learning. Personalise learning and work at your own pace - Google digital garage</li>
<li>Online meeting software - Zoom, Teams, Google Meet</li>
<li>Employee feedback&nbsp;<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">technology</a></li>
</ul>
&nbsp;
<h4>2. Support growth and enhancement</h4>
Gen Z employees are driven and ambitious. We value opportunities for career growth.<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. Show your commitment to our growth and development to keep us engaged. Provide opportunities for us to advance.
Here&rsquo;s a few ways you could do this:&nbsp;
<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>
Showing us that you trust us to grow the company is extremely important. There can be times that Gen Z aren&rsquo;t respected by our leaders. This causes us to lose respect for the business itself and that&rsquo;s where retention issues can creep in.&nbsp;
When I was 18 I worked for a well-known fast food chain. They would give me a lot of daily responsibilities which had a large impact on the store. But they wouldn&rsquo;t take any of my ideas seriously. Ideas that would increase workflow &amp; engagement as well as customer satisfaction. They said I &ldquo;didn&rsquo;t know what I was talking about&rdquo;.
I had worked there for 2 years, they popped in maybe once every 4 months. I did know what I was talking about. Their constant down-playing of my ideas was one of the reasons why I, and so many others my age, left.
&nbsp;
<h4>3. Encourage transparency</h4>
Gen Z can use technology to find out anything they want to know about your company.&nbsp; Even at the interview stage. As employees, they will be further engaged by a culture that encourages transparency.
A few ways to increase transparency within your company include:
<ul>
<li>Encourage direct, honest communication from leaders</li>
<li>Provide clear goals / expectations</li>
<li>Give employees ways of getting to know each other</li>
<li>Share your culture on social media openly and often</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&nbsp;<a href="http://glassdoor.co.uk/" target="_blank" rel="noopener noreferrer">Glassdoor</a> to look at one of the company&rsquo;s I was thinking of applying to. The reviews weren&rsquo;t great. Apparently the company&rsquo;s culture was toxic. I decided to apply anyway, thinking I would use this to practise my interview skills. They did offer me the job but ultimately, I turned it down.
I had no intention of working in a toxic environment. By being transparent with their employees, this company would have solved their culture problem and I might have made a different decision.&nbsp;
&nbsp;
<h4>4.Celebrate diversity &amp; inclusion</h4>
It&rsquo;s important to celebrate the diversity in the workforce.&nbsp;<a href="https://www.pewresearch.org/social-trends/2018/11/15/early-benchmarks-show-post-millennials-on-track-to-be-most-diverse-best-educated-generation-yet/psdt-11-15-18_postmillennials-00-00/" target="_blank" rel="noopener noreferrer">Gen Z</a> is the most ethnically diverse generation yet. Making sure you are showing us you care about D&amp;I is important to keep them engaged - our expectations are high in this area.
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>
A big thing I look for when applying for jobs / opportunities, is the company&rsquo;s stance on D &amp; I. I, along with many Gen Zers, don&rsquo;t want to work with people who share the exact same views or opinions as me.
It&rsquo;s important to grow your own knowledge by being around those who are different to you, in their experiences and their viewpoints. This is the best way to succeed. A company that celebrates their D &amp; I is encouraging their employees to challenge each other and grow. This can create an extremely engaging environment.
&nbsp;
<h4>5. Highlight the company mission</h4>
When employees feel&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">aligned</a> with the company mission, they are more engaged. Generation Z is no exception. If your company is aligned with the interests and passions of Gen Z then they are more likely to be engaged.
Highlight your company mission in:
<ul>
<li>Company-wide &amp; departmental meetings</li>
<li>Small team discussions</li>
<li>The company newsletter</li>
</ul>
One company I worked for loved to brag about their mission, but they wouldn&rsquo;t actually use it internally. It was like a false promise, used to make them seem more progressive than they were. Not only was it a toxic environment, but the values of the company seemed to be changing constantly. This made it very difficult to be engaged at work and ultimately was a reason I chose to leave.&nbsp;
&nbsp;
<h4>6. Provide regular feedback</h4>
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 appreciate regular feedback as it allows them to keep on track in the workplace. 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.
I&rsquo;ve both given and received employee feedback in previous roles. It was very interesting to see the reactions from the different generations. Those in Gen Z would ask for feedback more regularly. I did as well. 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 Space HR 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. It&rsquo;s a good idea to see how your efforts have worked with an employee engagement survey. The results you get will help you to align your tactics with the employees to ensure a better engagement rate.
&nbsp;
Our employee feedback survey allows you to explore engagement in extra depth. We can help you identify your Gen Z population (and others), to understand their specific engagement needs and where you might need to take a new approach to ensure you&rsquo;re getting the maximum engagement and performance boost for your efforts.
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: www.tenspace.co.uk.

I’m Aimee, I’m a digital marketing apprentice and I’m a part of Gen Z. Here's how I keep engaged...

I'm a Gen Z Apprentice, here's 6 ways to keep me engaged

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

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

CEO / Founder

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

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

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

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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.

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

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

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

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

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

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

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Choose the plan that suits you

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

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

Fast and powerful engagement surveys

advantage

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

For larger teams with dedicated requirements

enterprise

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

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

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

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

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

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

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

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

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

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

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

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