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Are you constantly looking at your notifications? Is that red bubble above Instagram constantly on your mind? Did you know that in 2021 the number of smartphone users in the United Kingdom rose to&nbsp;<a href="https://cybercrew.uk/blog/smartphone-usage-statistics-uk/" target="_blank" rel="noopener noreferrer">53.5 million</a>, making it 78.9% of the population?
We increasingly miss out on valuable moments when our faces are buried in our screens, documenting every thought and action on social media. If you notice any of these mannerisms in yourself, then maybe consider taking part in the National Day of Unplugging which is a 24-hour period running from sunrise to sunset on Friday 4th March 2022.
It&rsquo;s a chance to connect with friends, family and colleagues.&nbsp;Take this day to carve out precious time to unplug, relax, reflect, be active, visit the outdoors, and connect with loved ones.&nbsp;
&nbsp;
<h3>The Right to Disconnect Law</h3>
A right to disconnect gives employees the right to disconnect from work outside of their normal working hours. That means once workers are off the clock they will not receive or be required to answer any work-related calls, emails or messages.
The UK is very much behind the rest of the world when it comes to a right to disconnect with several countries introducing rules to prevent employees from working outside their allotted hours.
Portugal has introduced a law that would make it unlawful for bosses to text or email their employees outside of working hours.&nbsp;<a href="https://www.gov.ie/en/press-release/6b64a-tanaiste-signs-code-of-practice-on-right-to-disconnect/" target="_blank" rel="noopener noreferrer">Ireland</a> introduced a code of practice in April 2021 that gave workers the right to disconnect.
While employees don&rsquo;t have a legal right to disconnect, they can take action against employers at the Labour Court or Workplace Relations Commission if they feel they have been penalised for refusing to attend work to work outside normal working hours.
French employers with more than 50 employers have been legally obliged to create a charter of good conduct since 2017. That involves working with union representatives to decide the hours when staff are not supposed to send or answer emails.
There is currently no specific right under EU law for a right to disconnect, although the EU&rsquo;s working time directive, like its UK equivalent, sets working hour limits. However the EU directive also stipulates minimum daily and weekly rest periods.
&nbsp;
<h3>Digital Detox</h3>
In a poll conducted by<a href="https://www.commonsensemedia.org/blog/tweens-teens-and-phones-what-our-2019-research-reveals" target="_blank" rel="noopener noreferrer">&nbsp;Common Sense Media</a>, 50% of teens reported that they felt that they were addicted to their mobile devices. A whopping 78% of the teen respondents said that they check their digital devices hourly.
&ldquo;Detoxing&rdquo; from digital devices is often seen as a way to focus on real-life social interactions without distractions. A digital detox refers to a period of time when a person refrains from using tech devices such as smartphones, televisions, computers, tablets, and social media sites. Here are a few benefits of a digital detox:
&nbsp;
<h4>Technology can be Stressful</h4>
While most can&rsquo;t imagine their life without digital devices. Research has found that technology can actually increase levels of stress.
<a href="https://www.statista.com/statistics/1134262/negative-effect-of-tech-on-employee-s-well-being-in-the-uk/" target="_blank" rel="noopener noreferrer">According to a survey</a> carried out in 2019, 86% of respondents in the United Kingdom said that the inability to switch off out of work hours was having a negative effect on employee well-being.&nbsp;
Furthermore 70 percent of respondents also said that technology has a negative effect on employee well-being due to the stress caused when technology fails.
It&rsquo;s the constant need to keep checking emails, texts and social media that is causing the majority of tech stress.
&nbsp;
<h4>Digital devices can disrupt sleep</h4>
<a href="https://doi.org/10.1177/2333794X17736972" target="_blank" rel="noopener noreferrer">One study</a>&nbsp;found that children who use digital devices at bedtime had significantly worse and less sleep. Researchers have also found that&nbsp;<a href="https://doi.org/10.1016/j.sleh.2017.12.004" target="_blank" rel="noopener noreferrer">in-bed electronic social media</a> use has adverse effects on sleep and mood.&nbsp;
70% of participants checked social media on their phones while in bed, with 15% spending an hour or more on social media while in bed.&nbsp;
The results found that using social media when you are in bed at night increases the likelihood of anxiety, insomnia, and shorter sleep duration.
It is vital that in order to be productive and engaged during the day, you have to first get a good night's sleep with no distractions.
<h3>&nbsp;</h3>
<h4>Health benefits</h4>
One study conducted by&nbsp;<a href="https://doi.org/10.1186/1471-2458-11-66" target="_blank" rel="noopener noreferrer">researchers in Sweden</a> found that heavy technology use among young adults was linked to sleeping problems, depressive symptoms, and increased stress levels. The study also found a connection between nighttime tech use and increased body mass index.
In this ever changing world, health is a number one priority. If a few days of no screens here and there can have a positive impact on your physical and mental health, then it seems like a day of unplugging is worth it.
&nbsp;
<h3>Signs you might need a digital detox</h3>
<ul>
<li>You often find yourself staying up late or waking up early in order to go on your device</li>
<li>You are afraid you might miss something if you&rsquo;re not constantly checking your phone</li>
<li>You feel compelled to check your phone for notifications every few minutes</li>
<li>You feel anxious or stressed when you can&rsquo;t find your phone</li>
</ul>
Committing to the National Day of Unplugging is a chance to relax, unwind and refresh. It&rsquo;s a time to make plans with loved ones and create more human connections with the people around us. Start your day with a coffee and a conversation with a loved one. Read the newspaper. Meet a friend for breakfast. Turn off your notifications and recharge yourself instead of your phone.&nbsp;
&nbsp;
At Ten Space, 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.

Are you constantly looking at your notifications?

National Day of Unplugging

In the month that I&rsquo;ve been an apprentice at&nbsp;<a href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Space HR</a>, the most common comment that I have gotten from those who I have spoken to about my job, is that I seem happy.
I am very glad that not only am I happy as an apprentice at Space HR, but also that this company has had such a positive impact on me that my friends and family have noticed too.&nbsp;
If you want to know how my first week went, you can read all about it&nbsp;<a href="https://www.spacehr.co.uk/blogs/diary-of-an-apprentice" target="_blank" rel="noopener noreferrer">here</a>.
&nbsp;
<h3>Canva</h3>
During my second week at the company, I was assigned a couple of tasks which meant that I could put some of my research from the previous week into action. I was introduced to&nbsp;<a href="https://www.google.com/aclk?sa=l&amp;ai=DChcSEwjn6tuI3uP1AhUTl-0KHR2pAxsYABAAGgJkZw&amp;sig=AOD64_1uTD_Hk8eboLjs_IOmmIno34myJg&amp;q&amp;adurl&amp;ved=2ahUKEwj06dWI3uP1AhVGa8AKHb_bB64Q0Qx6BAgDEAE" target="_blank" rel="noopener noreferrer">Canva</a>, which is my favourite thing to use, ever. I love creating things so using this has been like a dream.
Canva is a free graphic design platform that I have been using to create a variety of social media posts for Space HR. It&rsquo;s great when trying to make a graphic that is both informative and eye-catching. It has made it very easy for me to make multiple posts for different platforms.
At Space HR, Victoria Bond has been very encouraging of not suppressing my imagination - that&rsquo;s where the best ideas come from - and this has been very impactful when creating posts for social media. I have really enjoyed having the freedom to create.
&nbsp;
<h3>Client Meetings</h3>
I had a client meeting during this week to go over the results of an engagement survey. I learnt the ins and outs of the technology behind Space HR as well as how follow-up surveys are important when making sure everything stays on track. I look forward to doing more of this in the future.
&nbsp;
<h3>The Juice Academy</h3>
I had my first official session with the Juice Academy during this week. We had many guest speakers, a few of whom were: Rebecca Parker, the importance of brand; Calum Metcalfe,&nbsp; how to build better relationships with clients, colleagues and suppliers; Luke Twomey, understanding and segmenting audience and Abbey Robinson, content planning.
The things I have learnt in this lesson, I have no doubt, will be used daily during my apprenticeship. I am extremely grateful to Rebecca, Calum, Luke and Abbey for these lessons and I can&rsquo;t wait to put what I have learnt into practice.
&nbsp;
<h3>Webinar Learning</h3>
Also, I attended a couple of webinars in my second week, the first one being &lsquo;How to secure and manage PR for your business&rsquo; hosted by&nbsp;<a href="https://www.fsb.org.uk/" target="_blank" rel="noopener noreferrer">The Federation of Small Businesses</a>. Its guest speakers were Andrew Bloch and George Taylor. I thought this would be important to improve my understanding of PR and how it is managed within a business.
I learnt that there are websites to use where you are able to get your message out to journalists and how to create something that journalists will actually read and choose to write an article about. I will be using what I have learnt when it comes to creating content that will attract people and also when thinking about Press Releases and where to distribute them.
I would definitely recommend connecting with Andrew and George on LinkedIn as the things that I have learnt from this are going to have such an impact on how I think about how to approach journalists in the future.
The second webinar that I attended was &lsquo;How a podcast can build your brand and engage clients&rsquo; hosted by Steve Randall and Sarah Hamilton-Gill. I have always preferred podcasts to any other digital medium and so I was excited for this webinar. I learned that planning is incredibly important when creating a podcast.
You have to make sure the format doesn't stray away from what you have advertised as that is the reason why people are viewing your podcast. If you are straying away, viewers will go elsewhere to get the information they want. I have been interested in podcast production so I wanted to have this information ready if I ever got the chance to work on a podcast.
&nbsp;
<h3>Week 3 - deadlines!</h3>
Now onto week 3. It seems like I have done a lot in these first few weeks and that&rsquo;s because I have. I work best when I&rsquo;ve got lots to do so I am extremely happy with the amount of work I&rsquo;ve been given so far. My third week was a bit calmer than the previous week.
I got to grips with the schedule that I would most likely be working on for the duration of my apprenticeship. This meant that I was able to set weekly deadlines for myself. For example, I try to finish any research by Wednesday so that I can get onto the creating aspect of my job for the next couple days of the week.
This is something that I haven&rsquo;t had to do before so it&rsquo;s great to be able to decide what works best for me.
&nbsp;
<h3>Week 4 - Creating Content</h3>
Week 4 was the week that I started to create and post content. One of my tasks was to take one blog post and create multiple social media posts around it. This was a very exciting task for me as it allowed me to think creatively. I also spent a lot of time working on an up and coming project.
This is going to be a podcast, and I have been starting to create content for it&nbsp;to share on social media. Through doing this I have been able to take feedback and work on it, which is something that I love to do. I am always trying to improve. I am very excited for this podcast launch and I will share all when I can.
&nbsp;
<h3>Support From My Team</h3>
Another thing that I'm very happy about is the support I'm receiving from my team. Not only have my teammates been more than happy to answer my questions, explain concepts or proofread my work, but they have expressed a willingness to help me with whatever I need to feel comfortable.
Asking for help is not easy for me, but I know that when I do ask for help, that support is available, and I'm very grateful for that.
&nbsp;
<h3>What's Next?</h3>
This month was full of learning and improvement. Specifically with creating content. I have learnt more about social media and emails during this month than I ever have - and I&rsquo;m Gen Z! I have also enjoyed watching my fellow apprentices. I see their posts pop up on my LinkedIn feed and I am very proud that we get to go on this journey together.
I know I'm still in the early stages of this job, and things will continue to change and evolve during my time here. But for the most part, things have started off well and I'm very happy with my role and the company. After a stressful first job and a long and difficult search, I feel like a weight has been lifted off my shoulders, and I can&rsquo;t wait to see what else is in store for me in the coming months.

"A recap on my first month as a social media apprentice at Space HR"

Diary of an Apprentice - Part 2

I&rsquo;m Aimee and I have recently become a Digital Marketing Apprentice for&nbsp;<a href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Space HR</a>. Before I fill you in with my experience so far, I want to tell you a little bit about why I became an apprentice.
From 2018-2020 I studied Media at Runshaw College. I was extremely interested in Media and knew it might be something I would like to pursue. I had planned to go onto University following my exams but after doing some work experience and volunteering, I realised that I didn&rsquo;t want to give up the work side of my life. Instead I decided to take a gap year in order to save up some money so that once I had figured out what it was that I wanted to do next, I was in a good place financially.&nbsp;
After thinking about it for several months, and asking every young person I knew what their plan was, I decided to apply for apprenticeships. My brother had just completed an apprenticeship in Business Administration and it has now led him on a path that he really enjoys, so I took inspiration from his story and looked on<a href="https://uk.indeed.com/" target="_blank" rel="noopener noreferrer">&nbsp;Indeed</a> for any availability. I guess the question now is: Why did I choose Digital Marketing?
I have always been a creative person and inspiring others is something that I am passionate about, so I knew I wanted a career that would showcase my creative skillset. Film Production was my favourite hobby at the time and I loved to create short films and other media content.
I wanted a role where I could still do this whilst expanding my knowledge of the things I was already interested in. Digital Marketing just seemed to tick all of the boxes. I then applied to&nbsp;<a href="https://www.juiceacademy.co.uk/" target="_blank" rel="noopener noreferrer">Juice Academy</a> who were able to place me with Space HR after an easy application and interview process.
I haven&rsquo;t been at Space HR for too long but to say that I have been able to get stuck in would be an understatement. I guess it might be best to go through each day and see what I got up to and how it worked out. So, here it goes&hellip;
&nbsp;
<h3>Day One:</h3>
I wasn&rsquo;t nervous until the morning of my first day. Victoria had made it so that I had no reason to be. During my interview she was very friendly and once I had found out that I had the job secured she gave me a ring and we talked for a while about me, about her, about Space HR and what I would be stepping into.
I found that this call helped to relax me and, more than anything, it made me very excited to join Space HR and meet the team. I had planned to set off with plenty of time to spare just in case I was late. But of course, the weather had other plans. I got to my car and it was frozen. Both on the outside and inside. Luckily, even with the 5 mins it took me to defrost my car, I was still somehow 10 mins early.&nbsp;
I first met Victoria and Alec, we sat and discussed my role in the team alongside the tasks that I will be doing whilst I am with them. The majority of the day was spent getting to know the ins and outs of the company, who&rsquo;s who and setting up my new laptop. My first day at Space HR couldn&rsquo;t have gone any smoother and it&rsquo;s all thanks to Victoria and Alec.
&nbsp;
<h3>Day Two:</h3>
My second day was spent shadowing Victoria. We conducted a few interviews in the morning and it was extremely interesting to see what it&rsquo;s like on the other side of the interview, where it doesn&rsquo;t affect the path that your life will go down. In the afternoon we travelled to see a client,&nbsp;<a href="https://www.beamfieldwork.co.uk/" target="_blank" rel="noopener noreferrer">BEAM Fieldwork</a>.&nbsp;
BEAM is an independent Fieldwork agency who work in market research and strive to set exceptional standards in fieldwork, becoming integral to the success of client research projects. Whilst working with BEAM I learnt more about employee engagement and why it is important to make sure your team is happy and satisfied with their job roles.
I was able to see how different teams work together and support each other through their struggles and successes. Also, a vital takeaway that I gained from this meeting was that if you ever feel overwhelmed, there&rsquo;s always people there to help you when you need it and these people will do whatever they can to watch you succeed.&nbsp;
This must have been the most mind-blowing afternoon of my life. I was sitting in a meeting room with 5 ridiculously hard working business women who were talking about things that I did not understand yet. It was incredibly inspiring to see how much these women cared about the job they do and the people around them. I am very appreciative to Victoria for letting me sit in on this meeting and watch how she works.
&nbsp;
<h3>Day Three:</h3>
This was my first day at Juice Academy. I met all the other apprentices, the tutors and Sandy Lindsay (Director of Juice Academy- She&rsquo;s a big deal!). It was very interesting to listen to Sandy and take in her advice on how to be successful in the workplace. She recommended a few books, one of which being The Chimp Paradox by Prof Steve Peters which is currently on its way to me via Amazon.
It was great to see everyone and start to work on the training we are going to be receiving. This day would need its own blog post to be able to include all of the things I learnt.
&nbsp;
<h3>Day Four:</h3>
Day four was my first official full office day. The morning consisted mostly of a catch up with Juice Academy in order to get me and Victoria completely up to speed with the apprenticeship and all of the tools that will be available to us during it. Then it was onto my tasks for the week. We had established these on my first day. Predominantly, I learnt how to research properly.
Online research is incredibly important in Digital Marketing and so I have been working on how to effectively do this. I looked at how to do a SWOT analysis of both Space HR and its competitors. The objective of this was to see how we could find new ways of marketing our brand and perhaps discover a viewpoint that we hadn't considered.
I specifically learnt that ongoing research is very important in the marketing industry and I will most likely be looking at YouTube videos and other online materials to help me do this as I continue on.
&nbsp;
Day Five:
Friday. We had established Fridays as a day for me to spend solely on my college work. This was also my first day working from home. Victoria and Alec had made sure that I had plenty to be getting on with whilst working remotely. This meant that I had to fully manage my time by myself. I won&rsquo;t say it was easy, because it wasn&rsquo;t.
Coming from working full time in a food industry type job where you work 10 hours a day, are constantly on your feet, running around, to then sitting at a desk with tasks to get done and trying to manage your time is quite the sudden change. But I was fully supported for this change by both the Space HR team and the Juice Academy team. On this day I also learnt how to create a contact list for prospective clients and who a great client is for Space HR.
&nbsp;
I have only been at Space HR for a week but I have learnt so many things already that will help me not only in my professional life but in my personal life as well. I have been given so many opportunities to succeed and I will be taking advantage of every one that I possibly can.
&nbsp;
I am excited to continue on with Space HR and watch this amazing company grow. I&rsquo;m sure there will be many more updates from me about my journey as an apprentice at Space HR. But for now, it&rsquo;s goodbye.
&nbsp;

My first week as a social media apprentice at Space HR

Diary of an Apprentice

Each month, we ask our panel of business and HR leaders about the hottest topics impacting employee engagement in UK businesses.
In January we asked about the link between employee engagement and high-performing teams.
Here&rsquo;s what our leaders told us....
(To find out more about how we conduct the survey, or to get involved read to the end of the article)
&nbsp;
High employee engagement and high-performing teams go hand in hand.&nbsp;
Almost all of our panel said that they strongly agreed that there was a link between high-performing teams and employee engagement.&nbsp;
We asked our panel to share their views on a scale - with 1 indicating that they didn&rsquo;t see a link and 10 indicating that they saw a strong link.&nbsp;
Our average score from our panel here was 9.2 - indicating that our panel were really clear that high employee engagement and high performing teams are closely linked.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/cv46sqWuESIhxK8E7JOoomM9-wVMFZsP--ximKBKFXFQkJUaYE35aLVFwHMhqKuzVhiXqLgiPs9gzowVdA_XnwwayjQNekWNxy3Y6rYYG5X8toaUblHhZNeq-lc5G6NRr8Eazm6g" width="508" height="508">
&nbsp;
<h4>Focus on individual performance or team performance?&nbsp; The jury is still out.&nbsp;</h4>
We wanted to understand some of the important elements of creating a high-performing team.&nbsp;
We started off with a tough question (our panel told us it was tough in their comments!) - asking if they prefer to focus on individual performance, or the performance of the team as a whole when developing a high-performing team.&nbsp;
We ended up with a split panel on this question. 51% of the panel said they&rsquo;d focus on individuals and 49% said they&rsquo;d focus on the whole team.&nbsp;
&nbsp;
Here&rsquo;s some of the comments we captured here:&nbsp;
&ldquo;I generally find though that if you focus on building personally fulfilled, self aware, emotionally intelligent, psychologically safe individuals - then *they* will work together to lift team performance.&rdquo;
&ldquo;Focusing on individual performance in reference to how it affects the whole team is important. Focusing on the team performance without individual focus can lead to mediocre results&rdquo;
&ldquo;When leading a team is a multifaceted issue. How one engages with the individual AND the team AND the dynamic that exists. Employee engagement is key to that continued development particularly in challenging times.&rdquo;&nbsp;
&nbsp;
&nbsp;<img src="https://lh5.googleusercontent.com/OAY2Gfx_1EzZDr2BdEQGnOtDW59WKLIXldU-SP2WYkOkLB7_9S91FxsA1Rrg6yy8-rmgUtWn59CCk7OkPEl5B0swsCo1MI3I3zTLCNNe8GiKpWi5lj57ZktpF-PKr4hDkXc5olSK" width="507" height="507">
&nbsp;
<h4>Connection &amp; personal fulfillment top the list for ways to engage a high-performing team&nbsp;</h4>
We asked our panel which factors they thought had the highest impact when it came to the engagement of high performing teams:&nbsp;
<ul>
<li>32% said connection &amp; the communication of goals, vision, mission and values was the most important factor</li>
<li>32% said personal fulfillment such as reward, work-life balance and career development&nbsp;</li>
<li>25% said leadership&nbsp;</li>
<li>6% said wellbeing was the most important factor&nbsp;</li>
<li>5% chose &ldquo;other&rdquo;&nbsp; (many in the comments said that they wished there was a &ldquo;all of the above&rdquo; option!)</li>
</ul>
&nbsp;
&ldquo;I think is a combination of all the options&rdquo;&nbsp;
&ldquo;Communication has to be at the core of everything.&rdquo;
&ldquo;Getting an inspiring and motivational leader will help all other aspects of employee engagement such as wellbeing, personal fulfillment and communication. An inspirational leader will cover all of these as a part of their normal role&rdquo;
&nbsp;
<img src="https://lh5.googleusercontent.com/7YzH8Gj_8Mw_i2MzxG29Sk1nhV4wicIqOQlr-FKvN17nqK8Xnv1w7fOFNnZBLEXs1ccImvgTzeM3ZzwpC3RI8SuvXBelY3tNwOhguzhkN-CxZkmJlWqUY8TCsYGVOzT0ykFUmif8" width="508" height="508">
<h2>&nbsp;</h2>
<h4>Employee engagement will become more key for creating high-performing teams in remote workplaces</h4>
The majority of our leaders felt employee engagement will become more key in creating high performing team as the move to remote workplaces continues.&nbsp;
We asked the panel: on a scale of 1 (low) to 10 (high) to what extent to do you agree with the statement:&nbsp; "increased remote working makes employee engagement more important to achieving high performance".
Our average score here was 8.0 - indicating that over 75% of the panel agreed or strongly agreed with the statement. However, there were around 25% of the panel that felt strongly that this statement wasn&rsquo;t true.&nbsp;
&nbsp;
&ldquo;I think this is very individual so would find it difficult to score. I agree working from home aids work life balance and well-being in general but not everyone has sn adequate space in which to work, logistically or psychologically.&rdquo;
&ldquo;I think engaging people is harder remotely- it isn&rsquo;t impossible but it takes more effort - you have to think it through more. A simple Teams meeting with the Team once a week, once a day doesn&rsquo;t do it
&ldquo;Sharing vision as a leader is difficult and remote employees will certainly get a watered down version of it - having face to face time focused on leadership and rally cries is important.&rdquo;
&nbsp;
&nbsp;<img src="https://lh6.googleusercontent.com/Nsxkjw49X1ORjg3f-5VSc1Gr-xGVqDjcDIJD6Qa2RdX23LEK2Mwsg9nLwd81ZBzLRp7YMR8VRj2rDQbaBXhrScClZkz1nNdSBFdCEhKE8s3snvWEuJ9No-MB5DgAfNAgVWodGVum" width="507" height="507">
&nbsp;
<h4>So what are the key takeaways?</h4>
From our research some key themes emerged;
<ol>
<li>High employee engagement is key to a high performing team - they are closely linked</li>
<li>There is no &ldquo;best practice&rdquo; when it comes to the best place to focus when developing a high performing team; individuals or the team as a whole - it&rsquo;s likely to be a great blend of both&nbsp;</li>
<li>Two employee engagement factors came out top for developing high performing teams; connection and setting the vision for the future&hellip;</li>
<li>And personal fulfilment - although the secret recipe is likely to be a blend of all elements of employee engagement&nbsp;</li>
<li>As we move into hybrid / remote working practices and the challenges that brings to organisations, it&rsquo;s likely to become harder to develop high performing teams</li>
<li>The need to focus on employee engagement for developing high performing teams and high performing organisations is as relevant as ever. As the workplace continues to change and adapt, this key area of focus is unlikely to change in its importance and results.&nbsp;</li>
</ol>
&nbsp;
Some of the other insight experience and comments our leaders shared on this topics can be seen below;
&nbsp;
<img src="https://lh3.googleusercontent.com/4yyk2mB_RKcoBByruhlHvnZLfJ2oN5Kw2hyd7ivmVaZmrQFN3YsmMqyCHnz3MRGTuX1N-WKihrx1ZPgC3G2BYiArE77FQRZ7iG8yiVLj82wM8cbul0qUGGImNCLg0Hd7zzpEmtEJ" width="509" height="509">
&nbsp;
<img src="https://lh5.googleusercontent.com/lllRgMBz2ro_QLIyK4RNdI7DBiimsJ8mPxP0-wWcNA3ElvstbD8xQsCPKj5OHQzXVQ03d6dq6blbnOub1y8uklk0neDWehYuSTKmcuAN3_BF7ltakgvRaNDNHlgJfU3gkMZJ3Wm4" width="508" height="508">
&nbsp;
&nbsp;&nbsp;
Be part of something special....
The Space HR 'Feedback 500' is a piece of monthly research we conduct to understand more about the topics affecting employee engagement. Each month we send our leadership community 5 short topical questions via WhatsApp. All responses are captured anonymously. We have leaders from a wide range of sectors including: HR consultants, recruitment, retail, automotive, creative arts, construction, technology, utilities, e-commerce, digital, marketing, legal, health, public sector and education.
To become part of our 'Feedback 500' sign up here:
<a href="https://www.spacehr.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0" target="_blank" rel="noopener noreferrer">https://www.spacehr.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0</a>
&nbsp;
Find out more about Space HR at&nbsp;<a href="https://www.spacehr.co.uk/blogs/www.spacehr.co.uk" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

High Performing Teams & Employee Engagement

Space HR 'Feedback 500' (Jan'22) - Topic: High Performing Teams

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

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

Why ‘zero resignations' should come as a surprise

Each month, we ask our panel of business and HR leaders about the hottest topics impacting employee engagement in UK businesses.
In November we asked about the mission and vision in organisations and the impact they have on employee engagement.
Here&rsquo;s what our leaders told us....
(To find out more about how we conduct the survey or to get involved read to the end of the article)
&nbsp;
<h4>Having a clear vision and mission statement is key to employee engagement</h4>
80% of the leaders we surveyed stated that having a clear vision and mission statement was &ldquo;VERY&rdquo; important for employee engagement.&nbsp;
It seems that if you&rsquo;re&nbsp;<a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team" target="_blank" rel="noopener noreferrer">building an employee engagement plan</a>&nbsp;establishing your vision and mission isn&rsquo;t a step you want to miss out!&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/hDoeyzgA5rJGvZ1FT8pX_I7r8_kd1kcmck2KqVLkpX_J9gfioS-kRr6yNghL1gkqzYwMSQhiahTlq0Jh17FdGO4IIzIXIIfEVEL0UuM7qoPz8E_xKeUfP4yAOxsjgiMrBx_CoEz5" width="507" height="507">
&nbsp;
<h4>How often should you communicate your vision and mission?</h4>
We asked our panel what they thought best practice was when it came to communicating mission and vision to employees. We got a mixed response, with the largest population of respondents saying &ldquo;at every opportunity&rdquo; (45.2%), followed by &ldquo;monthly&rdquo; (at 27.4%).
Some of our panel shared (via their comments) that you can definitely overdo it within communication. Others felt there was never a point where it was too much!&nbsp;It seems this really is something that divides opinion and is down to personal preference, or organisational need.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/V3ixPxRkoeVwbKUIsKxGGE43MCwFxJ-6xyJCHlMMLQwpCq7JI7DSFFmGHG6-Ja1LRFsYUrfrRK4ufQF9RZsx5mOKk_boz19E7uHnVxBLOnsLxfsh8KqreVTOXqaxdRmUOySY7PgD" width="515" height="514">
&nbsp;
<h4>Vision and mission are as important as they ever have been</h4>
In a rapidly changing world of work, are vision and mission outdated concepts? It seems not. 34% of our panel felt that they are as important as ever. With 48% telling us that they will become even more important for organisations to have in the future.&nbsp;
&nbsp;
<img src="https://lh5.googleusercontent.com/eMAyiet6gltW_a6ncP9W4N1cstfXqKU_k1WWyryU7uBMIvtrdoGznX0HMszPkbF25ATazlwf9PT8qO0sQTABRl8mQl2DD-KKyyr1X7LrLV1HJP8IBW3yhNDIfRxGvfyc0ky2uWq3" width="506" height="506">
<h2>&nbsp;</h2>
<h4>Vision and mission are important for attracting talent</h4>
A whopping 66% of our panel said that they wouldn&rsquo;t join an organisation if there wasn&rsquo;t a clear vision and mission statement in place. This really brings home the importance of having a clear vision and mission if you want to attract leadership talent. Including it as an early part of your recruitment process may have an impact on success for talent attraction.&nbsp;
Interestingly, some answered that they would join an organisation without this in place, but only if they could introduce this to the organisation.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/N58R1ze-yK6fs4AqLiQ0yaYkf0UCzz9VVGIchc98Qz9YEOuou2wJPl8AZwb-evI3IfndSUF69B002jDwnQlzK3mBnD4J0c61UH9-vBHMGTclRBUh1iOb8U6erP0qSWgxafftzii_" width="508" height="507">
&nbsp;
<h4>So what are the key takeaways here?</h4>
From our research some key themes emerged;
<ol>
<li>A clear vision and mission statement is a key driver of employee engagement. But only when done well! (See the comments below from our panel for their advice and experience on this)</li>
<li>There is no &ldquo;best practice&rdquo; when it comes to communication of the vision and mission, there is only &ldquo;best fit&rdquo; for the organisation - but there is definitely a need for it to be a regular drum-beat.&nbsp;</li>
<li>How meaningful the statements are is critical to success - they can&rsquo;t just be words - they must be a &ldquo;living and breathing&rdquo; part of the culture and supported by leaders.</li>
<li>Vision and mission are likely to become more important, not less as the change in organisations and the world of work continues at pace - if you haven't yet got this in place, now is the time.</li>
<li>Vision and mission is likely to be a key part of the decision making process during recruitment for leadership talent - if you don&rsquo;t have a vision and mission, it may be impacting on the success of recruitment.&nbsp;</li>
</ol>
&nbsp;
Some of the other comments our leaders shared on these topics can be seen below;
&nbsp;
<img src="https://lh6.googleusercontent.com/GzIuE5ADAdXNRIAySh7gfXfRrgJ6GnZLj9hTKNs9xHxuoLvB-IvZhGEgKsvkkWEccIBhP6BbdDqo-122m9kOxo3B3e7xaGjFCShVW9ekYvXXUQZuRnKMu1gpHUEVzg99q_OExVzV" width="509" height="508">
&nbsp;
<img src="https://lh3.googleusercontent.com/PFLCbYuz8ZLvRo5jejRj_2n8MxpcgeCPOlJTPYLeqtgvzlzdKyJlUodqAQOxwnoWb1C2gCZfSbIG_BBQukX1EyCO4J4V58N8gTe880dAqQskGqS_xPsedRd8QF4MGYm6YiPqtO7s" width="512" height="512">
&nbsp;
<img src="https://lh4.googleusercontent.com/VwX-JeuuP0YnHX-cgtAbxE-kaUloFYElSPHUcIG94qf7eRugFl527sZmfU1PHdV1sR869LmnQkebhv3CpVnjS8gD09ru3kmBbJux62dO0-ZPz_-3xmaxP6L5YrBQ0rAz1NT8owaf" width="504" height="503">
&nbsp;
&nbsp;
Be part of something special....
The Space HR 'Feedback 500' is a piece of monthly research we conduct to understand more about the topics affecting employee engagement. Each month we send our leadership community 5 short topical questions via WhatsApp. All responses are captured anonymously. We have leaders from a wide range of sectors including: HR consultants, recruitment, retail, automotive, creative arts, construction, technology, utilities, e-commerce, digital, marketing, legal, health, public sector and education.&nbsp;&nbsp;
&nbsp;
To become part of our 'Feedback 500' sign up here:
<a href="https://www.spacehr.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0" target="_blank" rel="noopener noreferrer">https://www.spacehr.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0</a>
&nbsp;
Find out more about Space HR at&nbsp;<a href="https://www.spacehr.co.uk/blogs/www.spacehr.co.uk" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

Vision and Mission - The impact on employee engagement

Space HR 'Feedback 500' (Dec'21) - Topic: Vision and Mission

Don't you love it when someone more popular makes your point for you? Well, thank you Simon Sinek for doing just that last week.
For those that missed it, his words on LinkedIn were short and to the point - "Customers will love a company when the employees love it first" (link<a href="https://www.linkedin.com/posts/simonsinek_customers-will-love-a-company-when-the-employees-activity-6867473786439000064-mObb" target="_blank" rel="noopener noreferrer">&nbsp;HERE</a>).
The post attracted 90k likes and 1600 comments (probably a few more than I would get). As you'd expect with any social media post there were some lovers and some haters. Some elaborated on his point with another 100+ words and utterly destroyed it. Some just tried to start an argument with someone else.
Regardless, the point resonated with me. Your employees SHOULD be the greatest ambassadors of your business. If they love your company and their job, they will project that positivity to your customers. Nothing will be too much trouble and everything will be done with a smile. In short, your customers will get a great experience.
&nbsp;
<h3>Or:&nbsp; great eNPS = great NPS</h3>
Great customer experience matters in every business, but in some businesses the interactions with people matter more than others.
One person commented in the feed that "I have never met a happy Amazon employee". This could be true of their experience, but I don't think all Amazon employees are unhappy. Amazon is not relying on employees alone to deliver exceptional customer service.
They've built thousands of touchpoints into their shopping experience that don't involve human interaction. Even if my delivery driver is miserable as sin, it's likely I won't care because I found my product, ordered it and had it delivered in 24 hours (#lastminutechristmasshopping).
McDonalds is another great example. Consistency in the 7 P's of service marketing - price, product, place, promotion, physical evidence, process and people - makes it difficult to have a bad experience. The first 6 of these have been taken out of the hands of the person working in the restaurant.
The last one - people- is the only one that can go wrong. If the person is amazing it's fairly forgettable. If they're bad it's also fairly forgettable. In short, the front of house person is such a nominal part of the entire experience, the customer can forgive McDonalds quickly because everything else was as expected.
But businesses like Amazon and McDonalds are the exception to the rule. Most businesses rely a lot on the experience that the customer has with an employee. Any business that sells a person's time (solicitor, accountant, recruiter etc.) is pretty much 100% highly reliant on their employee. Their people must portray the values of the company every day to deliver a great, consistent service.
Hybrid companies such as software businesses are the same. They may have a great product, but if the customer success and support functions disappear, then customers get very upset, very quickly.
&nbsp;
<h4>Here's our top tips to make sure your employees help your customers feel the love....</h4>
1. Listen -&nbsp;have a way to tap into how your employees feel about the service they are delivering. Understand what they love about your products and services, and what makes their jobs harder.&nbsp; Identify what support they need.&nbsp;
2. Empathise - make it clear you&rsquo;ve heard their feedback and you can understand their point of view. Build trust into your feedback process and give your teams a say in how things get done.&nbsp;
3. Feedback - let them know what you are going to do next. What action do you intend to take, by when and how.&nbsp;
4. Action - JFDI.&nbsp;
5. Repeat -&nbsp;create this feedback loop regularly. By doing this, you&rsquo;ll build engagement &amp; trust in your organisation. As well as quickly being able to identify blockers and bottlenecks.&nbsp;
&nbsp;
To conclude, customer-facing teams in ALL businesses help you retain and attract customers.
Listening to the people that own the relationships with the customer puts you in a great position to keep doing better.
In some businesses your people could be 100% of why they choose to be your customer. In others it might be less than 1%. Regardless, an extra 1% could equate to a big difference in profitability. A bad experience could destroy your reputation and cause your customers to leave in droves.
&nbsp;
At Ten Space, we help organisations capture employee feedback to improve their business performance.&nbsp;
We&rsquo;ve created specific surveys for customer services teams, designed to do a deep-dive into what is driving, or holding back success for these critical teams. If you&rsquo;d like to see how we can help super-charge your customer teams - get in touch. You can email us at&nbsp;<a href="mailto:enquires@spacehr.co.uk" target="_blank" rel="noopener noreferrer">enquires@tenspace.co.uk</a>.&nbsp;

How high employee engagement leads to high customer engagement.

"Customers will love a company when the employees love it first"

There&rsquo;s a lot of noise on social media about whether businesses should advertise salaries on job adverts.
There&rsquo;s a growing fatigue amongst job seekers, weariness of spending time applying for roles, sharing details about themselves and not getting much in return.
Evidence suggests that businesses who put salaries, or salary ranges, on an advert will receive high volumes and better quality applications.&nbsp;<a href="https://www.linkedin.com/business/talent/blog/talent-acquisition/job-description-heatmap" target="_blank" rel="noopener noreferrer">61% of job seekers</a> state that salary was the most important part of the job description for them.&nbsp;
Often the reason provided by organisations for not adding salaries to adverts is &lsquo;we want to see who is in the market and we don&rsquo;t want to put off more experienced candidates&rsquo;. However, it is often more likely that organisations just aren&rsquo;t in good enough shape to be completely transparent with salaries externally.&nbsp;
If you want to start advertising salaries openly, proceed with caution. If you have inequalities in your pay, advertising externally is likely to shine a light on them. Inequalities of pay get to the heart of what employees consider to be &ldquo;fair&rdquo; in an organisation. Even the best written organisational values can start to unravel if employee&rsquo;s don&rsquo;t believe their basic needs, such as fair remuneration are being met.&nbsp;
&nbsp;
<h3>Draw on data&nbsp;</h3>
Collate a list of salaries and look at how you are paying people across the group. This exercise is about identifying trends in the data to reveal biases or inequality.
With the data, ask yourself;
<ul>
<li>Are you clear on what a fair salary is for each role internally?</li>
<li>Are you clear on what a fair salary is for each role externally?</li>
<li>Is anyone overpaid? How did that happen?&nbsp;</li>
<li>Who is underpaid? How did that happen?&nbsp;</li>
<li>If you need additional budget to address inequalities, where can that come from?</li>
<li>Are you at risk of any claims? How can you mitigate this?</li>
<li>Are you at risk of losing great talent,&nbsp;</li>
<li>Are you at risk of failing to recruit the talent you need?</li>
<li>Can you afford to do this?</li>
<li>Can you afford NOT to do this?</li>
</ul>
&nbsp;
<h3>Implement a grading / salary framework</h3>
Many larger organisations have a job grading / salary framework. Some just provide general guidance. Others provide very precise guidance of what salary is attached to each role.
The advantage of a framework, or some structure like this is that once you have placed everyone in the framework, you can use this to ensure that there is no future drift.&nbsp;
It is possible to introduce a framework like this without a formal job grading methodology behind it. Although it&rsquo;s likely that this kind of methodology will become more appropriate in a larger organisation where it can help to strip a role back to its component parts to be able to compare it.&nbsp;
&nbsp;
<h3>Supporting your leaders and managers to have conversations about reward&nbsp;</h3>
If you&rsquo;re going to advertise salaries externally, it is likely that leaders and managers will get asked questions. For their own credibility, they need to be able to tackle these conversations confidently.
Talking about salary, reward and careers is a skill. It may be that you need to invest in upskilling your people managers in this area to support their conversations. Inexperienced line managers can get themselves into all kinds of hot water by being underprepared for these conversations!&nbsp;
&nbsp;
<h3>Is it worth it?&nbsp;</h3>
Advertising a salary is likely to have an instant impact on the volume and quality of applications you receive for vacancies you advertise. If advertised on social media your adverts, without salaries attached, can attract a lot of negative attention too.
But doing the groundwork to be confident to advertise salaries externally, it will also have an impact on your existing team. It&rsquo;s been reported that when there is a pay gap perceived amongst employees (whether there actually is a gap or not) it results in a&nbsp;<a href="https://www.inc.com/marcel-schwantes/new-report-pay-transparency-may-be-key-to-keeping-your-employees-in-2021.html" target="_blank" rel="noopener noreferrer">16% decrease</a> in their intent to stay in an organisation. This makes for a pretty compelling argument for pay transparency in your organisation.&nbsp;
Taking this action will shift your culture and engagement. But if you get it right, it&rsquo;ll be hugely positive for any organisation and likely contribute to finding and retaining the best talent.
&nbsp;
&nbsp;
If you&rsquo;d like to talk to Ten Space, about how we can support you during this cultural change, get in touch! www.tenspace.co.uk.&nbsp;

What do you need to do to be transparent with salaries internally and externally?

The groundwork to advertising salaries on job adverts

If you haven't seen any business news in the last week,&nbsp;<a href="https://www.theverge.com/2021/10/28/22745234/facebook-new-name-meta-metaverse-zuckerberg-rebrand" target="_blank" rel="noopener noreferrer">Facebook changed its name to Meta.</a>
For clarity, we&rsquo;re talking about Facebook the group here, not the app. Facebook owns Instagram and WhatsApp too - it&rsquo;s the holding company that changed its name.
But whilst it might seem like a conveniently timed rebrand to&nbsp;<a href="https://www.theguardian.com/commentisfree/2021/oct/26/facebook-scandal-mark-zuckerberg-frances-haugen" target="_blank" rel="noopener noreferrer">shake off bad press</a>, it&rsquo;s actually much more. It&rsquo;s a huge statement of intent about the direction of travel for Facebook and the future of the internet.
For HR professionals this could have some significant implications. It could also indicate some of the challenges we're likely to face.
Meta is a shortening of &ldquo;metaverse&rdquo; - it&rsquo;s where many people believe the internet is heading next. An immersive virtual reality, all-encompassing environment. Mark Zuckerberg is ploughing&nbsp;<a href="https://www.theguardian.com/technology/2021/oct/28/facebook-mark-zuckerberg-meta-metaverse" target="_blank" rel="noopener noreferrer">huge amounts of cash</a> into R&amp;D of this VR landscape. When it comes to fruition, it&rsquo;ll likely change the way we live and work.
<a href="https://www.google.co.uk/amp/s/www.theverge.com/platform/amp/22749919/mark-zuckerberg-facebook-meta-company-rebrand" target="_blank" rel="noopener noreferrer">In a recent interview&nbsp;</a>Zuckerberg stated: &ldquo;People think of us as a social media company. But the way we think about ourselves is that we&rsquo;re a technology company that builds technology to help people connect with each other.&rdquo;
So here&rsquo;s why as HR professionals we should be sitting up and paying attention...
&nbsp;
<h3>Virtual Working</h3>
This technology will change the way we work. The debate of how to make hybrid and remote working will fade into the background.&nbsp; At onboarding, we&rsquo;ll be asking employees to link their VR headsets to our company. Daily stand-ups could be with virtual colleagues in a virtual office. Face-to-face meetings could be as a hologram in the boardroom rather than attend in person.
&nbsp;
<h3>Trust and Engagement</h3>
Huge trust and engagement issues could arise. How do you create a team environment with a group of avatars? What if the body language cues that we naturally use to form bonds aren&rsquo;t there? What if the person behind the avatar is nothing like the avatar itself, does that matter? It&rsquo;s common in the gaming world for avatars to not represent the gender of the player.&nbsp; But does this matter in a work environment? It&rsquo;s like a 'cameras-off' video x 10.
We know technology can be vulnerable to hacks. Could someone replicate or take over the avatar and identity of someone else and act on their behalf? The CEO maybe? How would we know that the person turning up in the virtual workplace was the same &ldquo;person&rdquo; every day? HR policies definitely don&rsquo;t cover such a scenario at the moment!
It&rsquo;s likely that in this virtual world, trust and engagement will be much harder to build and maintain.
&nbsp;
<h3>Mental Health</h3>
The isolation of home working will open a lot of wellbeing and mental health challenges. Loneliness will quickly become a huge concern in the virtual world, the workplace and in wider society. But it also brings to mind stories like this one, where a&nbsp;<a href="https://manchestermill.co.uk/p/she-fell-into-a-virtual-world" target="_blank" rel="noopener noreferrer">girl became addicted to her virtual world</a>&nbsp;and stopped living a full life in the real world. Are businesses, leaders and HR well equipped to support employees in this type of working environment?
&nbsp;
<h3>Digital Poverty &amp; Exclusion&nbsp;</h3>
Consider the current extent of<a href="https://techmonitor.ai/leadership/workforce/millions-vulnerable-people-uk-digital-poverty#:~:text=But%20more%20than%20one%20million,demands%20of%20the%20digital%20economy." target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://techmonitor.ai/leadership/workforce/millions-vulnerable-people-uk-digital-poverty#:~:text=But%20more%20than%20one%20million,demands%20of%20the%20digital%20economy." target="_blank" rel="noopener noreferrer">digital poverty.</a>&nbsp;An estimated million households in the UK have no internet connection. Layer on expensive and hard to access additional tech, such as VR headsets, and that gap widens. It could present huge additional social mobility challenges and make knowledge work the domain of only those who can afford the cost of entry. It&rsquo;s likely that this will make lack of diversity in the workplace much more acute.
&nbsp;
<h3>Generation Divide</h3>
It also opens up a potential generational divide. Digital and tech natives, who will have grown up with this tech in their schooling and home lives, versus those playing catch up and still cursing the presence of Zoom in our every-day lives. It&rsquo;s likely to be age that is the defining factor here. What does that do for a cohesive, engaged workforce? How does it impact career paths in an organisation?
&nbsp;
<h3>Inclusion Opportunities</h3>
It may not all be grim when it comes to inclusion. It may be a great leveller for disability inclusion, particularly physical disabilities. A virtual workplace will remove a huge barrier for inclusion in a traditional workplace. The original concept of the Metaverse<a href="https://www.shmoop.com/study-guides/literature/snow-crash/ng" target="_blank" rel="noopener noreferrer">&nbsp;came from a book</a>, where the main character was significantly disabled. He lived his life in a virtual world where that didn&rsquo;t matter - this could become reality.
If avatars were all blue and gender-neutral, would that be desirable? Does it level the playing field for discrimination or does it wipe out everything that makes us unique and special as individuals?
&nbsp;
<h3>Talent Pipelines</h3>
Finally, this new virtual world is likely to unlock whole new requirements for talent. Jobs that haven&rsquo;t been invented yet, never mind about having healthy talent pipelines to fill them! How do we prepare to find the best talent, for roles and technology that doesn&rsquo;t yet exist? As an example, are you struggling to find Data Scientists? We weren&rsquo;t ready for that role either and we still haven&rsquo;t caught up!
One thing is for sure; this type of technology is likely to exacerbate current HR challenges. Talent attraction, employee engagement, employee wellbeing, inclusion and diversity are all hot topics. They aren't going away, and HR professionals are having to do more to make a better working environment for employees. Whilst this technology isn&rsquo;t imminent, once it arrives, it&rsquo;s likely to make the ripples bigger.
Watch, wait and prepare!
Find out more about employee engagement &amp; our employee feedback platform here:&nbsp;<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>&nbsp;
&nbsp;

The future of the workplace and the implications for HR.

Facebook is now ‘Meta’ - Should HR be paying close attention?

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

Case Study

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

CEO / Founder

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

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

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

Insightful articles, hints &amp; tips and company news

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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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