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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?

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

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

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

Are your resignations going viral?

Recognition (or lack of it) is a topic that comes up a lot in our surveys. We often describe recognition as a timely acknowledgement of a person's contribution.
Employee recognition done right is easy, but it&rsquo;s not simple!&nbsp;
According to a<a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T" target="_blank" rel="noopener noreferrer">2021 study</a>, 73% of employees would consider leaving their jobs for the right offer. Employees will consider a move for all kinds of reasons, and recognition might have a key part to play.&nbsp; In this article, we take a deep dive into recognition and its link to employee retention.
&nbsp;
<h3>Why is making people feel recognised so important?</h3>
<h4>1. It makes people feel valued</h4>
A&nbsp;<a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T" target="_blank" rel="noopener noreferrer">survey</a> found that feeling valued at work is linked to better physical and mental health. Feeling valued affects levels of engagement, satisfaction and motivation as well. All these things lead to a healthy and productive employer/employee relationship.
But don&rsquo;t just recognise the heroes!
Employees need to know that the company they work for doesn&rsquo;t just care about sales revenue and profit. People need to form lasting connections to the colleagues they work with and the work that they do. Knowing that their contribution is valuable to the organisation is a key part of this.&nbsp;
People can see how much you value them from what you celebrate. If you&rsquo;re celebrating business wins without any acknowledgment to the people who gained those wins, then employees can quickly feel underappreciated. It&rsquo;s important that you don&rsquo;t forget about those people who deliver for the business day in, day out, even if they are chalking up revenue on the leaders board.&nbsp;
&nbsp;
&nbsp;<img src="https://lh3.googleusercontent.com/A1BBVEkhsgGYklG5OluK-o7C8BLwDIJxEyzZV-M0KIbgAdU_LUQsQSL_EO_z7qhHqUDcpbMDzu7XEmPNXwJrvLFqWvqN1nE5wySrGbx0GNicvc98Ohzsx5uffUUr86r2QeB8QMoBlhZzWnoeEw" width="454" height="254">
&nbsp;
<h4>2. It Builds Engagement</h4>
Taking employees for granted is a sure-fire way to drop down the levels of employee engagement.
Engaged employees outperform those that aren&rsquo;t. In fact, companies with high employee engagement are<a href="https://blog.smarp.com/what-is-the-true-cost-of-poor-employee-communication" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://blog.smarp.com/what-is-the-true-cost-of-poor-employee-communication" target="_blank" rel="noopener noreferrer">21% more profitable</a>.
You can ensure your team is engaged by conducting feedback surveys. These surveys can cover areas such as: connection, leadership, fulfilment and wellbeing of your team. For more information on how to increase employee engagement using feedback surveys, read our&nbsp;<a href="https://www.spacehr.co.uk/blogs/what-is-employee-engagement" target="_blank" rel="noopener noreferrer">blog post</a>.
Layer up recognition
There isn&rsquo;t one solution to making people feel recognised. Sometimes it&rsquo;s a heartfelt &lsquo;Thank you&rsquo;, sometimes it&rsquo;s an early finish and sometimes it&rsquo;s a bonus payment or a career move.
Like compensation and benefits, you might need to make it personal to the individual to get it right. Don&rsquo;t assume everyone sees recognition in the same way. You need to be aiming to make the individual feel recognised and build up a recognition culture at the same time.
By doing this, you will be able to successfully recognise your employee&rsquo;s work whilst also showing them that you truly care about their individual achievements.
&nbsp;
&nbsp;<img src="https://lh5.googleusercontent.com/fjzzqY2f7Ob5NtFZolM-BhDiQwKZP4O8Rgh_nRIwtAwsfwgfEx--EuhpE1cDt2DMT0oL0EiSOBZhvFbna76oCh3duFSKSXs4BJohyVe6zxwXOKnrnNxSajHFzvUbfyOMLr9tKO7WaYthbArtbg" width="452" height="253">
&nbsp;
<h4>3. It Builds High Performance</h4>
&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 whether it is an individual or a team recognition; organisations observe a 14% improvement in their performance compared to companies that do not have any recognition programs at all.
Recognition leads to increased motivation, a sense of pride and increased self-confidence at work. Companies that actively recognise and reward their employees are more likely to see increased levels of accountability, responsibility and leadership initiatives. In short, higher performance.&nbsp;
Aim to have an impact
Thank yous never get old, but free lunches on a Friday can quickly become the norm and expected. Make sure you&rsquo;re not giving out recognition just to tick the box, you need to actually mean it. Aim to have an impact. You may need to rethink your approach on a regular basis, to make sure that it continues to have effect of creating an engagement boost in individuals or your teams.
Check it&rsquo;s working&nbsp;
Make sure you're checking that recognition is working in your business. Employee feedback is a great way to do this. Ask your employees whether they feel more engaged and valued due to the recognition they&rsquo;ve been receiving. By doing this, you can ensure that you&rsquo;re on the right track and make adjustments and changes if not.
&nbsp;
&nbsp;<img src="https://lh4.googleusercontent.com/myWjLI0wbxc1nILLqt3N5tVcP0h_wYEGQQkhh9FsZpBuEJkH7JvkKf3a3wlc5BOjU95DKidTtrgNJTn6wX0PGpG4ceyNzSMJqtfDkpbmbePp9sxptrpEBSC7j_ATz_UZxzyMNLvCkRc_ofRdgg" width="454.4999158382416" height="254">
&nbsp;
You&rsquo;ll know when it&rsquo;s time to switch it up and try something new, as recognition will become background noise. Our employee feedback survey allows teams to be grouped, so you can see what is working for each team 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.
&nbsp;
If you&rsquo;d like to understand more about how we can help you with team retention, engagement and performance, you can find out more about the work we do here: www.tenspace.co.uk.

Employee recognition done right is easy, but it’s not simple!

3 Keys points to getting recognition right in your team

What comes first - A high performing team or a highly engaged team? We&rsquo;re clear that there is a link between these two desirable team states. Once you have one, you&rsquo;ll also have the other.
We conducted our own<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">survey</a> and asked the question:
On a scale of 1 (low) to 10 (high). To what extent do you agree with the statement- &ldquo;high employee engagement and high performing teams are linked&rdquo;?
Our average score from our panel was 9.2. This indicates that high employee engagement and high performing teams are closely linked.
To create a high performing team, you&rsquo;ll need to start with employee engagement.
&nbsp;
<h3>Employee engagement</h3>
<a href="https://www.spacehr.co.uk/blogs/employee-engagement---why-consistency-is-critical" target="_blank" rel="noopener noreferrer">Employee engagement</a> is about your employees bringing their best selves to work and doing their best work when they get there.
Focus on key aspects of employee engagement to create high performing teams. These fuel higher engagement and incredible work cultures.
Once you&rsquo;ve got a high performing team, it&rsquo;ll improve engagement further. Then you&rsquo;re on an upward trajectory, which can gain incredible pace if you get it right.
<a href="https://insync.com.au/insights/impact-of-employee-engagement-on-profitability/" target="_blank" rel="noopener noreferrer">Research</a> shows that employees can do great things when they engage. The company is more likely to exceed the industry average in one-year revenue growth.
Where do you begin? Great team engagement and performance starts with individuals themselves being engaged. This builds up to focus on the team. But when it comes to focusing a team on high performance, there are some elements that need to be in place.
&nbsp;
Here we take a look at what we&rsquo;ve observed through our employee feedback surveys:
<h4>1. Ability for employees to be themselves around each other</h4>
This is the most fundamental part of creating a high performing and engaged team. Teams need to feel safe in the workplace and safe with each other. Psychological safety is a huge element of a high performing team.
<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> found that the highest-performing teams have one thing in common: psychologically safe workplaces. Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They provide an environment where innovation can thrive and people can perform at their best.
Teams will naturally come up against conflict and challenging situations. The feeling that they are able to navigate it in a healthy way is important.
Diversity, inclusion and belonging are extremely important in the workplace. Employees want to feel they can bring their whole selves to work so they can be their best when they get there. They need a place of feeling safe to be able to do their best work.
Environments that encourage diversity &amp; inclusivity practices promote trust and employee engagement among employees. Research shows that<a href="https://www.gartner.com/en/documents/3979855/how-hcm-technologies-can-scale-inclusion-in-the-workplac" target="_blank" rel="noopener noreferrer">&nbsp;inclusive teams</a> perform up to 30% better in high-diversity environments.
When diversity and inclusion exist, employers give themselves a greater chance of gaining access to a larger talent pool. This ensures they can hire employees with the skills, experience, and knowledge needed to build high-performing teams. Employee performance<a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">&nbsp;in diverse organisations is 12% higher</a>&nbsp;than in companies with no inclusivity efforts.
&nbsp;
<h4>2. Clear direction of travel</h4>
If you don&rsquo;t have clarity on the direction of travel, the team can drift. It doesn&rsquo;t mean that they aren&rsquo;t still working hard, but it could mean a lot of wasted time, effort and money.
We asked a panel of leaders which factors they thought had the highest impact when it came to the<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">&nbsp;engagement of high performing teams.</a> 32% said connection &amp; the communication of goals, vision, mission and values was the most important factor. 32% said personal fulfilment such as reward, work-life balance and career development.
It&rsquo;s also important to make sure that teams are clear on how the work they are doing fits into the bigger picture. That&rsquo;s when they&rsquo;ll get a sense of pride and satisfaction from what they are delivering.
&nbsp;
<h4>3. Communication matters</h4>
Communication is one of the most common topics that comes up in our engagement surveys as being lacking. It&rsquo;s the single biggest &ldquo;ask&rdquo; we see teams asking their leaders to work on.
From business, to team, to individual feedback - engaged employees like to understand what is going on in the business and how it impacts on them.
High performing teams like communication to go both ways. They need to feel like they have a voice and an influence on their work and working environment too. That&rsquo;s where the<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">power of anonymous engagement surveys can really help.</a>
<a href="https://rh-us.mediaroom.com/2013-10-22-Survey-Human-Resources-Managers-Cite-Lack-of-Communication-as-Main-Source-of-Low-Employee-Morale" target="_blank" rel="noopener noreferrer">Accountemps</a> research shows the number one cause for low morale is poor communication. Sharing important updates with employees, recognising their achievements and ensuring people collaborate is essential for successful internal communication.
Communication is a critical part of employee engagement. It promotes better performance, employee retention and wellbeing. Employees are more likely to engage and contribute when there&rsquo;s an open organisational culture.
Good communication enables employees to stay connected to their workplace and understand their organisation&rsquo;s purpose &amp; strategy. It allows them to identify with its values and develop a sense of belonging by understanding how they contribute to its wider purpose.
&nbsp;
<h4>4. Great performance management</h4>
This isn&rsquo;t about tackling poor performers, it&rsquo;s about creating healthy performance cultures.
Poor performance needs tackling swiftly and fairly. Nothing creates resentment and toxicity in a team like letting poor performance fester.
A survey shows low performers can have<a href="http://eaglehillconsulting.com/opinions/low-performers" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://eaglehillconsulting.com/opinions/low-performers" target="_blank" rel="noopener noreferrer">significantly negative effects</a> on an organisation. Below are a few excerpts from the survey respondents:
<ul>
<li>68% say low performers lower workplace morale</li>
<li>44% say low performers increase the work burden on high performers</li>
<li>54% say low performers contribute to a lack of initiative and motivation, resulting in a work culture where mediocrity is accepted</li>
</ul>
When low performers are identified, how should they be handled? Immediately firing them may not be the best solution as leaders owe every employee the opportunity to succeed.
&nbsp;
Morale can be lacking for many reasons:
<ul>
<li>Lack of direction or alignment&nbsp;</li>
<li>Lack of feedback</li>
<li>Confusion/fear about the work environment.&nbsp;</li>
</ul>
Clarify what success looks like for those employees. Give them a chance to perform and engage by delivering these things regularly.
It&rsquo;s also about great performers feeling recognised and appreciated for their contribution.
Much of this sits with leaders. They need to handle performance fairly and create great working environments for their teams to thrive. Building trust and respect in teams is important for high engagement and performance.
It can be a useful exercise to check in that performance culture is where it needs to be. You can address any issues that might be preventing high performance from developing.
&nbsp;
<h4>5. Fulfilling roles</h4>
High performing teams are made up of high performing individuals. Individuals want to be challenged and have a sense of autonomy &amp; control over the work that they do and how they do it.
<a href="https://www.spacehr.co.uk/blogs/can-flexible-working-improve-engagement" target="_blank" rel="noopener noreferrer">Flexible and hybrid working&nbsp;</a>is so often talked about. It's having such a big impact on engagement - employees can have great control over how they do their work.
The traditional working week of 9-5, 5 days a week seems to be hard wired into our society. Most workers build their days, weeks and years around this working pattern. But for many people, it doesn't align with their life outside of work.
Many juggle a near impossible balance of work and life outside of work. This makes it difficult to be fully engaged in their job.<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">5 million people</a> in the UK are juggling caring responsibilities with work - that's 1 in 7 of the workforce.
According to a<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">recent survey</a>:
<ul>
<li>When working long hours more than a quarter of employees feel depressed (27%), one third feel anxious (34%), and more than half feel irritable (58%).</li>
</ul>
Moving away from the traditional working week and offering more flexible ways of working can offer solutions to these challenges. In return, you'll build long lasting employee engagement and create competitive advantage.
Flexible working options open up new, often more diverse talent pools. It also gives employees a greater reason to stay in your business. When this sense of challenge and autonomy is blended together into a team environment, it creates a fantastic team culture and generates high performance.
&nbsp;
Having a high performing team is necessary for your business to succeed. Employee feedback surveys are a great way to find out how you can improve in ways that will benefit your team. To find out more about how Ten Space can help you create high performing teams, visit our website<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.&nbsp;

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

5 tips on creating a high performing team

High employee engagement is when your employees bring their best selves to work and do their best work when they get there.
Some consider engagement to be about happy employees. But it&rsquo;s much more than that.
High engagement occurs when employees are channelling that happiness and energy into achieving the goals of the business. This speeds up individual and team performance.
Employees align with the values and believe in the vision of the company. The culture is healthy and employees are thriving.
&nbsp;
<h4>Why should you care about employee engagement?</h4>
Research suggests that 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> .&nbsp;
With highly engaged teams&nbsp;<a href="https://thecircularboard.com/employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">estimated to&nbsp;</a><a href="https://thecircularboard.com/employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">sell 20% more</a>&nbsp;than teams with low engagement and enjoying&nbsp;<a href="https://news.gallup.com/poll/241649/employee-engagement-rise.aspx" target="_blank" rel="noopener noreferrer">21% higher</a> profitability, it&rsquo;s easy to see how it impacts on revenue and business performance.&nbsp;
On the flip side, the cost of&nbsp;low&nbsp;employee engagement can have a significant negative impact on business performance.
Consider the cost of under-performance, where an employee is only working at 60% of their potential. Or the cost of replacement if they resign? Add on the cost of extra training for a new starter and a couple of lost clients that they&rsquo;ve taken with them. It starts to add up.
If you&rsquo;d like to do some maths on the cost of low engagement in your team or business, you can find more information<a href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">here</a>.
&nbsp;
<h4>How do you achieve high engagement?</h4>
At Ten Space we use a simple model. It helps us to explore what is happening with engagement in an organisation. It shows us where we need to focus to improve.
&nbsp;
<h4>Connection -&nbsp;How connected employees feel to the business. Employees feel informed, heard and bought into the company vision and values.</h4>
When a company leads with purpose, employees are&nbsp;&nbsp;<a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/" target="_blank" rel="noopener noreferrer">78% more likely</a>&nbsp;to want to work for that company.&nbsp;<a href="https://www.porternovelli.com/wp-content/uploads/2021/01/02_Porter-Novelli-Tracker-Wave-X-Employee-Perspectives-on-Responsible-Leadership-During-Crisis.pdf" target="_blank" rel="noopener noreferrer">93% of employees</a>&nbsp;believe companies must lead with purpose and&nbsp;<a href="https://www.porternovelli.com/wp-content/uploads/2021/01/02_Porter-Novelli-Tracker-Wave-X-Employee-Perspectives-on-Responsible-Leadership-During-Crisis.pdf" target="_blank" rel="noopener noreferrer">70% of employees</a> wouldn&rsquo;t work for a company that lacked purpose.
Employees can be involved with the company's mission by contributing to them. Companies need to work harder to engage their people in the process and think creatively to encourage everyone to find their voice.
When an employee feels heard, that person is<a href="https://www.salesforce.com/blog/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.salesforce.com/blog/" target="_blank" rel="noopener noreferrer">4.6 times more likely</a>&nbsp;to perform to the best of their abilities. When your people feel heard, they feel connected, motivated and engaged.&nbsp;
&nbsp;
<h4>Leadership -&nbsp;How confident employees feel about their leaders and managers. Employees feel inspired by their leaders. Leaders bring out the best in the team. They provide great recognition and create amazing working environments.&nbsp;</h4>
Employee turnover is expensive, and people don't quit jobs; they quit managers. Recent DDI<a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html" target="_blank" rel="noopener noreferrer">research</a> found that as many as 57% of the employees quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
Sadly, many organisations aren&rsquo;t making this investment in leadership.&nbsp;<a href="https://www.cipd.co.uk/knowledge/strategy/leadership/purposeful-leadership-report" target="_blank" rel="noopener noreferrer">According to a recent survey</a>, a third of employees said they operate in an &lsquo;ethical void&rsquo;. They rate both their leader&rsquo;s ethical behaviour and the alignment of their own values with those of the organisation as low.
<a href="https://www.adp.com/" target="_blank" rel="noopener noreferrer">38%</a>&nbsp;of employees 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's crucial that your managers understand the importance of listening to their team.
&nbsp;
<h4>Fulfilment -&nbsp;How well roles meet employee&rsquo;s needs, personally &amp; professionally. Rewards match the contribution that's made. Employees enjoy the challenge of their roles and feel proud of the work they do.</h4>
Research by<a href="https://worldatwork.org/" target="_blank" rel="noopener noreferrer">&nbsp;WorldatWork</a> shows that organisations that do not invest in training and development of their employees lose them to their competition. Employers can differentiate themselves from competitors by investing in their employees' career development. Even a relatively small investment has a positive impact on loyalty.
According to&nbsp;<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">ClearCompany</a>, 74 percent of employees say that a lack of professional development is preventing them from reaching their full potential. With only 29 percent of organisations with clear learning and development plans, many employees are set up to feel&nbsp;<a href="https://www.spacehr.co.uk/blogs/duty-of-care" target="_blank" rel="noopener noreferrer">undervalued and underdeveloped</a> will inevitably result in a disengaged workforce and high turnover rates.
Investing in employee development not only allows your talent to feel good about growing their skills, but these learning opportunities can also translate into integral promotions that allow you to retain top talent.
The demand for flexibility is at an all-time high.<a href="https://timewise.co.uk/article/flexible-working-talent-imperative/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://timewise.co.uk/article/flexible-working-talent-imperative/" target="_blank" rel="noopener noreferrer">Research</a>&nbsp;indicates that 87% of employees either work flexibly already, or wish they could. A<a href="https://www.scottishwidows.co.uk/about_us/centre_for_modern_family/supporting_families.html" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.scottishwidows.co.uk/about_us/centre_for_modern_family/supporting_families.html" target="_blank" rel="noopener noreferrer">survey by the Centre for the Modern Family,</a>&nbsp;found that 23% of UK workers are willing to take a pay cut to have more flexible working hours.
&nbsp;
<h4>Wellbeing&nbsp;-&nbsp;Employees feel safe, secure and supported emotionally &amp; physically in the workplace. They feel supported by the business &amp; feel able to be their true selves at work.</h4>
A study by<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> found that the highest-performing teams have one thing in common: psychologically safe workplaces. Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.
In the case of<a href="https://www.gartner.com/en/documents/3979855/how-hcm-technologies-can-scale-inclusion-in-the-workplac" target="_blank" rel="noopener noreferrer">&nbsp;ethnic and cultural diversity,</a>&nbsp;research shows that inclusive teams perform up to 30% better in high-diversity environments. When diversity and inclusion exist, employers give themselves a greater chance of gaining access to a larger talent pool. This ensures they can hire employees with the skills, experience, and knowledge needed to build high-performing teams. Employee performance<a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">in diverse organisations is 12% higher</a> than in companies with no inclusivity efforts.
Environments that encourage diversity &amp; inclusivity practices promote trust and employee engagement among employees. This trust leads to a feeling of psychological safety, which, in turn, leads to respect. Organisations that trust their employees increase their employee engagement by<a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams" target="_blank" rel="noopener noreferrer">76%</a>. This has become important as many organisations shift to a remote or hybrid team model. Trust in the workplace allows employees to feel secure, reduces turnover and increases engagement.
&nbsp;
<h4>How can Ten Space help?</h4>
At Ten Space, we help organisations understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of engagement.
We don&rsquo;t believe in just measuring engagement for a board report. We&rsquo;re here to explore what&rsquo;s really going on, so we can help you reduce your risk of employee turnover and drive up performance.
&nbsp;
But we won&rsquo;t just throw some tech at you and let you get on with it! We give all our clients a client success partner - an expert who can help you run great surveys and get the most out of each and every one. You&rsquo;ll get to know our team, just as we&rsquo;ll get to know yours - to make your engagement activity targeted and impactful.
&nbsp;
Find out more at&nbsp;<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.&nbsp;

What is Employee Engagement and Why Does it Matter?

What is Employee Engagement?

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

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

5 reasons your team is thinking of resigning

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

We speak to a lot of businesses that have done engagement surveys in the past and have had a bad experience. All understood the importance of employee feedback. But something went wrong in the execution.
Often they've done an annual survey that was an enormous effort to carry out. Administering the survey and getting the questions out was a big effort. Even more time was wasted getting results back. Then to make matters worse, very little action was taken as a result.
This well thought out action-plan is now languishing in a drawer somewhere. The results were never published. Nobody talks about it. And if they do they are black-bagged and escorted from the premises!
If this sounds familiar, the rest of this article should be helpful.
&nbsp;
Measuring levels of employee engagement in your business is as critical as tracking profit and loss. It helps with operating and decision making. Without it, you are working blind. You have little understanding how your team feels or what is impacting their performance.
Here's a few recommendations to make sure you don't experience the same problems next time;
&nbsp;
<h4 class="ql-align-justify">1. Make space in your business for employee feedback</h4>
Employee engagement should be a regular conversation in your business. It should be (at least) an agenda point in your leadership meeting. Data should be available and visible to view. Working out how it becomes built into the fabric of your everyday dialogue is vital. Find the time and space to discuss it and it will pay dividends.
&nbsp;
<h4 class="ql-align-justify">2. Build employee engagement into every-day conversations</h4>
Having an engaged sales team will drive better performance and better figures. If a board member calls their Sales Director they will talk about sales figures. But if they also ask about the engagement of the team they will surface this as a priority. Asking about employee feedback will drive a different action from the Director. This will encourage better results.
&nbsp;
<h4 class="ql-align-justify">3. Ask for employee feedback more regularly</h4>
Asking for annual feedback from employees doesn&rsquo;t make sense. It isn&rsquo;t often enough. Employee feedback is only powerful when used to tap into what is happening in the moment - as it&rsquo;s happening.
Asking 'how does it feel to work in this business' once in a year, can do more harm than good. It can quickly fall into a &ldquo;tick box&rdquo; exercise. To make employee feedback a meaningful process, you need to ask regularly.
&nbsp;
<h4 class="ql-align-justify">4. Share findings quickly</h4>
This one is a biggie. After you&rsquo;ve asked for feedback, share what you&rsquo;ve learned with your team and what you&rsquo;re going to do with it. Then go and do what you have said you are going to do!
Employees will feel a lot more excited about the process if they get the results quickly. Make it clear that their feedback was heard, valued and respected.
If employees have had a bad experience in the past, you might find they are reluctant to take part in your first few surveys. But taking fast action (regardless of participation rates) will quickly build trust. It will also add value into the process and should result in higher future participation rate.
&nbsp;
<h4 class="ql-align-justify">5. Choose a tool that can make feedback easy for you</h4>
Technology helps when it comes to collecting employee feedback. We&rsquo;re making it easy for businesses to collect employee feedback and make it part of their business.
Here&rsquo;s just a few ways we&rsquo;re helping:
<ul>
<li>Short surveys, carried out on a regular basis.&nbsp; Support with changing up questions as the type of feedback you need changes over time</li>
<li>WhatsApp and SMS to carry out surveys and ask for feedback - a quick and engaging experience for your teams</li>
<li>A straightforward dashboard that updates with your feedback as it&rsquo;s coming in</li>
<li>Replying anonymously to written feedback. It demonstrates you&rsquo;re actively taking part in a survey</li>
<li>A wrap-up report that you can complete and send out to teams within minutes of your survey closing</li>
<li>An action planning tool so you can keep track of progress and accountability.</li>
</ul>
&nbsp;
If you've had a poor experience of surveys and employee feedback in the past, don&rsquo;t give up! Hit 'reset' and take a different approach. The feedback is incredibly important to your business and can have a huge impact.
Want to talk about how employee feedback can help your business and how we can help you try again? Get in touch.<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer"> www.tenspace.co.uk</a> or victoria@tenspace.co.uk

How to try again with an employee survey if it wasn’t a great experience in the past.

If at first you don’t succeed... try us instead!

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

Case Study

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

CEO / Founder

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

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

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

Insightful articles, hints &amp; tips and company news

Featured Blog

Take our survey platform for a test drive and see what it can do for you and your business.

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

Featured Case Study

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

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

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

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

How it works

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

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


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

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


Build your employee engagement strategy

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

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

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learn more about employee experience &amp; retention

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

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

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

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

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

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

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

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

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

Choose the plan that suits you

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

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

Fast and powerful engagement surveys

advantage

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

For larger teams with dedicated requirements

enterprise

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

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

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

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

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

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

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

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

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

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

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

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