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If you've ever questioned the value of gathering employee feedback via a survey, it might be because you aren't making best use of the data and feedback. Used well, this insight can inform, improve and grow your business.
Here we look at some of the smart ways you can use the insight in your business, to drive improvement and growth. By the end of the read, we hope to have converted you to a raving survey fan! And if you already have feedback and you're doing nothing with it, we hope we inspire you to re-examine it and how it can help improve your business.
&nbsp;
<h3>1. Taking Action</h3>
Gathering employee feedback, then doing nothing with it can be really damaging. You have effectively ignored the feedback and wasted your team's time, which can negatively impact the trust you have with your team. The smartest thing you can do with the feedback is take action!
If you've got lots of feedback and areas to tackle from your latest survey then you might need to prioritise. Look out for key themes, repeat concerns and also some quick wins. Let your team know the top 3 to 5 things you intend to work on and then go and get them done.
&nbsp;
<h3>2. Supporting a Business Case&nbsp;</h3>
Don't overlook your employee engagement insight as evidence for your business case. If there are themes in your feedback they can be powerful to validate and support your arguments.&nbsp;
Let&rsquo;s consider that you were thinking of introducing a new piece of software to your business. Have you had direct feedback that there is a problem to solve in the first place? Or that this would make their working lives easier? Asking these questions first can help mitigate some costly mistakes further down the road.&nbsp;
&nbsp;
<h3>3. Company Communications</h3>
Planning a company update? Again take a look at the feedback you&rsquo;ve obtained. Is there anything in your survey feedback that your team would like to hear about?&nbsp;
Have a look where your lowest scores were, or any areas that were mentioned in written feedback. These are the areas that are important to your team and you can shape really impactful communication sessions around exactly what they want to hear. Similarly talk about success and the strengths of your team. A shot of positivity goes a long way.
&nbsp;
<h3>4. Process improvement</h3>
Broken and inefficient processes can have a noticeable impact on employee engagement. Often we see employees sharing ideas and improvements via our engagement surveys, which shouldn't be overlooked. If your customer service team is telling you via their feedback that they are frustrated, there are wins to be had by addressing their concerns, using the feedback they've already given you.&nbsp;
There&rsquo;s a clear link between employee feedback scores and customer satisfaction scores. If your employees are happy and performing exceptionally, then your customers will be happy too. The answers to unlocking both are likely to be in your survey feedback.&nbsp;
&nbsp;
<h3>5. Investing in skills</h3>
Often there are good indications in a survey, about training needs for leaders. Use the data and the feedback to look at what the team is telling you about it&rsquo;s leadership. Are there key themes where you can place your investment in their skills?&nbsp;
Return on investment when it comes to learning and development spend is important, so it makes sense to use feedback you already have to identify the biggest gaps and get the most from your training budget.
&nbsp;
<h3>6. Recruitment</h3>
One of the things we often talk about with our customers is the "story" behind a survey. What are your team telling you about what it's like to work in the business? What are your strengths and what does the team really enjoy about working there?&nbsp;
This is fantastic information to share during a recruitment process. "Our team has recently told us this&hellip; lots of our team really enjoy this... we're currently focusing on this.... as it's an area we'd like to get better at" . If you want to give candidates a good flavour of what it's like to work in your business, this is great information to repurpose.
&nbsp;
<h3>7. Improving Your Induction Process</h3>
Being a new starter in a business can be nerve-racking. No matter how positive the person is, they will be constantly assessing their new employer through the entire process. The good things will be expected, the bad will be remembered!&nbsp;&nbsp;
Here you&rsquo;re looking for feedback such as gaps in information, gaps in knowledge and cracks in process. If you can address these early in an employee&rsquo;s journey with you, then you can prevent them from becoming bigger issues further down the line.&nbsp;
&nbsp;
<h3>8. Leavers&nbsp;</h3>
Last but not least, are you marrying up the data you get from your engagement surveys, with the insight you get from your exit interviews? Are there common themes? Are there any areas for improvement that might be impacting on employee engagement and causing people to leave?&nbsp;
If so, you might need to prioritise these actions or else it can become a much bigger problem in your business. Don't overlook the insight that bringing these two areas of feedback together can bring.
&nbsp;
The Ten Space platform uses WhatsApp to quickly and easily gain feedback and insight. We've got a great way to capture written feedback from your teams too, so it isn't just data - your team can tell you directly what's on their mind. We can help you create a great employee engagement process that builds constant value in your team . For more information contact alec@tenspace.co.uk

8 Smart reasons to use Employee Feedback to make big changes in your business.

How can employee feedback change your business?

The book, "The 7 Habits of Highly Effective People" had such a huge influence on me. I got introduced to it at a point in my career where I really needed it. It brought me so much clarity and renewed energy in my career and leadership style and it's continued to shape so much of my thinking from that point on.
I revisit it often, I think I'm up to 3 copies of it now! I'll often share parts of it when I'm mentoring or coaching, directing people to read parts of the book, or watch videos and lectures online.
The original version was published in 1989. But don't let that put you off, the key messages are as relevant today as they ever have been.
The book is about personal effectiveness. But it's hard to separate that from great leadership. From there, it's then hard to separate that from leading in an engaging way. I've found that the lessons that I learned in that book have naturally migrated into my work on employee engagement.
So having taken it down from my shelf to have a look through for the 1001 time, I thought I'd share just a little of what I see in the book about employee engagement. There is way too much to include in one blog, so I've gone killer content only!
I give you...&nbsp;The 7 Habits of Highly Engaging Leaders!
&nbsp;
<h3>Habit One - Be proactive</h3>
Let's start with the habit of making and keeping commitments.. So much of engagement is wrapped up in the trust and confidence employees hold about their leaders. Employees join a business and leave a manager and I've seen that playing out time and time again in my career.
This habit is just doing what you say you are going to do - every. single. time.
Are you about to change your mind, pivot or let someone down? It happens. Be proactive about telling them. Protect the trust they have in you - it'll protect their engagement too.
&nbsp;
<h3>Habit Two - Begin with the end in mind</h3>
I did a 3 day course on the 7 Habits, I remember sitting in a training room and them playing a video. The video asks you to imagine yourself on your 80th birthday and what you'd like people to say about you, how you lived your life, the kind of person you were. I found myself crying!
If you're interested, you can check out the video here - tissues at the ready! (OK, maybe it's just me!).
<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.franklincovey.com/the-7-habits__trashed/habit-2/" target="_blank" rel="noopener noreferrer">https://www.franklincovey.com/the-7-habits__trashed/habit-2/</a>
At Ten Space, we talk about the impact of being an inspirational leader. Someone who brings out the best in their team. Who draws the outlines and lets their teams colour in the picture how they want.
I'm not sure "be inspirational" is a particularly helpful piece of advice for me to give out as a habit! But I'd encourage you to consider if you are a consistent leader, are you true to your values and do your team see the best of you? We can really see great habits on this topic play out in engagement scores and feedback.
&nbsp;
<h3>Habit Three - Put first things first</h3>
Quadrant planning was a game changer for me. It made me realise that my measure of success to others wasn't on how many emails I'd sent (their urgent) - it was on the pro-active value I add (my important). It was the moment that made me get out of my inbox and start creating strategies and delivering great change instead!
I see "inbox dwelling" happening all the time in the written feedback we get from our surveys. It's the pleas for more one-to-ones, more career management, more time spent on proactive communication.
Building team engagement is about doing more than fixing issues as they come up. that's the basics. Building engagement is about doing the things that are not urgent, but are important to that employee.
So don't make a habit of cancelling one-to-ones. They might not matter to you, but they do to your employees.
&nbsp;
<h3>Habit Four - Think win/win</h3>
This habit is about a mentality of abundance. "There is enough to go round". "For me to win, that doesn't mean someone else has to lose".
So how does this play out into engagement? For me, this habit is about teams. It's about great habits of collaboration, of valuing everyone's contributions. Of recognition that stretches across the entire team. Of not playing favourites with team members. I come to realise how damaging the concept of "Top Talent" is on employee engagement - but I'll save that for another blog!
&nbsp;
<h3>Habit Five - Seek first to understand, then to be understood</h3>
There's another great video for this!&nbsp;<a style="color: rgb(0, 0, 233); background-color: transparent;" href="https://www.franklincovey.com/the-7-habits__trashed/habit-5/" target="_blank" rel="noopener noreferrer">https://www.franklincovey.com/the-7-habits__trashed/habit-5/</a>
The habit we're trying to create here is listening to your team. Like really listening! It&rsquo;s one of the things I'm so passionate about with our employee survey platform. The anonymity of it allows you to surface feedback that employees might not share in another way. Once you know what's happening, you can take action. Once you've taken action, you've delivered on a promise. You've built trust and you've built engagement. Hurrah!
&nbsp;
<h3>Habit Six - Synergise</h3>
The sum of the parts is greater than the whole. The habit here is about being mindfully inclusive. Of recognising the contribution that all of your team can make and bringing out the best in them.
It's about operating in a really inclusive way, that allows your team to really shine. The habit of putting your ego on hold!
&nbsp;
<h3>Habit Seven - Sharpen the saw</h3>
Last but not least, &lsquo;sharpen the saw&rsquo; is creating a habit of wellbeing and self-investment. There is no end of content about this online already, this again isn't the place for my thoughts on creating great personal wellbeing habits (but I'm happy to share them if you want to DM me!).
The habit here, which really builds engagement, is about leading by example when it comes to sharpening the saw. Your team seeing you investing in your personal development, or creating healthy work boundaries is a powerful example of what your values are as a leader. Wellbeing of the team is key to engagement, but it can get lost in translation if your words and music don't match!
&nbsp;
Franklin Covey, if you're reading this and need my bank details for a commission payment, give me a shout! Does that count as a win-win?! 🙂

7 great habits to engage your team and lead with success

The 7 Habits of Highly Engaging Leaders

Last week our new website went live&hellip;.. hooray!&nbsp;
I&rsquo;ve been waiting for the opportunity to tell the world about how amazing Space HR and our platform for Employee Engagement is and now we&rsquo;ve finally done it. I&rsquo;ve got a website that I can be really proud of.&nbsp;
My new website helps me convey the proposition of the business, talk about our amazing technology and showcase some of the great work we&rsquo;ve been doing with some great clients! It feels like all the hard work is starting to make sense and pay off.
I&rsquo;ve learned some pretty incredible things whilst building this website. It&rsquo;s made me think about things that I haven&rsquo;t really thought about before and its tested my skills and my knowledge as a business leader. I had a website already which was fine, but this new one is critical. It&rsquo;ll set a precedent for all my future websites to follow because it&rsquo;s the first one that talks explicitly about the Space HR Employee Engagement platform.&nbsp;
So if you&rsquo;re building a website, whether its your first or your fifth, here&rsquo;s a few of things I learned. Maybe it&rsquo;ll help you avoid a few pitfalls that I navigated along the way&hellip;.
&nbsp;
<h3>1. Building a website is hard!</h3>
Where do you start - genuine question? Well you (sadly) don&rsquo;t start with design that&rsquo;s for sure! I started with a lot of soul searching. I started asking myself some deep questions about my business such as;
&gt; Why does Space HR exist?
&gt; How do we differentiate from the competition?
&gt; What do we offer?&nbsp;
&gt; What is our mission, our vision, our values?
&gt; Who are our target customers?
&gt; How do we benefit our customers?
Once I had this down, it became a lot easier to start writing from a position of conviction and understanding based on the business I wanted to create.
&nbsp;
<h3>2. Put your customer first&nbsp;</h3>
You&rsquo;re not trying to win awards, you&rsquo;re trying to win customers. (Although if there are awards going, I&rsquo;ll take a few please!). Write your copy with your customer in mind and answer the questions that they would ask. These could include;
&gt; Is this product for me?
&gt; Why do I need this product?
&gt; What am I actually buying?&nbsp;
&gt; What is the cost?
&gt; Why you and not your competition?
&gt; What do I do next?
Then break the answers down and serve them back on your pages. Pretty obvious stuff really (once you know that&rsquo;s the aim!). But don't underestimate how long (and how many versions), it might take you to get this right!
&nbsp;
<h3>3. Align with your Category</h3>
I also did a lot of competitor research, but not because I wanted to steal their ideas. I had to make sure I was aligned with my competition so it was easier for my customers to enquire/buy. I needed to think like a customer.&nbsp;
I asked myself the same questions as in point 2 above, to see whether they achieved this. I also put myself in the mind of a customer who gets two quotes through from two suppliers. How do you begin to compare the two if they&rsquo;re wildly different in price, product, proposition, service etc? Answer-you don&rsquo;t. Do some benchmarking, make sure you are aligned with your category. If not, you might end up being discounted or discredited by your customers.
&nbsp;
<h3>4. Building a product website is really hard</h3>
Underpinning Space HR, is a platform that&rsquo;s designed to build a more engaged team. This is our product and with it comes a lot more information that makes the job of building a website even harder. There was a lot more to think about in terms of showing the platform off and talking about the product features that really make us awesome.
Focusing on benefits rather than features was crucial, as was keeping the amount of information just right to keep my audience engaged and not overloaded with info. After all, I can explain more once they&rsquo;ve enquired!
&nbsp;
<h3>5. Write, re-write, burn it and write again</h3>
I must have written about 6 drafts of content for my new website and even then it there was a lot of iteration when it came to building web pages. The first draft involved writing everything I&rsquo;ve ever known about Employee Engagement ever! As you can imagine, it got pretty boring pretty quick and I gave up this approach. Then I did a whole draft of content that explained my entire proposition, but again it was boring.
Less is more when it comes to website copy, knowing what to include and what to leave out is where the real skill is.&nbsp;I&rsquo;m more than sure our site isn&rsquo;t perfect and I will continue to change my website as it develops. Keep iterating as you learn and your copy will refine into something that starts to sound like you.
&nbsp;
<h3>6. Be more genuine&nbsp;</h3>
Just when I though I was happy, I realised it just didn&rsquo;t sound like me. I took a hatchet to my last draft of copy and took out loads of things that either didn&rsquo;t sound like me or that sounded really boring and generic. Clearly I had to leave some more obvious stuff in there, but if it didn&rsquo;t speak to anyone, it probably got the axe.
I&rsquo;m still a small business and until I&rsquo;m a huge corporate, being genuine and unique is something I can continue to be. It&rsquo;s pretty brave to put a huge picture of yourself on your product website! But it isn&rsquo;t just a product, it&rsquo;s a product supported and loved by me!&nbsp;
To round this blog off,&nbsp;I hope you love my new website. It&rsquo;s been a challenge and an amazing experience getting it live. Have a proper look through it,&nbsp;please offer feedback and refer it to your network too!
&nbsp;
If you&rsquo;d like to know more about how Space HR deliver Employee Engagement to companies throughout the UK, contact victoria@spacehr.co.uk

Our CEO Victoria shares her experience on building the new site

The New Website Is Live!

It&rsquo;s one of the golden questions of the corporate working world - does giving an employee a higher salary increase their engagement? While we wish a straightforward &lsquo;yes&rsquo; or &lsquo;no&rsquo; could conclude the matter, it&rsquo;s not all that simple.&nbsp;
Like most things in the world of work, there are a number of factors at play that affect engagement rates - salary is just one of them. In some situations, a higher salary can indeed increase employee satisfaction, but that&rsquo;s not always the case, as we&rsquo;re about to discuss.&nbsp;
&nbsp;
<h3>The Link Between Salary and Employee Engagement&nbsp;</h3>
It&rsquo;s easy to subscribe to the belief that paying your team more will lead to higher rates of satisfaction, and therefore engagement. Money can&rsquo;t buy happiness, of course, but it&nbsp;can buy a certain degree of comfort, and isn&rsquo;t that close enough?
Money worries inevitably lead to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-to-spot-the-warning-signs-of-stress-in-your-team-and-what-you-can-do-to-help" target="_blank" rel="noopener noreferrer">stress</a>, depression, sickness and workplace conflict - things no employer wants to see their team suffer from. A 2018 study by Salary Finance found that a whopping&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">40% of UK employees had money worries</a>&nbsp;- an abysmal statistic that&rsquo;s undoubtedly been amplified by the pandemic. The study also found that employees who were stressed about money were 2.2 times more likely to look for a new job, and were 7.6 times&nbsp;less likely to complete daily tasks.&nbsp;
Of course, none of this is good for your work culture, productivity or employee engagement rates. But it would be a mistake to assume that handing out pay rises left, right and centre will solve all of your problems. More often than not, higher paid jobs lead to increased amounts of stress, as concluded by a study conducted by&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.agencycentral.co.uk/articles/2016-10/does-stress-rise-with-increasing-salaries.htm" target="_blank" rel="noopener noreferrer">Agency Central</a>. This is because employees who are paid more often bear the brunt of increased responsibility.
And if working conditions are already poor, their shiny new salary isn&rsquo;t going to make them feel any better.&nbsp;
The truth is, your employee engagement rates are affected by a number of factors, including working conditions, career progression, recognition, office relationships,&nbsp;as well&nbsp;as monetary reward. And although this isn&rsquo;t an all-encompassing list of factors, it gives you an idea of other components that are easily overlooked by employers trying to boost engagement rates.&nbsp;
&nbsp;
<h3>So How Can You Boost Employee Engagement Rates and Satisfaction?</h3>
<h4>An Increased Salary May Not Go Amiss</h4>
Although everyone has their own idea of a &lsquo;salary sweet spot&rsquo;, the polls suggest that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" 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>&nbsp;per annum to eradicate money worries. Paying your employees more&nbsp;can have a positive impact on their productivity, happiness and engagement rates, but consider or workplace factors too.&nbsp;
<h4>Improve Communication With Your Employees</h4>
Like with any other relationship, communication is key to fostering healthy workplace connections and levels of satisfaction. Invite your team to&nbsp;tell&nbsp;you what&rsquo;s going on, rather than playing the guessing game (because it never works).&nbsp;Our easy&nbsp;<a style="background-color: transparent; color: rgb(0, 0, 255);" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">employee engagement survey</a> is the ideal way to capture employee feedback.&nbsp;
<h4>Consult Our 5-Step Strategy to a Highly Engaged Team&nbsp;</h4>
We&rsquo;ve done the hard work for you and designed a comprehensive strategy that&rsquo;s ready to implement into any workplace. Discover the first step by clicking&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-1" target="_blank" rel="noopener noreferrer">here</a>&nbsp;and get to work building a highly engaged team. For more HR resources and tips on boosting employee engagement rates, check out&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs" target="_blank" rel="noopener noreferrer">our blog</a>.&nbsp;

The Impact of Salary On Employee Engagement

After such a tumultuous year, millions of people across the UK are experiencing high levels of stress. In fact, research has shown that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.stress.org.uk/national-stress-awareness-month-2019/" target="_blank" rel="noopener noreferrer">74%</a> of UK adults felt so stressed in the last year that they felt unable to cope.&nbsp;
As it is an employer's duty of care to look out for the welfare of its workforce, it&rsquo;s imperative that stress is recognised and taken as seriously as physical health issues. Without adequate support, stress can lead to a myriad of physical problems, and will undoubtedly result in decreased engagement, morale and productivity by default.
Learning how to spot the signs of stress in your team is one of the best measures you can take to protect your team (and company, by extension). Read on to discover the four biggest warning signs to look out for in an employee or team member&rsquo;s mental wellbeing.&nbsp;
&nbsp;
<h3>Taking more time off than usual or spending more time away from their desk</h3>
Stress triggers the autonomic nervous system&rsquo;s fight-or-flight response. And while many people assume this reaction is only applicable to dangerous, high-adrenaline situations, chronic mental stress will have a&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.nichd.nih.gov/newsroom/releases/stress" target="_blank" rel="noopener noreferrer">similar effect.</a> If your team member or employee is asking for a lot of time off, frequently calling in sick, or regularly showing up late to work, chances are their &lsquo;flight&rsquo; response has been triggered.&nbsp;
Allowing your team some flexibility to create balance in their lives may help to alleviate their stress.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://resources.owllabs.com/state-of-remote-work" target="_blank" rel="noopener noreferrer">Research from Owl Labs</a>&nbsp;has found that companies who offer remote working have a 25% lower turnover rate than those who don&rsquo;t.
&nbsp;
<h3>Loss of productivity or trouble concentrating</h3>
The incapacitating nature of stress is such that it often gets worse the longer it goes untreated. Chronic stress presents a vicious cycle in which the victim feels unable to cope with what&rsquo;s on their plate. As a result, their concentration and productivity suffers, leading to even higher levels of stress and worry.&nbsp;
Never underestimate the power of a conversation when it comes to mental health. Allowing someone to vent their worries to you can help them rationalise their problems and bring around a better sense of calm.&nbsp;
&nbsp;
<h3>Abusing alcohol or drugs</h3>
We all need to blow off some steam during our time off. But if your team member is engaging in alcohol use a little too often, or is turning to drugs to cope, it&rsquo;s a sure-fire sign that something&rsquo;s wrong.&nbsp;
Try inviting them to do recreational activities outside of work that don&rsquo;t typically involve drugs or alcohol. Exercise is one of the most effective forms of&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.healthline.com/health/heart-disease/exercise-stress-relief" target="_blank" rel="noopener noreferrer">stress relief</a>, and the simple act of moving can help restore balance and clear the mind.&nbsp;
&nbsp;
<h3>Negative behaviour towards others / deteriorating work relationships</h3>
Erratic or conflictive behaviour is one of the most common stress signals in the workplace. If it isn&rsquo;t addressed quickly and effectively, the destructive effects can create an extremely awkward environment for everyone on your team.&nbsp;
Workplace counsellors are great at helping you support employees who are acting differently under high levels of stress. If you think one of your team members is struggling to cope, it&rsquo;s important to take action before things get worse.&nbsp;
&nbsp;
At Ten Space, we&rsquo;re helping businesses look after their employees&rsquo; wellbeing by fostering a safe, secure and supported working environment, where all their needs are met. <a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Visit our website</a>&nbsp;to find out more about what we do.&nbsp;

How to Spot the Warning Signs of Stress in Your Team, and What You Can Do to Help

Nobody likes negativity. And yet it often surprises me that so much exists when you look around at business marketing and personal branding.
Some businesses make money from it and some personalities thrive on causing negative publicity. None of this sits particularly well with me, nor do I find it particularly engaging. When I started Space HR I made a pact with myself that I wouldn&rsquo;t focus on the negatives.
It&rsquo;s easy to get drawn into thinking that providing employee engagement as a managed service to businesses involves solving negative problems that already exist. Before I started working with any real customers I had to put some copy together for a marketing pack to send out to some prospects. I laboured over it.
I looked at the competition and spent way too long putting some words together that helped people to understand the problems I was solving.
It read something like this...
&nbsp;
<h3>Spotting The Symptoms</h3>
Many of the companies we speak to suffer the same underlying challenges. These are often costly and include;
<ul>
<li>Regular recruitment, escalating salaries</li>
<li>Difficulty finding great talent</li>
<li>Poor customer feedback</li>
<li>Targets &amp; deadlines being missed</li>
<li>Lack of creativity, innovation and motivation</li>
<li>High sickness and absence</li>
<li>Good people leaving, average people staying</li>
</ul>
Letting these problems develop, embed and grow in any business can lead to much bigger problems down the line.
Initially I thought this was great! It identified the issues my potential customers might be facing and if this sounded familiar they&rsquo;d contact me - simple! But the more I read it back to myself and reflected, I started to think about how it would make me feel as a potential customer of Ten Space.
I might recognise some or even all of these problems in my business, but would this make me want to speak to Ten Space? Probably not - It&rsquo;s too negative.
&nbsp;
I&rsquo;m currently in the process of writing copy for my new website. It&rsquo;ll launch in the next few months and I&rsquo;m really excited by the prospect of moving quickly from &lsquo;what I thought I was doing&rsquo; to &lsquo;what I'm actually doing&rsquo; now I&rsquo;ve got real customers!
Using my new methodology and some employee feedback tech, I&rsquo;ve been working with a bunch of new customers over the last 6 months. Even though it&rsquo;s early days, I've come to realise that none of my customers are really experiencing the issues outlined above - and thank goodness for that. In fact it's been a thoroughly positive experience all round.
Some of the common characteristics I&rsquo;ve found with my customers have been;
<ul>
<li>They&rsquo;re all great business leaders already</li>
<li>They&rsquo;re all running great businesses already</li>
<li>None of them have difficulty finding or retaining great people</li>
<li>They are focused and great at what they do</li>
<li>None of them have issues with sickness and absence</li>
<li>They have a loyal customer-base and very limited customer churn</li>
</ul>
So, you may ask, why the heck did they want to speak to me? Answer - Because they wanted to achieve more with their businesses.
None of them had deep rooted problems, but they were all ambitious and wanted to get their businesses into the best possible shape for continued growth.
&nbsp;
Importantly they all recognised three key things that I knew already;
1. The prevention is better than the cure -&nbsp;There are no quick fixes, but a regular temperature check of engagement coupled with regular feedback is the ultimate preventative measure rather than trying to fix problems after they occur and the rot has set in.
2. Constant and consistent effort is required -&nbsp;A big effort once a year will achieve very little. It becomes a colossal effort that nobody enjoys and can often lead to lower engagement in your teams when nothing really changes. Keeping it simple and regular achieves better outcomes.
3. Marginal gains create major success -&nbsp;My customers recognise that if they get just one highly useful piece of feedback from the survey then they can achieve great things from it. We&rsquo;re not trying to solve the world's problems with each survey, instead we&rsquo;re trying to build an amazing business, one brick at a time.
&nbsp;
As I continue on this journey, I&rsquo;m sure I&rsquo;ll learn a whole lot more about what business leaders want from the Ten Space experience, but one thing is for sure, the way we promote Ten Space will focus on positive outcomes all the way!
&nbsp;
If you want to achieve more from your business, Ten Space can help. Drop me an email - <a style="background-color: transparent; color: rgb(219, 62, 98);" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a>

How our first months in business shaped our proposition

Employee Engagement - It's not about solving problems

The flexible workforce and the gig economy is on the rise. In fact it's estimated that the number of freelance workers has increased by 25% since 2009. Thanks to the pandemic and economic crash, this is set to continue rising at an increasing rate.
Some businesses are finding they need to reduce headcount, or migrate towards a more flexible employment model to reduce their salary exposure. Others are innovative or fast paced businesses and need niche or hard to find skill sets, as such they outsource. Both are looking more and more towards contractors, freelancer and gig workers.
From a workers viewpoint, many thrown into unemployment have made the brave leap to become self-employed, some through ambition and some through lack of other options. Others are taking the opportunities that come their way and know they can maximise their value in the market place by being in control.
Whether you employ people directly or in a gig-worker manner, employee engagement can benefit your wider workforce too. Temporary, contract, and freelance workers are not robots and want to feel a connection to your business and your goals. They want to be recognised, challenged, inspired and looked after. If they are enjoying the work then they'll be delivering their best performance.
So whilst you need to make sure the lines of employment aren't blurred, there are some great engagement practices that make good sense for everyone in your business. Gig workers aren't with you for long (that's kind of the point) but you can make that time count.
&nbsp;
<ol>
<li>Share the vision and where you're heading. Everyone wants to believe in what they're working on. So sell them the dream! Make sure they know where they fit in and why their time and expertise is adding value to your business at that point in time.</li>
<li>Keep them updated, they might not be on your internal communication email round robin, or on the Slack group, but consider what they might need to know that would help them be more a part of the business or the team.</li>
<li>Value their expertise and make them feel appreciated for the contribution they make - just because you are paying their invoice, doesn't mean you can't provide great recognition</li>
<li>Provide great leadership, remove blocks, inspire them. Help them to do their best possible work whilst they are with you and leave a lasting impression of your leadership with them</li>
<li>Make them feel part of the wider team, make them feel included and valued. You can create a great blended team without having the same type of employment relationship with everyone</li>
<li>Provide them with challenges and provide development opportunities for them to grow with you, make it a memorable assignment and keep their interest high</li>
<li>Give them certainty if you can - know they'll be with you for 6 months? Great! Is it only 6 weeks? Tell them! Treat them fairly and transparently.</li>
<li>Pay them on time! 🙂</li>
</ol>
&nbsp;
If you have seen that your workforce is changing shape to include more freelancers and contracts, now is a great time to make sure you are building an engagement plan for your whole workforce, not just your employees.
If you'd like Ten Space to help with your plans, just ask! <a style="background-color: transparent; color: rgb(219, 62, 98);" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a>

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

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

5 Steps to a Highly Engaged Team - Part 5

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

5 Steps to a Highly Engaged Team - Part 3

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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