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I'm Aimee, an apprentice in digital marketing and a part of Gen Z. I&rsquo;ve written this article to assist leaders in understanding the most effective approaches to engage Gen Z workers. In order to generate six ideas and methods on how to engage your Gen Z employees, I combined extensive research with my personal experience.
Generation Z, sometimes known as "Gen Z" (those born between 1997 and 2012), are starting to alter how businesses operate. We are the first generation to have grown up with the internet and social media. It can be difficult to engage workers, especially those in Generation Z. Companies need to understand how Gen Z differs from other employees. This will make it easier to recruit the newest talent and your future leaders.
Here are some strategies for engaging your Gen Z staff:
&nbsp;
<h3>Leverage Great Technology</h3>
As digital natives, Generation Z, thrive on social media and electronic communication. Utilise modern technologies to aid in communication, teamwork, and building relationships.&nbsp;
The following are some examples of employee engagement tools that will benefit Gen Z workers:
<ul>
<li>Tools for teamwork: Slack and Miro</li>
<li>Digital learning: Work at your own pace and customise learning with Google Digital Garage</li>
<li>Online meeting tools: Zoom, Teams, and Google Meet&nbsp;</li>
<li>Technology for&nbsp;<a href="https://www.tenspace.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">employee feedback</a></li>
</ul>
&nbsp;
<h3>Support Development</h3>
Gen Z workers are motivated and aspirational. We value chances for professional development.&nbsp;<a href="https://www.pearson.com/content/dam/one-dot-com/one-dot-com/global/Files/news/news-annoucements/2018/The-Next-Generation-of-Learners_final.pdf" target="_blank" rel="noopener noreferrer">Two-thirds</a> of Gen Zers said that their goal in life was to make it to the top of their profession.&nbsp;
Keep us engaged by demonstrating your dedication to our development and progress. Create chances for us to develop.&nbsp;
Here are a few options for how to go about it:
<ul>
<li>Provide visible &amp; accessible career path options within the company</li>
<li>Offer leadership training</li>
<li>Prepare employees for greater responsibilities</li>
</ul>
It's crucial that you let us know you have faith in our ability to expand the business. There are instances when our leaders don't respect Generation Z. Because of this, we can lose respect for the company, which might lead to retention problems.
I worked for a well-known fast food restaurant when I was 18 years old. They would assign me numerous daily duties that had a significant influence on the store. But none of my ideas were taken seriously. Ideas that would improve customer happiness while also enhancing workflow and engagement. I "didn't know what I was talking about," they claimed. They stopped by maybe once every four months throughout the two years I spent working there. I knew what I was talking about. One of the reasons I and so many others my age left was because of their persistent downplaying of my ideas.
&nbsp;
<h3>Encourage Transparency</h3>
Technology allows Generation Z to learn anything they want to know about your business. Even during the interview process. A culture that promotes transparency will increase their engagement as employees.&nbsp;
There are a few techniques to improve transparency in your organisation:
<ul>
<li>Encourage leaders to communicate openly and honestly</li>
<li>Set definite objectives and expectations.</li>
<li>Give staff opportunities to get to know one another&nbsp;</li>
<li>Share your culture on social media frequently and openly</li>
</ul>
When applying to jobs, I always check the reviews from people that work / have worked there. It&rsquo;s the best way to get an insight into what it&rsquo;s like to work there before you&rsquo;re already in.&nbsp;
I had used Glassdoor to look at one of the company&rsquo;s I was thinking of applying to. The ratings weren't very good. There seemed to be a toxic culture at the organisation.&nbsp;
I decided to apply anyway, thinking that I would utilise this to hone my interview techniques. They did make me an offer, but I declined it. I wasn't planning on working in a toxic environment.&nbsp;
By being transparent with their employees, this company would have solved their culture problem and I might have made a different decision.
&nbsp;
<h3>Celebrate Diversity &amp; Inclusion</h3>
It&rsquo;s important to celebrate the diversity in the workforce. Gen Z is the most ethnically diverse generation yet. We have high expectations in this area, so make sure you are demonstrating to us that you care about D&amp;I if you want to keep new talent interested.&nbsp;
Do this by:
<ul>
<li>Showcasing the company&rsquo;s approach on social media</li>
<li>Allow employees to share their interests, special skills, etc.</li>
<li>Create a safe and inclusive workspace, where diversity is celebrated</li>
</ul>
When looking for jobs / opportunities, one important factor I consider is the company's D&amp;I policy. Like many members of Generation Z, I don't want to work with people who have the exact same beliefs as myself.&nbsp;
It's important to surround yourself with people who, in their perspectives and experiences, differ from you in order to expand your own knowledge. This is the best way to succeed.&nbsp;
A business that values diversity and inclusion is urging its staff to push one another and grow. This can create an extremely engaging environment.
&nbsp;
<h3>Company Mission</h3>
Employee engagement is&nbsp;<a href="https://www.forbes.com/sites/williamcraig/2018/05/15/the-importance-of-having-a-mission-driven-company/?sh=cd30a603a9c1" target="_blank" rel="noopener noreferrer">higher</a> when they feel their work is in line with the company's objective. Gen Z is not an exception. Gen Z is more likely to be engaged if the organisation shares their interests and passions.&nbsp;
Highlight the mission of your organisation in:
<ul>
<li>Departmental and corporate meetings</li>
<li>Small-group discussions</li>
<li>The company newsletter</li>
</ul>
Don't forget to check that your team is moving in the same direction on a frequently. That laser-like focus on the future gives Gen Z a compelling "why" and enables them to match their personal beliefs with those of the organisation.
While one organisation I worked for liked to boast about its goal, it was never truly used there. They used it to appear more progressive than they actually were, almost like a broken promise.&nbsp;
In addition to being a toxic workplace, the company's values appeared to be shifting continuously. This made it very challenging for me to be motivated at work and ultimately led me to decide to quit.
&nbsp;
<h3>Regular Feedback</h3>
Gen Z expects feedback frequently. This could be an effect of the immediacy that digital platforms provide.&nbsp;<a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">66%</a> of Gen Z employees said they needed feedback from their supervisor every few weeks or more to stay at their job.
They like regular feedback because it enables them to stay on task at work. Consider:
<ul>
<li>Regular performance reviews</li>
<li>Scheduled 1:1s</li>
<li>Opportunities to interact with senior leaders</li>
<li>Ongoing coaching from managers</li>
</ul>
We also expect to be able to provide feedback. So creating an opportunity for us to have a clear voice in the organisation is key to continued engagement.
In earlier positions, I've provided and gotten employee feedback. Observing how different generations responded was quite fascinating. Gen Zers would ask for feedback more often.
I thought it would be beneficial for my growth to find out how I could improve. Regular two way feedback is a key part of our ways of working at Ten Space and I really thrive from this approach.
&nbsp;
Gen Z are just beginning their careers. As they begin to take up larger portions of your company, it will become more and more important to keep them engaged.&nbsp;
An employee engagement survey is a smart way to evaluate the success of your initiatives. To ensure a higher employee engagement rate, you can better connect your strategies with the employees using the results you obtain.
Use our employee feedback survey to learn more about engagement. We can assist you with identifying your Gen Z audience (and others), understanding their specific engagement needs, and determining where you may need to adopt a new strategy to gain the most engagement and performance boost from your efforts.
&nbsp;
If you&rsquo;d like to understand more about how we can help you with team retention, engagement and performance, you can find out more about the work we do here:&nbsp;<a href="http://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

I’m a Gen Z apprentice. Here’s 6 ways to keep me engaged

Engaging Gen Z - 6 Tips

Employee Value Proposition (EVP) - what does your organisation stand for &amp; why is it unique?
We hosted a webinar on EVP in November. Check out the&nbsp;<a href="https://youtu.be/fChhH7hlhHg" target="_blank" rel="noopener noreferrer">recording here</a>. Plus if you want some help in getting started with your EVP, you can find our Action Plan Builder at the bottom of this blog.
A strong EVP will help retain top performers and attract the best external talent.&nbsp;
Your organisation is distinctive because of its values, culture, and benefits. Your EVP is what sets you apart from the competition, even if you make the same goods or offer the same services.
Your EVP should have a combination of rewards and benefits that employees are given in return for performing well at work.
A compelling EVP includes:
<ul>
<li>Compensation</li>
<li>Work-life balance</li>
<li>Stability</li>
<li>Respect</li>
<li>Location</li>
</ul>
&nbsp;
<h3>Importance of a Great EVP</h3>
These initiatives can boost productivity, raise earnings, give workers a better working environment, and lower staff turnover.
By delivering on your EVP you can decrease employee turnover by&nbsp;<a href="https://www.gartner.com/en/human-resources/insights/employee-engagement-performance/employee-value-proposition" target="_blank" rel="noopener noreferrer">nearly 70%</a>.&nbsp;
Here are some strong examples of Employee Value Propositions:
&nbsp;
<h4>1.HubSpot</h4>
&lsquo;Your best work starts here&rsquo;, according to HubSpot's EVP. Their benefits page supports that claim. The main goal of HubSpot's EVP is to &ldquo;help you be the best 'you' that you can be" by striking a balance between work and personal obligations.
It&rsquo;s open about its priorities and offers a document of more than 100 pages called the "HubSpot Culture Code" that describes in detail how this culture is put into practise.
&nbsp;
<h4>2.Nike</h4>
"Win as a team" is one of Nike's EVP headlines. Nike's culture places a strong emphasis on achieving athletic innovation with a team mindset.
Its "team mindset" is consistent in how it handles benefits and compensation.
&nbsp;
<h4>3.Gartner</h4>
The five pillars of Gartner's EVP are:&nbsp;challenging work; talented people; limitless growth; community impact; and big rewards. The company's EVP encourages employees to "live well - in all parts of your life."
&nbsp;
<h3>Review your current EVP</h3>
Examining what you currently have in place is an excellent way to start when reviewing your EVP. Try to look at some of these things with objectivity and think about how your present or future employees could perceive them:
<ul>
<li>Employee engagement, employee voice and culture</li>
<li>Benefits and package</li>
<li>Vision, mission, values and goals&nbsp;</li>
<li>Career development and investment in personal development&nbsp;</li>
<li>Social media and online presence&nbsp;</li>
</ul>
You may already be developing an action plan to strengthen your EVP. If you want to dig a little deeper with your evaluation, take into account the following:
&nbsp;
<h4>1. Using the right tools</h4>
Learn what makes working for your company special, and why current employees choose to stay. You can use existing perceptions to improve your EVP once you've identified them.
Conduct an&nbsp;<a href="https://www.tenspace.co.uk/blogs/employee-engagement---starting-your-survey-process" target="_blank" rel="noopener noreferrer">anonymous employee engagement</a> survey to learn what matters to your team, what motivates them, and why they stick with your company.&nbsp;The information you collate should reach all aspects of your organisation.
Consider more factors than just benefits and compensation when conducting this research. Determine the rewards and intangible experiences that employees cherish.&nbsp;
To make sure you're asking your employees the correct questions and gaining a clear picture of how they see your organisation, we use our four engagement pillars:
These pillars are:
<ul>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Wellbeing</a></li>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Fulfilment</a></li>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Leadership</a></li>
<li><a href="https://www.tenspace.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Connection</a></li>
</ul>
At Ten Space, we&rsquo;ll also help you to use your employee feedback to create social media content, to take your culture online.&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">Book a demo here</a> to begin your path to a maximised EVP.
Our employee feedback surveys frequently address the important topic of recognition, with many employees reporting a mismatch between their expectations and their actual experiences. According to&nbsp;<a href="https://blog.hubspot.com/marketing/11-employee-feedback-statistics#:~:text=Did%20you%20know%20that%20receiving,efforts%20were%20being%20better%20recognized." target="_blank" rel="noopener noreferrer">69% of workers</a>, employees would work harder if their efforts were valued more, and&nbsp;<a href="https://www.tenspace.co.uk/blogs/space-hr-feedback-500-mar22---topic-recognition--employee-engagement" target="_blank" rel="noopener noreferrer">our own research</a> supports this claim.
Recognition, which is free, reflects and reinforces your company culture. It increases engagement and performance while giving your employees a sense of value.
According to "The State of Employee Appreciation," businesses who give individual or team recognition saw a&nbsp;<a href="https://www.zippia.com/advice/employee-recognition-statistics/" target="_blank" rel="noopener noreferrer">14% increase</a> in performance.
For 3 key points to getting recognition right in your team,&nbsp;<a href="https://www.tenspace.co.uk/blogs/3-keys-points-to-getting-recognition-right-in-your-team" target="_blank" rel="noopener noreferrer">check out our blog</a>.
&nbsp;
<h4>2. Communicate the message</h4>
When you&rsquo;ve completed your research, collate the data. Your employees' top core values and distinguishing characteristics will be easy for you to identify.&nbsp;
Think of these as the superpowers of your company!
These superpowers will enable us to create a statement that summarises your EVP.
Your writing should be clear and concise. It should be clear what matters most to your staff members, why they stay, and what your company does that is exceptional in your industry.
Find innovative and pertinent ways to explain your EVP to the audience you are attempting to attract after it has been defined.
Here are a few ideas:
<ul>
<li>Hiring Channels&nbsp;- Employer websites, advertisements, and the interview process. Prospective employees can assess whether they would be a good fit for your company.</li>
<li>Branding, PR &amp; Marketing -&nbsp;These strategies will aid in creating a favourable impression of your organisation among the passive labour market.</li>
<li>Bringing it to life -&nbsp;If you claim to support work-life balance or ongoing development&nbsp; but do not offer training, career advancement, study leave, or flexible working hours, your workplace's reality falls short of your promise.</li>
</ul>
&nbsp;
<h4>3. Refining</h4>
Measure the effectiveness of your EVP frequently, and keep it evolving to meet the needs of your people and the market now and in the future.
You should:
<ul>
<li>Keep an eye on candidate applications and employee retention rates because they can provide excellent cues as to when you should make changes or take action.</li>
<li>Make sure current employees are consulted at all stages of their employment with you, not only after the first 12 months. Continue to pay attention to them.</li>
<li>Conduct frequent employee engagement surveys to stay current on what matters to your teams and where you are succeeding and failing.</li>
</ul>
Every year, review your EVP. If necessary, change your employment proposition to make sure it is relevant and embodied in your employee&rsquo;s day-to-day experience. When necessary, restructure your EVP to more accurately reflect employee expectations.
Success comes from your team's alignment with the organisation's EVP. A highly engaged team is still only one step away.
&nbsp;
<h3>EVP Action Plan Builder</h3>
As promised we&rsquo;ve attached our EVP Action Plan Builder which can help you turn your Employee Value Proposition into an attraction &amp; retention tool.
<a href="https://drive.google.com/file/d/12LwAb_oKcCUTB7p5CEj0ieP5Uth4PKgV/view?usp=share_link" target="_blank" rel="noopener noreferrer">Download Now</a>
&nbsp;
Ten Space can help you to review your EVP. Contact us directly to see how we can help you at&nbsp;<a href="mailto:enquiries@tenspace.co.uk" target="_blank" rel="noopener noreferrer">enquiries@tenspace.co.uk</a>. For more info on how you can create an incredible workplace, check out our&nbsp;<a href="https://www.tenspace.co.uk/blogs" target="_blank" rel="noopener noreferrer">blogs</a>.&nbsp;

Turn your Employee Value Proposition into an attraction & retention tool

Attract & Retain with your EVP

Employee Value Proposition (EVP) - what does your organisation stand for &amp; why is it unique?
A strong EVP will help retain top performers and attract the best external talent.&nbsp;
Values, culture and benefits are what make your organisation unique. You may make the same products or provide the same service as your competitors, but your EVP is what makes you stand out from the crowd.&nbsp;
Your EVP should have a combination of rewards and benefits that employees are given in return for performing well at work.
A compelling EVP includes:
<ul>
<li>Compensation</li>
<li>Work-life balance</li>
<li>Stability</li>
<li>Location</li>
<li>Respect</li>
</ul>
But why is this important?&nbsp;These programs can help reduce employee turnover, improve profits, provide a great employee experience, and build an inclusive workplace.&nbsp;
Organisations that deliver on their EVPs are able to decrease employee turnover by&nbsp;<a href="https://www.gartner.com/en/human-resources/insights/employee-engagement-performance/employee-value-proposition" target="_blank" rel="noopener noreferrer">nearly 70%</a>.&nbsp;
&nbsp;
<h3>Strong examples</h3>
<h4>1.HubSpot</h4>
HubSpot&rsquo;s EVP starts with the tagline, &ldquo;Your best work starts here&rdquo; and their&nbsp;<a href="https://www.hubspot.com/careers/benefits?hubs_signup-cta=careers-nav-benefits&amp;__hstc=210838794.6e59749ebc44e837f35ee7c6f316b149.1663921118815.1663921118815.1663921118815.1&amp;__hssc=210838794.1.1663921118815&amp;__hsfp=1928180409" target="_blank" rel="noopener noreferrer">benefits page</a> backs up that statement. The core promise of HubSpot&rsquo;s EVP is a balance between work and life that promises to &ldquo;help you be the best &lsquo;you&rsquo; that you can be&rdquo;.&nbsp;
It&rsquo;s transparent about its priorities and provides a 100+ page document called the&nbsp;<a href="https://www.hubspot.com/careers?hubs_signup-cta=careers-nav-homepage&amp;__hstc=210838794.6e59749ebc44e837f35ee7c6f316b149.1663921118815.1663921118815.1663921118815.1&amp;__hssc=210838794.1.1663921118815&amp;__hsfp=1928180409" target="_blank" rel="noopener noreferrer">&ldquo;HubSpot Culture Code&rdquo;</a>&nbsp;that details specifically how this culture is implemented.
&nbsp;
<h4>2.Nike</h4>
One of the headlines of&nbsp;<a href="https://jobs.nike.com/" target="_blank" rel="noopener noreferrer">Nike&rsquo;s</a>&nbsp;EVP is &ldquo;Win as a team&rdquo;. Nike&rsquo;s culture emphasises accomplishing innovation in the world of sport with a team mentality.&nbsp;
Its approach to benefits and compensation shows a consistency of its &lsquo;team perspective&rsquo;.
&nbsp;
<h4>3.Gartner</h4>
Gartner communicates its EVP in five pillars: challenging work; talented people; limitless growth; community impact; and big rewards. Its EVP encourages employees to &ldquo;live well &mdash; in all aspects of your life&rdquo;.&nbsp;
&nbsp;
<h3>Review your current EVP</h3>
A good place to start when reviewing your EVP is to look at what you have in place today. Try to take an objective look at some of these areas and consider how your current, or potential employees might view them:
<ul>
<li>Employee engagement, employee voice and culture</li>
<li>Benefits and package</li>
<li>Vision, mission, values and goals&nbsp;</li>
<li>Career development and investment in personal development&nbsp;</li>
<li>Social media and online presence&nbsp;</li>
</ul>
From here, you might already be starting to build up an action plan to strengthen your EVP. Here&rsquo;s some things to consider if you&rsquo;d like to take your review a bit deeper&hellip;
&nbsp;
<h3>Maximising EVP - Using the right tools</h3>
Find out what your existing employees think is unique about working for your organisation and why they stay. Once you uncover existing perceptions, you can leverage them to elevate your EVP.
Run an&nbsp;<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">anonymous engagement survey</a>, to find out what&rsquo;s important to them, what engages them and why they remain with your organisation. The information you collate should reach all aspects of your organisation.
When conducting this research, go beyond salary and financial benefits. Identify the intangible experience and rewards that staff value. We use our 4 pillars of engagement to ensure you&rsquo;re asking your teams the right questions and getting a great view of how your teams view your organisation.
<h4>These pillars are:</h4>
<ul>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Wellbeing</a></li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Fulfilment</a></li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Leadership</a></li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Connection</a></li>
</ul>
At Ten Space, we&rsquo;ll also help you to use your employee feedback to create social media content, to take your culture online. To start your journey to a maximised EVP, <a href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">book a demo here</a>.
&nbsp;
Recognition is often a key topic that comes up in our employee feedback surveys, with a gap between expectation and reality for many employees.&nbsp;<a href="https://blog.hubspot.com/marketing/11-employee-feedback-statistics#:~:text=Did%20you%20know%20that%20receiving,efforts%20were%20being%20better%20recognized." target="_blank" rel="noopener noreferrer">69% of employees</a>&nbsp;say they would work harder if their efforts were better appreciated, and our own&nbsp;<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-mar22---topic-recognition--employee-engagement" target="_blank" rel="noopener noreferrer">research</a> agrees.&nbsp;
Recognition, which is free, reflects and embeds your company culture. It makes your team feel valued and builds engagement &amp; performance.&nbsp;
&ldquo;The State of Employee Recognition&rdquo;&nbsp;<a href="https://www.zippia.com/advice/employee-recognition-statistics/" target="_blank" rel="noopener noreferrer">reveals</a> that organisations with individual or team recognition have a 14% improvement in their performance.
For 3 key points to getting recognition right in your team,&nbsp;<a href="https://www.spacehr.co.uk/blogs/3-keys-points-to-getting-recognition-right-in-your-team" target="_blank" rel="noopener noreferrer">check out our blog</a>.
&nbsp;
<h3>Maximising EVP - Communicate the message</h3>
When you&rsquo;ve completed your research, collate the data. You will be able to clearly list the core values and unique selling points that your employees rate highly. Consider these your organisation's super powers!&nbsp;
We can use these super powers to write a statement to summarise your EVP.
Your message should be succinct and clear. It should highlight what&rsquo;s most important to your employees, why they stay and what your organisation offers that&rsquo;s unique in your market.
Once your EVP has been defined, find creative and relevant ways to communicate it to the people you are trying to attract.
&nbsp;
<h4>Here are some suggestions:</h4>
<ul>
<li>Hiring channels -&nbsp;Company websites, advertising, the interview process. Prospective talent can determine if they would make a good fit for your business.</li>
<li>Branding, public relations &amp; marketing -&nbsp;This will help the passive labour market form a positive perception of the value of working for your company.&nbsp;</li>
<li>Bring it to life -&nbsp;If you claim to support work-life balance or ongoing development, but do not provide training, career progression, study leave or flexible working hours, the reality of your workplace does not match your promise.</li>
</ul>
&nbsp;
<h3>Maximising EVP - Refining</h3>
Constantly measure the success of your EVP and keep it evolving to keep up with what your talent and your industry need today and in the future.
You should:&nbsp;
<ul>
<li>Monitor candidate applications and employee retention rates - these can give great hints for when you need to make a change, or take action</li>
<li>Ensure existing employees are consulted throughout the lifecycle of their career with you, not only after their first 12 months - keep listening to them</li>
<li>Run&nbsp;<a href="https://www.spacehr.co.uk/blogs/employee-engagement---why-consistency-is-critical" target="_blank" rel="noopener noreferrer">regular employee engagement surveys</a>&nbsp;to keep up to date on what&rsquo;s important to your teams and where you&rsquo;re getting it right and wrong.&nbsp;</li>
</ul>
Review your EVP annually. If necessary, adapt your employment proposition to ensure it remains relevant and is brought to life throughout your employees&rsquo; day-to-day experience. Reshape your EVP when required to authentically align with employee expectations.
Your team&rsquo;s connection to the organisation&rsquo;s EVP is what brings in success. It&rsquo;s just one step towards a highly engaged team.&nbsp;
&nbsp;
Ten Space can help you to review your EVP. Contact us directly to see how we can help you at&nbsp;<a href="mailto:enquiries@spacehr.co.uk" target="_blank" rel="noopener noreferrer">enquiries@tenspace.co.uk</a>. For more info on how you can create an incredible workplace, check out our&nbsp;<a href="https://www.spacehr.co.uk/blogs" target="_blank" rel="noopener noreferrer">blogs</a>.&nbsp;

A strong EVP will help retain top performers and attract the best external talent.

EVP to the MAX

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

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

Taking charge of your own engagement

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?

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

view

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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