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If you&rsquo;re an employer, you&rsquo;re like to be familiar with the concept of Duty of Care. And while it&rsquo;s pretty obvious at face value what it entails (welfare, support, and good practice), it&rsquo;s essential for companies to fully understand their responsibilities, for practical, legal and employee engagement purposes.&nbsp;
Here we explore what the Duty of Care umbrella covers, and what it might mean for your organisation.&nbsp;
&nbsp;
<h3>What Is Duty Of Care?&nbsp;</h3>
The&nbsp;<a style="background-color: transparent; color: rgb(0, 0, 255);" href="https://www.hse.gov.uk/workers/employers.htm" target="_blank" rel="noopener noreferrer">HSE&nbsp;</a>sets out an employers responsibility on duty of care:
&ldquo;It is an employer's duty to protect the health, safety and welfare of their employees and other people who might be affected by their business. Employers must do whatever is reasonably practicable to achieve this.&nbsp;
This means making sure that workers and others are protected from anything that may cause harm, effectively controlling any risks to injury or health that could arise in the workplace."
Because the &lsquo;risks&rsquo; of employment will vary from industry to industry, this makes it difficult for some companies to know exactly where their legal responsibilities lie. But failing to understand exactly where responsibilities start and end can have serious implications for an organisation. Everything from&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/toxic-culture" target="_blank" rel="noopener noreferrer">toxic work cultures</a> to hefty negligence claims can arise from simple mistakes or failure to act responsibly, so it&rsquo;s crucial that employers are clear on their Duty of Care obligations.&nbsp;
&nbsp;
<h3>How Do Employers Know What Their Duty of Care is?&nbsp;</h3>
When it comes to the welfare of employees and employee engagement, legislation should be the minimum standards, not the aim. However it helps to understand the legislation as a starting point. All the standard measures in place are outlined in the&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.hse.gov.uk/pUbns/priced/l24.pdf" target="_blank" rel="noopener noreferrer">Health and Safety at Work Act 1992</a>. This covers things like:
<ul>
<li>Creating a clear Duty of Care policy, when a company has 5 or more employees</li>
<li>Training relevant individuals on basic health and safety issues</li>
<li>Frequently updating training and health and safety guides</li>
<li>Managing and recording misconduct</li>
<li>Displaying certification</li>
<li>Keeping training records up to date</li>
<li>Giving employees the right tools to fulfill their responsibilities</li>
</ul>
But it isn&rsquo;t just&nbsp;physical safety that employers need to look after, they also have a Duty of Care to support their workers&rsquo; mental health too.&nbsp;
Many organisations are now going well beyond the minimum duties and creating a culture based around employee wellbeing, supporting both physical and mental health. This employee-first approach can reap the rewards of high engagement and a positive work culture; reduce absence from work,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">save on recruitment costs</a>, and encourage a more productive team.&nbsp;
&nbsp;
<h3>How To Look After Your Team&rsquo;s Mental Health</h3>
According to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.hse.gov.uk/statistics/causdis/stress.pdf" target="_blank" rel="noopener noreferrer">HSE</a>, as much as 40% of all work-related sickness in the UK is caused by stress. This stands witness to the equal importance of both mental and physical welfare in the workplace.&nbsp;
If you&rsquo;re an employer, you know that time off leads to decreased profits and productivity. And decreased profits adds stress on other team members who pick up the extra workload to meet targets. The cycle repeats and the stress can spread across the team and even the entire organisation. To put it simply, your efforts as an employer should focus more strongly on&nbsp;preventing&nbsp;stress than curing it.&nbsp;
Here are some of our top tips for looking after your team&rsquo;s mental health &amp; moving towards a &ldquo;wellbeing&rdquo; approach:
&nbsp;
<h4>Encourage Anonymous Feedback&nbsp;</h4>
If&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-to-spot-the-warning-signs-of-stress-in-your-team-and-what-you-can-do-to-help" target="_blank" rel="noopener noreferrer">your employees are stressed</a>, it&rsquo;s likely that at the heart of the issue is a lack of support from their manager or leader. Once this cycle has begun, it can also mean that they&rsquo;re less likely to share their feelings and concerns with the same leader or manager. Eventually, left unresolved, team members may crack.&nbsp;
For this reason,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-can-employee-feedback-change-your-business" target="_blank" rel="noopener noreferrer">employee feedback</a> can be a company&rsquo;s greatest resource, but only if it&rsquo;s anonymous &ndash; aka, honest &ndash; and actioned. Anonymous employee engagement surveys will give you real-time insights into the state of your workforce&rsquo;s mental health, and offer suggestions about what could be improved.
Good data and insight can be predictive of issues that are forming, or help to uncover solutions to problems that have already surfaced.&nbsp;
By collaborating with a company like&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Space HR</a>, you can distribute expert-made employee engagement surveys via Whatsapp &ndash; surveys that have been specifically tailored to your organisation. The more you know about how your employees feel, the better able you are to fulfil your Duty of Care.&nbsp;
&nbsp;
<h4>Ensure Your Leaders Have Received the Correct Training</h4>
Often employees are dissatisfied or stressed at work due to a breakdown in communication with leaders. Whether they feel generally unsupported, feel bullied, discriminated against, or placed under too much pressure to meet deadlines, leadership plays a massive role in your team&rsquo;s mental health.&nbsp;
Your anonymous employee engagement surveys, will provide you with critical insights into the general perception of your management teams. You can use the feedback to identify gaps in duty of care, teach them&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/want-to-become-a-fantastic-leader" target="_blank" rel="noopener noreferrer">the best practices of leadership</a>, and encourage them to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/the-7-habits-of-highly-engaging-leaders" target="_blank" rel="noopener noreferrer">lead by example</a>. Doing so will breed a positive workplace culture, and will make recruitment and regulation much easier going forward.&nbsp;
You may also want to invest in specialist support and training in this area. Managers and leaders armed with knowledge and confidence of how to support their teams and truly fulfil their duty of care, will have better outcomes than those who are under-invested in.&nbsp;
&nbsp;
<h4>Treat Your Duty of Care Policy as a Basic Standard, Not the Gold Standard</h4>
Your Duty of Care policy is the bare minimum you can do to keep your company out of court, but it doesn&rsquo;t automatically build employee engagement. To truly look after your employees&rsquo; physical and mental health, you must put other measures in place to show them you care, along with checking back regularly and often to ensure that it&rsquo;s working.
&nbsp;
The tips we&rsquo;ve listed here are ways of taking care of your workers and improving workplace engagement. For more information about how Ten Space could help you create a thriving work culture to go above and beyond your Duty of Care, <a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">get in touch</a>!&nbsp;

What is it and what does it mean for organisations?

Duty of Care

In 2020, a whopping&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.hrmagazine.co.uk/content/news/one-in-five-brits-quit-their-job-due-to-toxic-culture" target="_blank" rel="noopener noreferrer">one in five</a> British workers quit their job due to &lsquo;toxic workplace culture&rsquo;.
But what exactly qualifies as &lsquo;toxic culture&rsquo;, and how does an unhealthy working environment develop?
&nbsp;
<h3>What is a Toxic Culture?&nbsp;</h3>
According to Greg Barnett of&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.predictiveindex.com/" target="_blank" rel="noopener noreferrer">The Predictive Index</a>, a workplace culture is &ldquo;typically considered toxic when trust, psychological safety, and employee morale degrade to unhealthy levels.&rdquo;
Affecting productivity, mental health and employee engagement, toxic cultures are incredibly dangerous for both companies and employees, with symptoms spreading through a workforce quickly if not treated.
Examples of a toxic culture could include a workplace where employees are chronically stressed, overworked, or feeling bullied by their boss. And in most of these cases, the problem boils down to a lack of communication and trust between those in the&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/organisational-structures---where-do-you-fit" target="_blank" rel="noopener noreferrer">workplace hierarchy</a>.&nbsp;
Due to this sense of distance between employees and their leaders, staff turnover in toxic workplaces tends to be exceptionally high. This is because those who feel disregarded, abused, or exploited by their managers, often would rather leave a company than file a complaint, mostly due to a lack of trust that their issues will be resolved.
It&rsquo;s not hard to see how a toxic culture can have a huge negative impact on the performance of a business. It&rsquo;s estimated that a &lsquo;poor company culture&rsquo; costs UK companies an eye-watering&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.breathehr.com/en-gb/resources/culture-economy-report-2021" target="_blank" rel="noopener noreferrer">&pound;20.2 billion</a>&nbsp;every single year.&nbsp;
&nbsp;
<h3>How Does a Toxic Culture Develop?</h3>
Sadly, there are many ways in which a toxic culture can develop in a workplace. And while the &lsquo;root cause&rsquo; of the problem may vary from case to case, it&rsquo;s generally a lack of communication that exacerbates and conceals the problems.&nbsp;
When companies don&rsquo;t take the time to gather employee feedback; negative, or even abusive behaviour is allowed to go unnoticed and unaddressed. It can spread like a cancer throughout an organisation.
It&rsquo;s important for companies to send out&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-can-employee-feedback-change-your-business" target="_blank" rel="noopener noreferrer">anonymous employee engagement surveys</a>. Surveys can give early warning signs and red flags, of where problems are beginning to emerge. Low engagement teams, or concerning written feedback can provide opportunities for businesses to jump in early where the culture is becoming toxic, or employee engagement has dropped.&nbsp;
Where a toxic environment has already formed, simple measures like this enable a company to identify and rectify the signs of a toxic work environment. There are some huge red flags to watch out for, for when a toxic culture has already set in:&nbsp;
Here are a number of common red-flags of a toxic workplace:
<ol>
<li>Abusive managers who shout at or speak condescendingly towards employees&nbsp;</li>
<li>A general feeling of &lsquo;policies and/or profits over people&rsquo;, where workers feel disregarded or exploited</li>
<li>Micromanagers who continually intervene in others&rsquo; work</li>
<li>Extremely negative and unsupportive performance appraisals</li>
<li>Any form of discrimination and lack of diversity</li>
<li>A failure to recognise and reward employee achievements</li>
<li>Harassment&nbsp;</li>
</ol>
This isn&rsquo;t an exhaustive list, but if you recognise any of the above signs in your workplace or business, it&rsquo;s time to:
a.) leave (if you&rsquo;re an employee)
b.) do something about it (if you&rsquo;re an employer!)
&nbsp;
<h3>How to Gather Evidence of a Toxic Workplace Culture</h3>
You may be thinking it&rsquo;s difficult to quantifiably gauge the health of a workplace culture. After all, we&rsquo;re talking about people&rsquo;s feelings &ndash; and feelings are subjective, right?
To understand how it feels to work in your business, it can help to gather quantitative data about your company's culture. Here are just a few ideas of how you can approach this:&nbsp;
&nbsp;
<h4>Carry out regular employee engagement surveys</h4>
Employee engagement surveys can offer a wealth of measurable data, such as eNPS score and information through real-time feedback from current employees. They&rsquo;re most effective when carried out regularly. Quarterly surveys mean you are checking in with your team on a regular basis, whilst leaving enough time to action feedback and build trust in the process. Ten Space offers an innovative and anonymous method of surveying through Whatsapp, which delivers an engaging way to survey your team.&nbsp;
&nbsp;
<h4>Check your company&rsquo;s reviews on&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.glassdoor.co.uk/index.htm" target="_blank" rel="noopener noreferrer">Glassdoor</a>&nbsp;</h4>
<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.glassdoor.co.uk/index.htm" target="_blank" rel="noopener noreferrer">Glassdoor</a>&nbsp;is an extremely useful (and free) platform through which employees, current and former, can leave honest reviews about their work experiences, and rate a company out of 5. Whilst engagement surveys results are likely to be shared within the business only, Glassdoor is a more public way of sharing feedback.&nbsp;
&nbsp;
<h4>Keep an eye on your staff turnover and absenteeism</h4>
Employee turnover and absence rates are a dead giveaway of a toxic workplace culture. According to Monster, the average employee turnover rate in the UK is currently&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.monster.co.uk/advertise-a-job/hr-resources/workforce-management-and-planning/staff-retention/what-is-the-ideal-employee-turnover-rate/" target="_blank" rel="noopener noreferrer">15%</a>&nbsp;a year. And while not all staff turnover is bad, you might want to keep a closer eye on your culture if your turnover rate is much higher than this.&nbsp;
&nbsp;
<h3>How to Prevent a Toxic Culture From Developing In Your Workplace</h3>
While there&rsquo;s no &lsquo;perfect&rsquo; way to shape your culture, there are a number of vital ingredients you&rsquo;ll need to cultivate a healthy working environment.&nbsp;
&nbsp;
<h4>Listen to your employees</h4>
The first thing you need to consider is employee feedback. Right now your employees could be holding the answers to most, if not all of your problems. They&rsquo;re the driving force behind your entire company, and if&nbsp;they&rsquo;re not happy, how can you expect your customers and clients to be?&nbsp;
Take advantage of the insights employee engagement surveys can offer, and target the root causes of a toxic culture before one can develop. You can check out&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">Space HR&rsquo;s powerful, stylish and easy to use platform</a>&nbsp;to get all the insights you need to keep your employees happy.&nbsp;
&nbsp;
<h4>Foster great leadership</h4>
As toxic cultures often stem from miscommunication and bad leadership, it&rsquo;s crucial to instil great leadership skills in your managerial teams. Of course, great leadership comes in many different forms, so knowing&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/want-to-become-a-fantastic-leader" target="_blank" rel="noopener noreferrer">what makes a bad leader</a>&nbsp;is key to preventing toxic behaviour from festering.&nbsp;
&nbsp;
<h4>Develop trust&nbsp;</h4>
Trust is a key element in any healthy organisation. Trust is built from operating transparently; doing what you say you are going to do; and doing the right thing, always. A lack of trust in an organisation can quickly slow it down and impact on performance.&nbsp;
&nbsp;
<h4>Employees first&nbsp;</h4>
Finally and most importantly, always put your employees at the heart of your business. Without them, you have no brand, no clients, no service to deliver. Putting your employees at the heart of every business decision you make is the key to ensuring that your culture remains healthy and thriving.&nbsp;
&nbsp;
We&rsquo;re committed to creating healthier workplaces through innovative technology and employee engagement surveys. For more information on how our platform can help your business thrive, visit our website, or&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">get in touch</a>!&nbsp;

What It Is and How You Can Prevent It In Your Workplace?

Toxic Culture

Brewdog. The artisan beer that grew into a global brewery and bar chain. The success story of scale and investment. The &lsquo;Punk&rsquo; brand that defied tradition with a &lsquo;growth at all costs&rsquo; mentality.
But what will June 10th 2021 mean for Brewdog? Yesterday&rsquo;s open letter from 50 staff about the &lsquo;culture of fear&rsquo; in the business has cast huge doubt over the brand, the culture and the leadership.
But if you were diligent enough to cut through the social media hype you could see the warning signs were there for a long time at Brewdog. Articles such as&nbsp;<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.theguardian.com/lifeandstyle/2016/mar/24/the-aggressive-outrageous-infuriating-and-ingenious-rise-of-brewdog" target="_blank" rel="noopener noreferrer">this</a> from 2016, which describes their entire brand as marketing spin.
Or maybe the 3.1 out of 5 score on Glassdoor - with only a 50% approval rating of the CEO. An eye catching&nbsp;<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.glassdoor.co.uk/Reviews/BrewDog-Reviews-E1014146.htm" target="_blank" rel="noopener noreferrer">review&nbsp;</a>headed "soulless, self righteous liars".&nbsp;
From the outside looking in, I can see how they might have got here. You start up a cool brand, position yourself as &lsquo;disruptors&rsquo; in the marketplace and wage war on those that challenge your vision and creative thinking.
You're loving the attention, it's working! Great, let's do some attention catching stunts. Sorry employees if this makes you feel uncomfortable, we're the cool kids, you just mustn't be cool enough. &lsquo;It&rsquo;s not us, it&rsquo;s you&rsquo;&nbsp;
&nbsp;
Then a rumour spins that legal letters were sent out to those who challenged their actions. You fight dirty. &lsquo;Either back us, or you're out&rsquo;.
Your revenue is still growing, so let's recruit some more people. They join and get the gist pretty quickly &lsquo;it's FIFO round here&rsquo; (Fit in, or F off). Any feedback you give will be ignored now, it&rsquo;s gone too far. Sadly, this will also be the case for new ideas, creativity and innovation - if the cool kids didn&rsquo;t think of it, it&rsquo;s unlikely to be a winner.&nbsp;
I suspect the internal feedback will have been there. The signs that things weren't right. Maybe at one time, it was there to see in the employee engagement surveys. But maybe nothing happened with any of the feedback anyone gave. So people stopped bothering. The feedback dried up, maybe the response rates dropped too.&nbsp;
&nbsp;
The evolution is complete. You're a fully paid up fear culture. You've surrounded yourself with people who like to say yes, or who are too scared to say no. The great thing now is, they&rsquo;ll do the gate keeping on the feedback for you. Those closest to you will be too worried about their jobs to say anything. So as a leader, you now don&rsquo;t even need to worry about the feedback, you have probably stopped hearing it - but it isn&rsquo;t because you&rsquo;ve created an awesome culture. It&rsquo;s quite the opposite.&nbsp;
Before you know it, your talent pool has dried up and you&rsquo;re moaning about skills shortages. You&rsquo;re wondering why no one in your business has any good ideas other than you. Wondering why your inbox is full of people asking for your approval on things.&nbsp;
If you let it get really bad, some ex-employees will take the time to collaborate and make a website on just how bad things are. You&rsquo;ll make the&nbsp;<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.bbc.co.uk/news/business-57428258" target="_blank" rel="noopener noreferrer">news</a> and be the talk of social media.&nbsp;
Maybe now your IPO isn&rsquo;t looking quite as rosey. Your subscriptions, monthly recurring revenue in the bag, have dropped and people have started to question the quality of your products. Maybe it all starts to unravel&hellip;.&nbsp;&nbsp;
&nbsp;
<h3>So what next?</h3>
What is unravelling right now for Brewdog is more than a PR disaster. Your people are a critical part of your brand and when they turn on you, it clearly demonstrates that your vision and values don&rsquo;t run as deeply through your business as you might have thought.&nbsp;
Building an amazing company culture is incredibly difficult, but it is completely achievable. If you do the work, put the correct processes in place early and take it seriously.&nbsp;
Here&rsquo;s a few things to think about;
1. Care about your people more than your brand -&nbsp;Products don&rsquo;t just magically appear. Behind every product is a team of real people with real ideas, real passion and real situations. They made your brand. They are your army of brand ambassadors and they can make or break it. It pays to care about your team more than your branding.&nbsp;
2. Get ready to listen -&nbsp;If you need to engage a coach, or a counsellor - someone who can help you see some clarity - do it. You have a lot of personal work to do first before you can go and change a whole culture.&nbsp;
3. Actively listen - What is your engagement survey telling you? What is your exit interview telling you? What feedback have the team given you directly that you&rsquo;ve ignored? You need to dig deep on this stuff. You need to get personal. You need to be courageous in asking for this feedback.&nbsp;
4. Be prepared for this to take time - if you&rsquo;ve asked for feedback and shown you&rsquo;ve listened, maybe next time you ask, the feedback will be a bit braver, go a bit deeper. Now we&rsquo;re really getting to the heart of things - we&rsquo;re really getting to the heart of what is impacting on the engagement of your team and what&rsquo;s really going on.&nbsp;
5. Consider who in your immediate circle, you haven&rsquo;t disagreed with for a while. We all disagree and share different opinions as part of growing and being creative. If there are people you haven&rsquo;t done this with in a while, these might be your &ldquo;yes&rdquo; people.&nbsp;
6. Trust your team - in fear cultures, trust vanishes. Be bold, extend the trust back out. Ask your immediate team for feedback, show them you trust them to be honest and that there will be no repercussions for their honesty.&nbsp;
7. Make commitments and then go and get them done - if you are truly listening, then there will be things you now want to change. Make commitments to the wider team, tell them what you intend to fix. Don&rsquo;t make another stunt out of it. Then go and get it done.&nbsp;
This next point is REALLY important - if you make commitments and then don&rsquo;t deliver, this is going to get SO much worse for you.&nbsp;
&nbsp;
<h3>Transformation can be achieved. You can turn it around, but you have to listen.&nbsp;</h3>
If you haven&rsquo;t already got an anonymous employee engagement survey in place, get one quickly. In advance, make the commitment that you are going to take action, no matter what the feedback is and how uncomfortable.&nbsp;
&nbsp;
If you want help to turn around your culture, check that you&rsquo;re not leading with fear or just want to avoid getting anywhere close to it - Ten Space can help. <a style="color: rgb(0, 0, 0); background-color: transparent;" href="http://www.tenspace.co.uk/" target="_blank" rel="noopener">www.tenspace.co.uk</a>.&nbsp;

The Dangers Of Ignoring Feedback

Are leaders born, or are they made? While we could spend all day posing arguments for both sides, it&rsquo;s probably more worthwhile to focus on what actually&nbsp;makes a good leader.
And, for this article, take a look at the behaviours that are associated with bad leadership. For it makes much more sense to rid yourself of those negative traits before trying to adopt some shiny new ones, right?&nbsp;
Here are some of the most important things NOT to do, if you want to be seen as an admirable, approachable and inspirational leader.&nbsp;
&nbsp;
<h3>Don&rsquo;t Be Overly Self-Indulgent</h3>
While this may seem like an obvious one, it can be easily forgotten when it comes to promoting yourself as a business. If you&rsquo;re the business owner, don&rsquo;t take all the credit for the things your team has worked hard for.&nbsp;
If you&rsquo;re telling the world (aka LinkedIn) of a recent achievement, tag your team and say thank you. Simple gestures like this will not only boost your team&rsquo;s morale - they set the tone for the supportive work culture you want to create.&nbsp;
&nbsp;
<h3>Don&rsquo;t Act As a Superior - Act Like a Colleague</h3>
A little humility goes a long way when it comes to leadership. If you feel the need to dominate your team as a superior, you&rsquo;ll likely get subpar results. Interrupting people, talking down ideas and showboating are signs of a &lsquo;boss mindset&rsquo; taken too far, and can leave your team feeling intimidated. This in turn will kill their creativity, deter them from speaking out about important issues, and wipe out any loyalty they may have had for you.&nbsp;&nbsp;
&nbsp;
<h3>Don&rsquo;t Assume You&rsquo;re Always Right</h3>
&ldquo;True leaders are the first to admit that they don&rsquo;t know everything and that they need help&rdquo; - Bill Byrd.&nbsp;
These are words to live by for every leader - not just in business, but in sport and life in general.&nbsp;
Always be open to feedback from your team. Welcome disagreement and company criticism with open arms - you have no idea how vital those opinions could be to the health of your business down the line.&nbsp;
&nbsp;
<h3>Don&rsquo;t Be a People Hoarder</h3>
This is one of the toughest pills to swallow for a leader. All too often, the &lsquo;higher-ups&rsquo; in a company will prevent their best talent from progressing their career for fear of losing them. This leads to anger and frustration, which is likely to hurt the company a lot more than if the employee had been shown support.&nbsp;
Instead of feeling betrayed, forsaken or bitter about your worker leaving, tell them how much their presence has meant to you. You have no idea how that same person could repay you for your respectfulness in the future.&nbsp;
&nbsp;
<h3>Don&rsquo;t Be Afraid</h3>
At the risk of sounding clich&eacute;, we&rsquo;ve put &lsquo;don&rsquo;t be afraid&rsquo; on this list because of its irrefutable importance. At the end of the day, leadership is all about taking risks, venturing where others haven&rsquo;t, and giving others the courage to go there with you.&nbsp;
There is no certainty in the world of business - or life, for that matter - and true leadership requires a degree of responsibility that most people don&rsquo;t want to deal with. Courage is perhaps the most admirable and identifiable trait of all great leaders, and it&rsquo;s the thing that history&rsquo;s most prominent leaders are remembered for.&nbsp;
So lead by example, inspire your team with your unwavering belief in them and yourself, and become the fantastic leader you&rsquo;ve always wanted to be.
&nbsp;
For more leadership tips and advice on how to create a positive and supportive work environment, visit our&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://spacehr.co.uk/blogs" target="_blank" rel="noopener noreferrer">blog.</a>

Want To Become a Fantastic Leader?

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

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

How can employee feedback change your business?

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

7 great habits to engage your team and lead with success

The 7 Habits of Highly Engaging Leaders

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

Our CEO Victoria shares her experience on building the new site

The New Website Is Live!

It&rsquo;s one of the golden questions of the corporate working world - does giving an employee a higher salary increase their engagement? While we wish a straightforward &lsquo;yes&rsquo; or &lsquo;no&rsquo; could conclude the matter, it&rsquo;s not all that simple.&nbsp;
Like most things in the world of work, there are a number of factors at play that affect engagement rates - salary is just one of them. In some situations, a higher salary can indeed increase employee satisfaction, but that&rsquo;s not always the case, as we&rsquo;re about to discuss.&nbsp;
&nbsp;
<h3>The Link Between Salary and Employee Engagement&nbsp;</h3>
It&rsquo;s easy to subscribe to the belief that paying your team more will lead to higher rates of satisfaction, and therefore engagement. Money can&rsquo;t buy happiness, of course, but it&nbsp;can buy a certain degree of comfort, and isn&rsquo;t that close enough?
Money worries inevitably lead to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-to-spot-the-warning-signs-of-stress-in-your-team-and-what-you-can-do-to-help" target="_blank" rel="noopener noreferrer">stress</a>, depression, sickness and workplace conflict - things no employer wants to see their team suffer from. A 2018 study by Salary Finance found that a whopping&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">40% of UK employees had money worries</a>&nbsp;- an abysmal statistic that&rsquo;s undoubtedly been amplified by the pandemic. The study also found that employees who were stressed about money were 2.2 times more likely to look for a new job, and were 7.6 times&nbsp;less likely to complete daily tasks.&nbsp;
Of course, none of this is good for your work culture, productivity or employee engagement rates. But it would be a mistake to assume that handing out pay rises left, right and centre will solve all of your problems. More often than not, higher paid jobs lead to increased amounts of stress, as concluded by a study conducted by&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.agencycentral.co.uk/articles/2016-10/does-stress-rise-with-increasing-salaries.htm" target="_blank" rel="noopener noreferrer">Agency Central</a>. This is because employees who are paid more often bear the brunt of increased responsibility.
And if working conditions are already poor, their shiny new salary isn&rsquo;t going to make them feel any better.&nbsp;
The truth is, your employee engagement rates are affected by a number of factors, including working conditions, career progression, recognition, office relationships,&nbsp;as well&nbsp;as monetary reward. And although this isn&rsquo;t an all-encompassing list of factors, it gives you an idea of other components that are easily overlooked by employers trying to boost engagement rates.&nbsp;
&nbsp;
<h3>So How Can You Boost Employee Engagement Rates and Satisfaction?</h3>
<h4>An Increased Salary May Not Go Amiss</h4>
Although everyone has their own idea of a &lsquo;salary sweet spot&rsquo;, the polls suggest that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">most people aspire to earn &pound;44,500-&pound;58,500</a>&nbsp;per annum to eradicate money worries. Paying your employees more&nbsp;can have a positive impact on their productivity, happiness and engagement rates, but consider or workplace factors too.&nbsp;
<h4>Improve Communication With Your Employees</h4>
Like with any other relationship, communication is key to fostering healthy workplace connections and levels of satisfaction. Invite your team to&nbsp;tell&nbsp;you what&rsquo;s going on, rather than playing the guessing game (because it never works).&nbsp;Our easy&nbsp;<a style="background-color: transparent; color: rgb(0, 0, 255);" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">employee engagement survey</a> is the ideal way to capture employee feedback.&nbsp;
<h4>Consult Our 5-Step Strategy to a Highly Engaged Team&nbsp;</h4>
We&rsquo;ve done the hard work for you and designed a comprehensive strategy that&rsquo;s ready to implement into any workplace. Discover the first step by clicking&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-1" target="_blank" rel="noopener noreferrer">here</a>&nbsp;and get to work building a highly engaged team. For more HR resources and tips on boosting employee engagement rates, check out&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs" target="_blank" rel="noopener noreferrer">our blog</a>.&nbsp;

The Impact of Salary On Employee Engagement

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

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

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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