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

High Performing Teams & Employee Engagement

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

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

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

Why ‘zero resignations' should come as a surprise

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

Vision and Mission - The impact on employee engagement

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

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

How high employee engagement leads to high customer engagement.

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

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

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

The groundwork to advertising salaries on job adverts

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

The future of the workplace and the implications for HR.

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

Every month, we ask our panel of&nbsp;business and HR leaders about the hottest topics impacting employee engagement within UK businesses.
In October we asked about the VERY hot topic of hybrid / remote working.
Here&rsquo;s what our leaders told us.....
(To find out more about how we conduct the survey or to get involved read to the end of the article)
&nbsp;
<h3>Hybrid is here to stay!</h3>
Far from being a trend or a moment in time led by the pandemic, a whopping&nbsp;98% of the leaders we surveyed said that hybrid / remote working was here to stay.&nbsp;
For those businesses wondering what to do next, this is a clear indicator. If you&rsquo;re still waiting for things to return to normal, you may be waiting a while! If you're&nbsp;changing your operations and teams to remote / hybrid first, the gains will be felt in the long-term.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/u_fwOwW10iPeJ2BHKVlUiUE6AcrVe-lYlY5V4EkfvyNWn2U9rfUaNPsQ7K11PMjIq3SiSyI9j4khbQeZqkfDKa5OQbAdVJ4FwY9rNPOkfsC9Hg5YkBHb8aSvhr4Hbzg_Iy81nbkZ" width="507" height="505">
&nbsp;
But it wasn't all good news.....
&nbsp;
<h3>Only 7.4% felt strongly that UK businesses were more productive</h3>
We asked our panel to say how strongly they agreed with the statement &ldquo;UK businesses are more productive as a result of hybrid / remote working&rdquo;.&nbsp;
Our average score here was 6.5 (out of 10). With 43% of our respondents answering 6 or below to this question.&nbsp;
&nbsp;
<img src="https://lh3.googleusercontent.com/tCizRZi9tvEOVYaErzYcQBhVAFSJ2hDZ5vB-xvTG84MBPGwogtgC7g_XTJHJZ0zF34_3yxjcWv5-KjBIQMjH-O36HJwDzbgSBTvNwDRh9WkcqomiRmetQoJwjc0hd1PtMi_aMGYe" width="510" height="510">
&nbsp;
So it seems there's work to do, to make hybrid / remote work for the business.&nbsp;But where to start?
&nbsp;
<h3>Prepare your people managers</h3>
We asked to what extent do you agree "People managers in the UK are well prepared to manage in a hybrid / remote workplace"
The average score was low at 4.3 (out of 10). This demonstrated that people managers and those that support them have a long way to go in managing remote and hybrid teams. In fact 0% of our leaders gave a &ldquo;high confidence&rdquo; score of 9 or 10 in this area. With 87% of our respondents giving a score of 6 or below.&nbsp;
&nbsp;
<img src="https://lh5.googleusercontent.com/e-X9h4X6LT2Xt5l34vKbtgNmnYrp5KZFqu22NNHZKX8D-FOKgwwIdRrV1a35JdXpT4CPj8CrBT7EOTUr5JRKwfr641oOACMdwVjXTe_vOMxiExWrg2WEzv1MogfzR-0rordGnNj5" width="506" height="506">
&nbsp;
Whilst hybrid / remote working may not be optimal for businesses yet, it seems that it is working for employees.&nbsp;
<h2>&nbsp;</h2>
<h3>78% said employee engagement had improved!</h3>
Much has been written about mental health loneliness, lack of team camaraderie and dilution of business culture.&nbsp;But the majority of our leaders felt that the net impact of hybrid/remote working was an improvement of employee engagement in UK businesses.
&nbsp;
<img src="https://lh5.googleusercontent.com/Eky8UZbMWcAQDBkHOIeLkuSV4fSPOeiHc6fufqA35Q7B4P0NjbX317Qu2G9yHFQCAOl7St9311Q7TkfUCSFNR-oQwTCjPFacs5_1cZUIixnKHymdBDr_KKzUwKBcHMEUTFBj3bv9" width="508" height="508">
&nbsp;
So what&rsquo;s the secret to success for remote / hybrid working?&nbsp;
From our research some key themes emerged;
<ol>
<li>Culture, engagement and environment need to be aligned to remote / hybrid working.</li>
<li>People managers and leaders play a key role in creating the right culture and impacting on engagement.&nbsp;</li>
<li>Trusting employees to get the job done rather than be present is vital</li>
<li>Mental health and wellbeing is higher on the agenda than ever before</li>
<li>People managers play a critical role in supporting employees and helping teams stay well</li>
<li>Technology needs to be good enough to support this type of working.&nbsp;</li>
<li>We can positively affect climate change with less commuting</li>
</ol>
&nbsp;
Some of the other comments our leaders shared on these topics can be seen below;
&nbsp;
<img src="https://lh6.googleusercontent.com/-9S9QAOqvtPsnFqoYN4O8Er1-nNPF_w5m9xkdviwHQSUhhJpCZmldr_i-DyFCI0TwJ6oDCnv4BW0ipcHfk5IW-fg8KGD-QTEtpgHYyRrBaR8lxWF5XXfW9EG2wpX_ecgRIedg-Tr" width="506" height="505">
&nbsp;
<img src="https://lh6.googleusercontent.com/FWOYh2imJaxDiBtVQctBuC1jmgtW38sVyvnG6m-zZlq_VNSB0twIHrdOS48vc1wdpxx5g9-cE2TxvaQHGbOySeoYAFrrirAo1E9W-_FFIU0403V_QnU4IgRAaOnyhXadYkTe3tdp" width="509" height="509">
&nbsp;
<img src="https://lh4.googleusercontent.com/3VCHac9ZISfK4qsdndvvUAap7a4EvLnZtcG8na1bN-qB10oLtDtYv4_fsALPU4uyw5TnNP5LJ20ziCcLT2Hse_BYidZxPr01oLfOL3o_QNHz3z7Crj21QAq88ZjlpA8E08sDzUwJ" width="510" height="510">
&nbsp;
<img src="https://lh5.googleusercontent.com/MdnU_oHqNIq9mAfyz3cI951VM-YXD1oE7TLfYIjIK5WGkGckdKHQ2WQ2r5W_RvySEysnGEH8M2wFt3NLea_UfBy_FsGpv09nja5GzpvYs3Gr1gG-EjCzoQF6oQWAbCPkPh1Uhj-U" width="508" height="508">
&nbsp;
Be part of something special....
The Ten Space 'Feedback 500' is a piece of monthly research we conduct to understand more about the topics affecting employee engagement. Each month we send our leadership community 5 short topical questions via WhatsApp. All responses are captured anonymously. We have leaders from a wide range of sectors including: HR consultants, recruitment, retail, automotive, creative arts, construction, technology, utilities, e-commerce, digital, marketing, legal, health, public sector and education.&nbsp;&nbsp;
&nbsp;
To become part of our 'Feedback 500' sign up here:
<a href="https://www.tenspace.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0" target="_blank" rel="noopener noreferrer">https://www.spacehr.co.uk/enrol/62472213-f57f-4380-b06c-f5be73ebabf0</a>
&nbsp;
Find out more about Ten Space at <a href="https://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.

UK business & HR leaders share their views on the impact of hybrid and remote working on employee engagement in the UK

Space HR 'Feedback 500' (Nov'21) - Topic: Hybrid & remote working

The past 2 years have not been fun for anyone, but it has been especially tough on students. When the first lockdown started, I was only halfway through year 12, the first year of my A levels.
Back then, we all thought we were getting a week or two off school and were ecstatic about it! Little did we know what we were about to go through would be the toughest 2 years of our lives.
I am the middle child of 3, and I share my bedroom with my 8-year-old sister. Ordinarily, I don&rsquo;t mind this at all, but when you are spending 24/7 in the house with your family and you have no space of your own to get some alone time, things can feel pretty intense.
Add in the stress of preparing for A level exams, not being able to spend any time with your friends right when they are preparing to leave for university, family members passing away, and the general anxiety that comes with living in times like this, and you have a recipe for disaster.
Somehow, throughout all of this I managed to keep up with my studies: attending zoom lessons hunched over on the bottom bunk of mine and my sister&rsquo;s bunk bed (which was terrible for my back but I have nowhere else to work), dutifully completing the worksheets in Word and handing them in online, and accessing the online textbook to revise. And at the end of all of this&hellip;
I got 3 A*s! Computer science, Maths, and Further maths, all top marks.
All of my hard work paid off, and I couldn&rsquo;t have been happier. It was at this point I suddenly asked myself, &lsquo;now what?&rsquo;. I hadn&rsquo;t applied to any universities because I wanted to do an apprenticeship instead, but the ones I had applied to fell through. I looked at applying for jobs instead, but they all require experience.
&nbsp;
<h3>How am I supposed to get experience then, if I can&rsquo;t find an apprenticeship and the entry-level positions won&rsquo;t take me?&nbsp;</h3>
It was at this point that my dad told me about a software company in the same building as him. He told them about me and how I wanted to be a software engineer myself, and asked them if they would be willing to hire me as an apprentice.
They said they couldn&rsquo;t take on an apprentice at the moment, but they could have me work there voluntarily as an intern to gain some experience. And that was where my journey with Ten Space began.
The first thing I noticed about working in the real world, is how informal it is compared to school. No dress code, you don&rsquo;t have to ask to use the bathroom, you can eat your lunch when you feel like it, and talking is encouraged! After a lifetime of being told to &lsquo;sit down and shut up&rsquo;, it&rsquo;s taking some getting used to.&nbsp;
Up until this point, I had only used C# and Python in my projects, but Ten Space use Ruby on Rails, so I had to learn a whole new syntax. Luckily, I picked it up very quickly, thanks to transferrable skills from previous projects (and Dan&rsquo;s excellent teaching!). I have learned so many new concepts, like DRY (Don&rsquo;t Repeat Yourself) methodology, and continuous integration, which is when you update your main program a little bit at a time by creating and merging branches.
They have even given me the opportunity to do weekly demonstrations of my project, showing what I have been working on and setting goals for the week ahead. This has developed my confidence and presentation skills greatly, because I present to not only Ten Space employees who know a lot about web design and development, but also my dad who is an IT Manager and has very little programming knowledge (but is very enthusiastic and asks lots of questions!).
This helps me practice communicating effectively with technical and non-technical people, which is invaluable in the world of development.
&nbsp;
The people at Ten Space have been incredibly kind to me, teaching me so many life skills that I will forever be grateful for. Dan worked on my CV with me, Victoria did a practice phone interview with me, and Alec has helped me improve my LinkedIn profile and expand my network. They have gone above and beyond everything I ever hoped to gain from this experience.
If you, like me, are a young person struggling to get your foot in the door and join the world of work for the first time, I would definitely recommend an internship. If you can find a company to work with that is even half as friendly, enthusiastic and willing to help as Ten Space have been with me, it will be more than worth it.&nbsp;
Moving forward, I would love to work somewhere with a sense of community like Ten Space. I would like a role with a range of tasks, so that I can try new things and develop my skills in lots of areas. I have found that web development is something I enjoy, having never done it before in school, but I am open to all areas of software development.
I would like to end this by sincerely thanking everyone at Ten Space. They have all done so much for me. I have known that I wanted to be a software developer since I was 10 years old, and this experience has brought me so much closer to that dream becoming a reality. I know that if little Robin could see me now, they would be so proud of how far we&rsquo;ve come.
&nbsp;
Written by Robin Haigh-Gannon, Ten Space Intern

What it has been like doing an internship at Ten Space

"The Work Experience Kid"

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

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

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

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

Case Study

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

CEO / Founder

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

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

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

Insightful articles, hints &amp; tips and company news

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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.

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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.

Access your feedback as your surveys are happening. Clear results and insights.

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" data-aos="fade-down" data-aos-delay="40"> 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.                

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.

Backed by artificial intelligence, our real-time dashboards give you the data you need to make informed decisions and take action quickly.

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 gathers employee feedback via Whatsapp, SMS &amp; Email surveys so your people can respond on their terms.This leads to higher participation and a more inclusive experience, capturing the data from all your people, easily.

The Ten Space survey platform provides a data-driven approach for HR professionals to easily design, gather and analyse high-quality feedback. 

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.

How it works

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 empowers HR teams to unlock the potential of their workforce. People managers and leaders use this regular feedback to drive positive change throughout the workplace. Ten Space gives you the data to prove the impact of your employee engagement strategy and continuously improve the employee experience."

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 deep understanding of employee feeling at critical stages of their journeys. You can build a highly customised in-depth feedback loop to understand which parts of your HR initiatives and processes are being well received and where improvements can be made. At every step, you'll gain a true understanding of how employees really feel and what retention risks exist.

We'll automatically step your teams through the processes we've created. Regularly capturing their feedback. So you don't need to worry about who is giving feedback and when, you can just keep an eye on your dashboard as your data comes in.

We'll 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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