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As we continue to grow our client base at Ten Space, our clients continue to challenge us on ways to use the Ten Space <a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">platform</a>.
We&rsquo;ve made it easy to go out to employees to ask for feedback. As such our clients are finding more and more ways to ask for their employee&rsquo;s opinions, thoughts and ideas. It&rsquo;s helping them make decisions faster and with more confidence. It&rsquo;s also keeping engagement high.
Below we've detailed 10 ways to use our platform to gather employee feedback. We&rsquo;ve added a couple of use cases at the end too, for special scenarios where feedback can be the difference between success and failure!
&nbsp;
<h3>Regular Cadence Surveys</h3>
<h4>1. Quarterly Engagement Survey&nbsp;</h4>
This is typically a set of 10-20 questions sent to employees on a quarterly basis. Carried out regularly it can help track trends and highlight areas of concern. Great open-ended questions will keep the ideas and feedback coming in and continue to provide you with insight on how engaged your team is.
&nbsp;
<h4>2. Monthly eNPS</h4>
A one-question survey sent out monthly (usually between a quarterly survey) - to check-in. This is particularly powerful if you&rsquo;ve segmented your team so you can identify where urgent action is needed.
&nbsp;
<h4>3. Training needs analysis</h4>
A great way to capture knowledge and understanding on a topic with a specific group. Use this feedback before building a learning solution, or before delivering a solution to shape the content. Surveys can be conducted after the solution is delivered to measure impact.
&nbsp;
<h4>4. Hybrid work check-ins</h4>
How is hybrid / remote working going? Is it working for the team? Is it aiding engagement? A regular check in can help you find out and make adjustments to your approach to ensure you&rsquo;re getting the best from your team and they feel supported.
&nbsp;
<h4>5. Wellbeing questionnaires</h4>
An anonymous survey can be really powerful when it comes to understanding the wellbeing of your team. You can get honest feedback quickly and identify hot spots and intervene if needed.
&nbsp;
<h4>6. Rewards and benefits reviews</h4>
How valued are your rewards and benefits? Do employees know about them? Understand them? A short regular survey on benefits and rewards can help you understand your return on investment. It can help you understand where you may need to invest further to boost uptake, or remain attractive as an employer.&nbsp;
&nbsp;
<h4>7. Change management review</h4>
If you&rsquo;ve been through a period of change, a well-tailored question set to a specific team, or even the whole business can help seek out if it&rsquo;s landed well. You can check the understanding and sentiment of the team as they go through the change curve.
&nbsp;
<h4>8. Leadership alignment survey</h4>
Surveys aimed purely at the leadership team to ensure that they are supported and feel empowered and inspired to lead their own teams. This is a critical layer in any organisation and it can help to ensure that they are aligned and engaged.
&nbsp;
<h4>9. Mission, vision, values check-in</h4>
Regular check-ins to ensure that everyone is still aligned and heading in the same direction! By mentioning key points about your vision, mission and values in your question set, you have the added benefit of keeping them front of mind.
&nbsp;
<h4>10. Diversity, equality and inclusion check-ins</h4>
Do your team feel they can be their true selves at work? Do they feel included and truly belong? Do they believe you are doing enough to create a diverse and inclusive culture? Anonymity can be a powerful tool when asking for feedback. If you have a diversity and inclusion agenda, tracking progress and employee feedback can boost impact.
Specific Purpose - some not-so-regular uses we&rsquo;re working on!
&nbsp;
<h4>Post-acquisition review</h4>
If you&rsquo;ve recently acquired a business, you&rsquo;ll need to capture hearts and minds for a newly shaped organisation. An engagement survey to check-in can be a powerful change tool here and prevent attrition of key talent.
&nbsp;
<h4>Pre-transaction due diligence</h4>
Need to impress a potential investor with how awesome your team is? Or maybe you are the investor and you&rsquo;re doing your due diligence? Asking for employee feedback and understanding engagement is just as important as the financials of a business.
After event success check-in (team night out, conference, sales event etc.)
This is a fun one we&rsquo;ve done recently. At the start of an event, check-in on understanding, engagement etc. Then re-survey at the end of the event and instantly measure impact! After a team night out you might get some very interesting responses!
&nbsp;
<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">Get in touch</a>&nbsp;if we can help with any of the above<a style="background-color: transparent; color: rgb(17, 17, 17);" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a style="background-color: transparent; color: rgb(17, 85, 204);" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

10 ways to use our platform to gather employee feedback and give your employees a voice.

10 ways that our feedback platform is benefiting businesses

Have you ever had one of those moments where you find out that something bad happened in the workplace? How about when one of your team knew and it wouldn't have been a major issue if only you had found out sooner?
&nbsp;
Although the employee will often know that they should share the information, they can find it difficult to share.&nbsp;This can happen for many reasons. The employee may find the subject embarrassing. They could have concerns about being treated differently. Worse still they may feel that their job is on the line if they share.
&nbsp;
It isn't a reflection on the workplace, the manager or the employee that this happens. Even the best managers with the strongest relationships will find this from time to time. It is human nature.
&nbsp;
A lot of psychology research demonstrates that when people believe they are anonymous, they are less inhibited.&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/" target="_blank" rel="noopener noreferrer">74% of employees</a>&nbsp;said they&rsquo;d be willing to give more feedback if they were truly anonymous.
&nbsp;
Compare how often you see strong opinions from Internet trolls versus people making the same statements on your high street. When we are unafraid of negative consequences, we're more willing to do something. The veil of anonymity can help remove those fears.
&nbsp;
But what is anonymity anyway?
&nbsp;
Anonymity can be&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.oxfordlearnersdictionaries.com/definition/english/anonymity" target="_blank" rel="noopener noreferrer">defined as</a>&nbsp;"the state of remaining unknown to most other people". In many platforms, "anonymity" means not sharing a name, or hiding an email address. In its simplest form, this may be enough. When the data is a little more complex, anonymity often can't be that simple.
&nbsp;
To make the best decisions and gain the greatest insight from data, we often need more than one piece of information. With employee feedback, we often want to know not only what our employees think, but also if there is a particular group that thinks that.
&nbsp;
If I were running a national chain of restaurants, I would want to know if employees in one restaurant think differently to those in others. As a diverse employer, I may want to ensure that employees have the same great experience in the workplace no matter what gender they identify as. I likely also want to make sure that my waiters and chefs feel valued in the same way.
&nbsp;
To get that information, we need to know not only what the person wants to share, but also where they work, their identified gender and their role.
&nbsp;
In this example, anonymity isn't as simple as omitting the name. If Mary is the only female chef in the Hull branch, and we can filter our data by all those things, then she is no longer anonymous.
&nbsp;
If you want to get the best feedback, making sure that your employees know that what they share won't be traced back to them is crucial. If they don't feel safe, they may not be as open and honest. Trust is incredibly easy to lose and much harder to build back. If breached, employees may even choose not to offer their thoughts at all.&nbsp;
&nbsp;
At Space HR, we&rsquo;ve built our&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">platform</a>&nbsp;specifically to handle employee feedback, where anonymity is vital. Space HR guarantees anonymity by blocking any filters with fewer than 5 results. To ensure the valuable feedback isn't lost, the results are available rolled up, but we won't ever compromise the employee's anonymity. This means that sometimes, when applying a set of filters to results, we may have to say "no" but that is a small price to pay to ensure that there is trust in your feedback process.
&nbsp;
If you&rsquo;d like to find out more about our platform and how we look after your employees data, you can find us on&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

Protecting anonymity with employee feedback

Sorry boss, there's something you should know... (please don't fire me)

The benefits of building an incredible employer brand are evident in every great business.
&nbsp;
With a great brand, it&rsquo;s easier to identify and recruit great talent. It&rsquo;s easier to train, motivate and align employees to your values and business goals. It becomes easier to build a more productive workforce with cultural alignment. And it&rsquo;s easier to keep great people too.&nbsp;
&nbsp;
<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/brand-factsheet#gref" target="_blank" rel="noopener noreferrer">The CIPD 2008</a>&nbsp;guide 'A no nonsense approach to employer brand', define employer brand as '...a set of attributes and qualities, often intangible, that make an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture'.
&nbsp;
But what does it take to build an incredible employer brand? Here&rsquo;s our top tips to get you started and keep you on track;
&nbsp;
1. Understand where you are today&nbsp;
&nbsp;
There&rsquo;s no use pulling the wool over your eyes. The leaders in your business might not understand the reality of their current situation (and that includes you if you own the business). You need to discover what the people in your business think and feel and you need them to be honest. Without a solid foundation (the good, the bad and the ugly) you can&rsquo;t start to build that all important employer brand.&nbsp;
&nbsp;
Tip: Try using an anonymous&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">employee feedback platform</a>&nbsp;like ours!&nbsp;
&nbsp;
2. Find out what makes you special&nbsp;
&nbsp;
Let&rsquo;s assume you&rsquo;ve hired some people and you have some customers. Some people think you&rsquo;re at least &lsquo;good enough&rsquo; or else you&rsquo;d have neither. Find out how you attracted both and what attributes have made them stay. Whatever the reasons, you&rsquo;re obviously doing well so start here as your basis for improvement.
&nbsp;
3. Define your employer vision and values&nbsp;
&nbsp;
Your company vision will&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">align</a>&nbsp;your people towards a common goal. Your values are the personal attributes you need from each person to deliver the vision. Think about the attributes you value from your best employees.
&nbsp;
You can co-create values with your team. Then publish them on your website and make them visible so that people become familiar with them and can live and breathe them every day. Basing all your interview questions, review questions and reward structures around your values, will create a team that performs every day.
&nbsp;
4. Make sure your employees are your biggest advocates&nbsp;
&nbsp;
All your efforts are wasted if your existing employees don't sing the same tune. Authenticity comes from your employees being the strongest&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/what-does-the-future-of-work-look-like-for-a-new-starter" target="_blank" rel="noopener noreferrer">advocates</a>&nbsp;of your employer brand. The best companies do this by bringing their employees into the conversation. This is known as employee voice. Providing an anonymous platform for free speech and constructive feedback is proven to build a better business.
&nbsp;
If employees see real change based on their feedback, then they keep offering it. They also become more bought into the vision they are helping to create. This takes time but technology can play a huge part in this and help build more trust. Similarly using an external party to gather feedback can often be seen as a more trustworthy method too.
&nbsp;
5. Speak to Marketing&nbsp;
&nbsp;
Marketing is responsible for your customer facing brand. It goes without saying that they might know a bit about brand and promotion. Bring your marketing team into the conversation. Worst case scenario is that it helps you get the correct brand assets you need.
&nbsp;
Best case scenario is that your tactics align and efforts from both teams drive better outcomes for each other. You should treat your employer brand with the same love as you treat your company brand. Also consider how weird it looks if your messages aren't aligned.
&nbsp;
6. Develop a great narrative&nbsp;
&nbsp;
Building a great communication plan is vital to getting your message heard. Again your marketing team can help with this. Your audience needs to relate to it and it needs to be approachable. The tone of voice is vital, as is the alignment with your company values.
&nbsp;
Then think about how you intend to promote it. There are lots of ways to do this but social media is a great way to get maximum exposure. Choose the platforms where your prospective employees hang out to make sure effort is not wasted. This will also allow your current employees to interact and support you.
&nbsp;
7. Treat every applicant like a customer&nbsp;
&nbsp;
When the applicants come forward treat them with the respect that they deserve. They&rsquo;ve gone out of their way to respond to your job advert and they&rsquo;re a lot more nervous about approaching you than you are about speaking to them. They should enjoy the process and feel like their time and effort is valued. They should feel that the interview process is a two-way street and that they can interview you.
&nbsp;
If unsuccessful their experience should be one that they would repeat and recommend. If successful their onboarding experience should be memorable, welcoming and enjoyable. In short, they should be treated with a high level of attention (like every customer is) because you want them to stay and thrive.
&nbsp;
8. Be honest about your reputation&nbsp;
&nbsp;
And finally, don&rsquo;t get wrapped up in your success. Track it by reviewing the key performance metrics that matter. This could include application rates, employee feedback scores,&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/what-is-enps" target="_blank" rel="noopener noreferrer">eNPS</a>&nbsp;scores or employee retention scores. Great brands can fail if left unloved. So too can great employer brands. Don&rsquo;t become a victim of your success. Work at this every day and it will be the gift that keeps on giving.
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For more information on how to build a strong employer brand through employee feedback, speak to&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:alec@spacehr.co.uk" target="_blank" rel="noopener noreferrer">alec@spacehr.co.uk</a>.&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

8 top tips to build an incredible employer brand?

How to build a strong employer brand

If you spend time on social media, you don&rsquo;t need to look far to find a troll. These are people or accounts who show deviant, malicious or antisocial behaviour online. Their aim is to offend and trigger<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://skemman.is/bitstream/1946/28349/1/Predictive%20Factors%20of%20Facebook%20Trolling%20Behaviour_skemman.pdf" target="_blank" rel="noopener noreferrer">&nbsp;conflict.</a> This is an obvious and prolific form of cyberbullying.
Often trolls hide their true identity online, so it wouldn&rsquo;t be obvious if you had an internet troll in your team.&nbsp;O<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.sbs.com.au/news/one-in-three-australians-say-they-ve-been-trolled-online/c8ec0e27-cb88-4c94-9505-77554520b692" target="_blank" rel="noopener noreferrer">ne in three</a>&nbsp;people say they have experience of receiving abuse online. Sadly, we&rsquo;re not talking about something rare and unusual.
A<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.psychologytoday.com/gb/blog/your-online-secrets/201409/internet-trolls-are-narcissists-psychopaths-and-sadists" target="_blank" rel="noopener noreferrer">&nbsp;2014 study</a> showed those who said they enjoyed internet trolling had common personality traits. These included<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.psychologytoday.com/gb/basics/narcissism" target="_blank" rel="noopener noreferrer">&nbsp;narcissism</a>,<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.psychologytoday.com/gb/basics/dark-triad" target="_blank" rel="noopener noreferrer">&nbsp;Machiavellianism</a>,<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.psychologytoday.com/gb/basics/psychopathy" target="_blank" rel="noopener noreferrer">&nbsp;psychopathy</a>, and sadism. In short, trolls enjoy making you feel bad.&nbsp;
So if people are 'trolling' online, in their own time, with a hidden identity, should you care about having trolls in your team?
&nbsp;
Yes. You absolutely should.
Trolls are bullies. Their behaviour can lead to psychological damage of themselves and others. And there are many documented cases of where it has led to<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.smh.com.au/entertainment/celebrity/charlotte-dawson-death-twitter-criticised-for-failing-to-act-against-trolls-20140222-338z6.html" target="_blank" rel="noopener noreferrer">&nbsp;suicide</a>.
It's also very likely that these character traits and behaviours are present in the workplace (albeit to a lesser degree). Some believe that internet trolling is a way of discharging this type of behaviour so that it is less likely to appear face-to-face. Having a secret troll on your team means having someone who is unkind, aggressive and unwilling to be accountable for their actions. They aren't the ideal team member.&nbsp;
Having people that display these personality traits and enjoy spouting hate online is bad for culture and employee engagement. All organisations should have zero tolerance on bullying, whatever form it takes.
A great culture is built around a psychologically safe space, where people can be themselves and everyone is welcomed. Trolls can be hugely problematic for creating a healthy &amp; inclusive working environment.
&nbsp;
<h3>How can you protect your team from trolls?</h3>
The best way to protect your team is to research a potential recruit online before hiring them. Be careful here, this is not a forensic deep-dive into someone&rsquo;s online activity! If you can find evidence demonstrating trolling behaviour, this should be a red flag against welcoming them to your team.
More workplaces have gone remote and rely on written communication for every day interaction. This helps shape the culture of a team and build employee engagement. There is now more opportunity for people to bring their toxic habits into the workplace. The wrong thing to do is to monitor online behaviour of your employees. This can erode trust and create engagement problems of a different kind.
Allowing employees to provide regular<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;anonymous feedback is a</a> safe way for them to raise concerns. Employees can pro-actively share their thoughts about culture and engagement. This allows you to spot any signs of toxicity creeping in and address them before they grow.
In extreme cases, cyberbullying is<a style="color: rgb(0, 0, 0); background-color: transparent;" href="https://www.personneltoday.com/hr/how-can-hr-respond-if-an-employee-has-been-trolling-someone-online/" target="_blank" rel="noopener noreferrer">&nbsp;illegal</a>, it carries a prison sentence and a fine of up to &pound;5,000. As an employer, you are legally responsible for the actions of your employees whilst in your employment, even if you didn&rsquo;t know about it, or endorse it.
If an employee makes hateful comments online they can be traced back and may be considered to be representative of the business. Dealing with cyberbullying appropriately may be a legal obligation as well as a moral one. Many organisations are dealing with online behaviour &amp; social media in policies. If you are, it should cover trolls, cyberbullying and harassment.
The behaviours and traits of trolls and cyberbullies may creep into the workplace where they can be as damaging as they are online. Taking a zero tolerance approach on such attitudes is the only way to deal with trolls. Providing employees with a safe way to share concerns anonymously is an important way to protect the health of your organisation and its culture.
&nbsp;
To find out more about how Ten Space can help your employees to share feedback, find out more on our website<a style="color: rgb(0, 0, 0); background-color: transparent;" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer"> www.tenspace.co.uk</a>.

Trolls hide their identity online, so you won't always know they are in your team - but you may notice the impact they are having on engagement.

Is there a troll in your team?

A look at employment trends and what that means for employee engagement in 5 years time.

What does the future of work look like for a new starter?

For 11 years of my career I ran a digital marketing and brand agency. In the time I was there I worked on hundreds of brands for clients of all shapes and sizes, and in all fields and particularly loved the creative outcomes of the work we produced.
The term &lsquo;brand&rsquo; has a lot of different connotations. In retail, a brand often associates a product with it&rsquo;s manufacturer and gives a sense of identity and often value to the product. It can have tangible elements such as a logo, colours, typefaces, materials and slogans, all of which make the brand instantly recognisable and give it a sense of identity.
Good brands are consistent and well recognised. If you remove the logos and writing from a whole variety of consumer products you can still easily identify those brands by other facets such as colour and design.&nbsp;
Building an amazing brand inspires huge customer loyalty. The nirvana of any good brand is to inspire such deep rooted psychological love of the brand, that your customers won&rsquo;t consider other options. Personally I wouldn&rsquo;t consider any tech hardware options other than Apple.
The way that Apple products have been woven into the fabric of my everyday life means that it&rsquo;s different for me to move anywhere else now, but I also love the brand for a whole bunch of reasons including usability, design, marketing and of course the founder vision created by the late Steve Jobs.
For consumers, brands inspire loyalty. With that loyalty, your customers become sticky and keep on buying. But how does this brand loyalty transcend into your workforce?
&nbsp;
<h3>What is 'employer brand'?</h3>
In the same way that marketers create a compelling &lsquo;customer brand&rsquo; to inspire customer loyalty, so too must HR teams create a compelling &lsquo;employer brand&rsquo; that they can apply to the entire employee lifecycle.
All businesses have an employer brand. It&rsquo;s the way in which businesses differentiate themselves in the labour market to recruit, retain and engage people. It helps businesses gain a competitive edge in the recruitment of great people and establish greater credibility.&nbsp;
In the CIPD 2008 guide &lsquo;Employer Branding - A no nonsense approach&rsquo;, employer brand is defined as '...a set of attributes and qualities, often intangible, that makes an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture'.
In the wider context of the business, a solid employer brand should be linked to a company&rsquo;s values, policies, people strategy and external brand. Without this there can be a huge misalignment between the type of people that the company hires and their ability to deliver the brand promise outlined by the marketing team.&nbsp;
&nbsp;
<h3>Why is it so important?</h3>
Developing a high value &lsquo;employer brand&rsquo; can benefit a company in many tangible and intangible ways.&nbsp;
For marketers, a quality &lsquo;consumer brand&rsquo; makes it easier to attract, engage and retain customers and build extreme loyalty. This is known as the customer lifecycle. For HR people, adopting the same approach builds extreme loyalty with employees for the &lsquo;employee lifecycle&rsquo;
&lsquo;Employee lifecycle&rsquo; is the experience that an employee has with their employer. It can start way before they ever become an employee, but is associated with their experience of how they are recruited, onboarded, managed, rewarded, communicated to and ultimately how they exit.&nbsp;
Positive experiences in these areas will lead to a better &lsquo;employee experience&rsquo; and build an engaged employee that feels valued and respected by their employer. The payback here is that they usually want to work harder to adopt the company&rsquo;s mission , vision and values in their working behaviours. Even if a highly engaged employee chooses to leave the organisation, chances are they'll still add value by acting as a &lsquo;promoter&rsquo; of that organisation; telling everyone they know about their positive employee experience! Conversely a negative experience in one or all of these areas can have the opposite effect, as was experienced by Brewdog recently.
&nbsp;
<h3>How do you create and amazing employer brand?</h3>
This is where a blog could easily become a 100 page whitepaper. There is a written methodology to this, which is very similar to the marketing methodology around customer brands. This involves;
<ol>
<li>Discovery -&nbsp;Understanding more about your employees, your management and the&nbsp;current situation</li>
<li>Creation -&nbsp;Analysis the data from your discovery process and create an employee value proposition</li>
<li>Implementation -&nbsp;Getting the employee value proposition out there and embedding it into the culture</li>
<li>Maintenance -&nbsp;Ensuring that the company lives and breathes the employer brand through careful measurement and optimisation&nbsp;</li>
</ol>
This is not a one-off exercise, this is a strategic exercise and it&rsquo;s an ongoing exercise too. In just the same way that a consumer brand can be devalued overnight, so too can an employer brand so it&rsquo;s vitally important that building an employer brand is viewed as an exercise in continual improvement.&nbsp;
&nbsp;
<h3>Make a start today - The discovery!</h3>
Without a good discovery (or good research) you run the risk of making the wrong decisions or even reversing some of the good you&rsquo;ve managed to achieve. I&rsquo;ve seen first hand how the car industry invests millions of dollars into market research to ensure that they make good decisions about the future of their products. These sums are huge, but the consequences can be billion dollar losses.
Using great technology and great methodology to achieve a great discovery is helpful. Running workshops with your senior management, running focus groups with your employees and conducting employee engagement surveys are a great start. If you have a great way to collect this data, to measure improvement and importantly to understand &lsquo;what good looks like&rsquo; then you&rsquo;re taking your first steps in the right direction.&nbsp;
And as a final thought, don&rsquo;t get hung-up on the scores - these are often vanity metrics. Instead invest your energy in the qualitative feedback that comes back from your employees. That&rsquo;s where the great ideas come from that help you build a brand that your employees really buy into.
&nbsp;
We&rsquo;re here to help you make that start. Drop us a message on our contact form and we&rsquo;ll show you how.

Why should it matter so much to your business?

Your Employer Brand

There is a lots chatter on social media from recruiters and talent managers about the risk and challenges of mass resignations. They&rsquo;re referencing employees who have waited out the pandemic and are now looking to make a career move.&nbsp;
But there is also an equal amount of chatter about the lack of candidates in the market place and how difficult it is to find talent at the moment.&nbsp;
So which is it? We take a look at whether the &ldquo;great resignation&rdquo; is actually happening, how you can take advantage and how you can prevent it happening in your organisation.&nbsp;
&nbsp;
<h3>What is Driving the Great Resignation?</h3>
A recent&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf" target="_blank" rel="noopener noreferrer">survey by Personio</a>&nbsp;found that 38% of respondents planned to quit their job in the next six months to a year. This shift is largely due to the pandemic making people question their priorities. Right now, more and more people are setting off to pursue their dream jobs, or are quitting working life altogether to spend more time with their families. In fact, a whopping&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.hrdive.com/news/most-employees-would-grade-their-jobs-a-b-/553087/" target="_blank" rel="noopener noreferrer">50%</a> of employees say that they&rsquo;d sacrifice their salary for a job they enjoyed better. Times truly are a-changing!
<h4>But why now?&nbsp;</h4>
Many people have, up until this point, felt under-valued and unheard &ndash; a key reason for&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 culture</a>&nbsp;and employee stress. And while this feeling isn&rsquo;t anything new, the pandemic has pushed many of those who were already stressed and under pressure over the edge.&nbsp;
&nbsp;
<h3>Does The Great Resignation Present an Opportunity?</h3>
While &lsquo;The Great Resignation&rsquo; of 2021 may seem like a looming threat to all UK businesses, it may in fact have its own silver lining. Just as what comes up must come down, most of those who leave a workplace will eventually have to return to employment. But does that mean there&rsquo;s a pool of hot talent out there ripe for the taking? Well, yes. The only catch is that they may not want to work with you, or at least with you on a full-time, in-office basis.&nbsp;
Because many workers are now favouring remote or hybrid roles over in-person jobs, this presents companies with, depending on how you look at it, an opportunity or a predicament. On the one hand, there&rsquo;s a lot of hot talent out there willing to work on a remote or contractual basis for businesses. This allows the company in question to save on overheads and potentially employment costs. On the other hand, businesses that aren&rsquo;t willing to adapt to changing times may struggle to source the employees they need in-house, and stall as a result.&nbsp;
And it&rsquo;s not just about the office, either. Many employees have gotten so used to working from home that they realise how much they dislike their workplace in general. Office politics, bullying managers, and a lack of recognition are all factors that can play a role in an employee wanting to leave. So before you go thinking that The Great Resignation presents an opportunity, you need to make sure you&rsquo;re creating a great place to work.&nbsp;
&nbsp;
<h3>How Likely Are You to Lose Out?&nbsp;</h3>
This is an employer&rsquo;s biggest fear right now, and rightly so. While there&rsquo;s no way to accurately project how many of your employees will hand in their notice, there&rsquo;s one key indicator &ndash;&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 engagement.</a>&nbsp;
Because The Great Resignation all boils down to employee satisfaction (or dissatisfaction), any business with a&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/what-is-enps" target="_blank" rel="noopener noreferrer">low eNPS score</a> is at risk of losing a large chunk of their workforce. Employees will simply choose to work somewhere better.
&nbsp;
<h3>How Can You Take Advantage of The Great Resignation?</h3>
There are two ways you can take advantage of The Great Resignation:
<ol>
<li>Hire hot new talent</li>
<li>Give your existing workplace a much-needed shakeup and retain your current talent</li>
</ol>
In either case, it&rsquo;s imperative that your workplace lives up to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://hbr.org/2021/05/what-your-future-employees-want-most" target="_blank" rel="noopener noreferrer">the standards that a 2021 employee wants</a> to see. Because although &lsquo;The Great Resignation&rsquo; is an unprecedented event, there&rsquo;s likely been a complete shift in the mindset of the modern worker. This means that things probably won&rsquo;t go back to the way they were. Employees now want their workplaces to tick most of their boxes, and they won&rsquo;t be afraid to leave swiftly if otherwise!&nbsp;
Whether you choose option 1 or 2 from this list, one thing remains constant: great employee satisfaction rates are key to a thriving business in the modern age. Try as you might to hire that hot new talent floating around, if you&rsquo;re refusing to adapt to changing expectations, they&rsquo;ll be gone before you know it.&nbsp;
&nbsp;
<h3>How Can You Increase Employee Engagement Rates?&nbsp;</h3>
There&rsquo;s no straightforward answer to this question, because every business is different, with unique strengths and challenges that only the employees can tell you. From micro-managing leaders, to&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 workplace cultures</a>&nbsp;and lack of adequate&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/duty-of-care" target="_blank" rel="noopener noreferrer">Duty of Care</a>, the list of things that can negatively impact how it feels to work in an organisation is significant. But don&rsquo;t let that scare you away from inviting your employees to share feedback. In fact, this is the most important thing you can do to boost employee engagement, and is the first step to creating a better working environment.&nbsp;
Using an anonymous employee engagement tool such as&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>&nbsp;can give you extremely valuable insights into how your workers are feeling. You&rsquo;ll receive honest feedback presented in a quantifiable&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/what-is-enps" target="_blank" rel="noopener noreferrer">eNPS score</a>, so that you can begin to understand exactly which areas need attention.&nbsp;
While we could talk all day about what you can do to increase employee engagement, here&rsquo;s a non-exhaustive list of the things you&nbsp;shouldn&rsquo;t&nbsp;do:&nbsp;
&nbsp;
<h3>What NOT to Do:</h3>
DO NOT Throw More Salary at the Situation
We hear the phrase &lsquo;money can&rsquo;t buy happiness&rsquo; probably a lot more than we&rsquo;d like, but there&rsquo;s an awful lot of truth within it. If you&rsquo;re&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-stress-impacts-on-creativity-in-the-workplace" target="_blank" rel="noopener noreferrer">overworking your employee</a>, or not giving enough back, you might assume that &lsquo;overpaying&rsquo; them will balance everything out, but&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/the-impact-of-salary-on-employee-engagement" target="_blank" rel="noopener noreferrer">higher salary doesn&rsquo;t positively correlate with higher employee satisfaction rates.</a>&nbsp;
That&rsquo;s because an &lsquo;overworked&rsquo; employee is likely to be&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-stress-impacts-on-creativity-in-the-workplace" target="_blank" rel="noopener noreferrer">feeling stressed</a>&nbsp;out with deadlines, undervalued for their hard work, or simply in need of a better work-life balance. That&rsquo;s what being &lsquo;overworked&rsquo; really means. Anyway, the best way to cure an overworked employee is to get to the bottom of&nbsp;why&nbsp;they&rsquo;re feeling overworked i.e. employee feedback.&nbsp;
&nbsp;
DO NOT Focus On New Things You Can Introduce, Rather Than Fixing Existing Problems
Another common conclusion that business owners jump to in order to solve low workplace engagement is to spend additional money and budget on treats and rewards. And while this sort of thing might just boost employee engagement rates in an already happy workplace, it&rsquo;s not a cure for most common causes of employee discontent.&nbsp;
Bad leadership is one of the most common issues that lead workers to resign, accounting for at least&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://news.gallup.com/businessjournal/182792/managers-account-variance-employee-engagement.aspx" target="_blank" rel="noopener noreferrer">70% of variance in employee engagement scores</a>. This is why it&rsquo;s imperative to&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">train your managers to be great leaders</a>, rather than focusing on a superficial or aesthetic area of your business. Again, anonymous feedback really is the only way of accessing the insights you need to make positive changes within your management team.
&nbsp;
DO NOT Take For Granted The Team You Already Have&nbsp;
You need to be especially sure that you are doing enough to make your existing team stay. Things like having great recognition schemes in place, long term career paths and that all important focus on wellbeing will all ensure that when opportunity calls, your team don&rsquo;t answer.&nbsp;
If you aren&rsquo;t sure if you have people thinking of leaving, that&rsquo;s when an engagement survey can help once again. Low engagement in particular teams might be a good indication that you need to pay more attention and tackle issues before they turn into resignations.&nbsp;
&nbsp;
<h3>Summary</h3>
The Great Resignation poses a major threat to businesses who for years have allowed issues to lay under the radar. Now they face an &lsquo;adapt or die&rsquo; situation, which will force them to change their workforce for the better by actually listening to how their employees feel.&nbsp;
Whether you&rsquo;re confident that your employees will stay, or you fear a pile-up of resignation letters on your desk, now is the time to act. Find out how your employees are feeling, make the changes you need to encourage them to stay, and attract hot new talent with your newly improved workplace.&nbsp;
&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 with us</a>&nbsp;to see how we can help you take full advantage of The Great Resignation.&nbsp;

Is It Really Happening? How Can You Protect Your Organisation?

The Great Resignation

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

For the last 20 years, I've been designing, building, supporting and managing technology and software teams in organisations ranging from tiny startups through to major multinational companies.
Some of those companies are "tech" companies and some are major brands for whom technology, although key to their success, is not their main value. With diverse experience in industries from logistics, through multi-national telecommunications, "generalist" tech giants and human capital management, even my time working in online dating has helped me spot some similarities; as a tech leader something I've always found hard is recruiting, retaining and motivating the high calibre talent that my teams have really needed to succeed.
I know I'm not alone in this. No matter what industry you're in or what your team's area of expertise is, I'm sure that as a leader you've experienced similar challenges. It always boils down to the same thing: good, skilled staff are hard to find and always have plenty of options elsewhere. If you're not their employer of choice, why would they want to work with or for your&nbsp;organisation? If they don't want to work with your&nbsp;organisation, why would you expect them to stay?
&nbsp;
<h3>Why would you stay?</h3>
Any half-way decent book on modern management will tell you that diversity is a great thing. It helps teams to uncover solutions that they wouldn't have thought about without those differing viewpoints. It helps to build a stronger team as individuals bring their own unique strengths to complement the areas where others may struggle. It even helps individuals to grow, learn new skills and develop themselves in ways they wouldn't otherwise have.
With that diverse team comes differing drivers, differing needs and differing ways of thinking and working. You may know why you love what you do, but do you truly know what motivates your team (and potential future team)?
Maybe you do. Maybe you don't need any help from employee engagement experts like Ten Space
After years of searching, I've come to realise that the people I need to make sure my team succeeds aren't all like me. And I don't want or need them to be either. To hire, retain and excite the diverse talent my teams needed, I've had to reach them and satisfy their needs in ways that, personally, don't always motivate or drive me. The key to making sure that those teams continue to perform at their best has always been in ensuring that the team's voices are heard and understood, taking actions to make sure that even the quietest of colleagues is properly listened to.
Among the many reasons I wanted to join Ten Space was the opportunity to help teams to hear the voices inside.
&nbsp;
Ten Space's employee engagement experts are able to provide amazing guidance to clients. In order to make sure that support is the best possible for their clients' teams, we have to do everything we can to provide even the quietest person a way to give crucial feedback. Underpinned by our <a style="background-color: transparent; color: rgb(219, 62, 98);" href="https://www.spacehr.co.uk/employee-promise" target="_blank" rel="noopener noreferrer">employee promise</a>, the technology that my tech team is delivering on every day is built with anonymity and safety in mind to make sure that safe space is provided, respected and guaranteed,&nbsp;in a way that is most convenient for those clients' team members.
&nbsp;
We're reaching those team members in ways that nobody else can and making sure that they have a safe way to express themselves easily, honestly and openly.

Dan shares his "why" as he joins the Space HR team

Our CTO shares his thoughts on what employee engagement means to him

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>

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

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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.                

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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.

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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.

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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 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"

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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