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

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

Toxic Culture

A watch out for remote working & hybrid working

Can you hear me at the back?

Employee engagement is where employee happiness and alignment to your business goals meet.&nbsp;
Focusing on employee engagement can supercharge the performance of your business and deliver tangible results.
But what about the reverse? Does low employee engagement increase costs in your business? Let&rsquo;s take a look at some of the costs of low engagement. Some that you can easily calculate and others that are hidden.&nbsp;
&nbsp;
<h3>Your business at 100 employees</h3>
Here are just&nbsp;some of the headline costs of low employee engagement we&rsquo;ve calculated for a business with 100 employees:
Replacement of Talent : &pound;7,500
Temps or Contractors : &pound;19,300
Sickness / Absence Payments : &pound;14,732
Under Performance: &pound;386,000
<h4>TOTAL PER ANNUM: &pound;427,523</h4>
&nbsp;
I&rsquo;m sure you&rsquo;ll agree, this is a HUGE sum, particularly when you consider that a business of this size may only have revenues of &pound;5m.
Below, we&rsquo;ll talk through how we&rsquo;ve calculated these figures. There&rsquo;s some maths we&rsquo;re going to use, that will help to bring these costs to life. Time to get your calculator out!&nbsp;
&nbsp;
<h3>Your wage bill</h3>
The average UK salary in 2020 for full time employees was<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours" target="_blank" rel="noopener noreferrer">&nbsp;&pound;38,600.&nbsp;</a>Sticking with 100 staff, let&rsquo;s assume an annual wage bill of &pound;3,860,000.&nbsp;
Without taking into account national insurance, pension, benefits costs etc. - that&rsquo;s nearly &pound;4,000,000 invested in people.
Now think of this as a figure to be defended. If you were paying &pound;4m to an agency, you&rsquo;d be wanting to extract every ounce of value from your spend. It&rsquo;s the same with employee engagement. An engaged team will provide a much higher amount of value for your &pound;4m investment.&nbsp;
&nbsp;
<h3>Replacement of Talent&nbsp;</h3>
A disengaged employee will leave (or even worse they could stay!).&nbsp;
It&rsquo;s hard to accurately measure the cost of an open vacancy, but there are certainly opportunity costs of a vacancy and the impact it has on other members of the team. These impacts often more than off-set the salary saved whilst you&rsquo;re recruiting.&nbsp;
For our calculations, maybe you are replacing some of the vacancies temporarily with temps, or paying contractors to pick up the slack. Let&rsquo;s modestly add in the cost of 50% of one of your team here in temporary resource across the year: &pound;19,300.
The average employee turnover rate in the UK is&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.monster.co.uk/advertise-a-job/hr-resources/workforce-management-and-planning/staff-retention/what-is-the-ideal-employee-turnover-rate/#:~:text=The%20UK%20average%20employee%20turnover,this%20varies%20drastically%20between%20industries.&amp;text=Industries%20with%20traditionally%20low%20turnover,accept%20them%20as%20the%20norm." target="_blank" rel="noopener noreferrer">15%</a>. So in our company of 100, 15 employees are likely to leave each year.&nbsp;
Maybe you replace them all via an employee referral fee that you pay to your team, say &pound;500 per role. That&rsquo;s &pound;7,500 per annum to replace your 15 roles.&nbsp;
Maybe you use a recruitment agency to help you to recruit. With a very modest fee of 10% salary for each role - &pound;3,860 x 15, that comes in at &pound;57,900 to replace your team via agency per year.&nbsp;
Or maybe you have an internal resource to help you with recruitment - say &pound;35,000 per year?&nbsp;
Other costs include un-budgeted salary increases, often incurred whilst trying to rescue a dis-engaged team member and convince them to stay. Evidence suggests that these rescue plans don&rsquo;t last long term, you&rsquo;re unlikely to see a return on investment for this spend.&nbsp;
&nbsp;
<h3>Sickness / Absence&nbsp;</h3>
Not all sickness/absence in a business is down to disengagement of course, but high engagement can make a big difference.
The average number of annual sickness/absence days in the UK is 6.4. Reducing this by 1 per person (to 5.4) would save &pound;147. Across the business that&rsquo;s a total saving of &pound;14,732 in company sick pay.
&nbsp;
<h3>Under Performance&nbsp;</h3>
Whilst underperformance is difficult to measure, we can put some numbers against it.
What if every employee was operating at 10% below their maximum potential? Maybe they&rsquo;re making poor decisions, or not pushing hard enough for that critical client deadline. Maybe they&rsquo;re doing a whole bunch of personal things at work. Maybe they&rsquo;re taking twice as long to do a task than they should. Based on your wage bill, that&rsquo;s &pound;386,000 in lost performance.&nbsp;
&nbsp;
<h3>Lost Sales / Lost Customers&nbsp;</h3>
What if your sales team isn't highly engaged? Or if your customer churn is high because the team is not servicing accounts well?
What is the value of a lost sale in your business, or the annual value of a lost customer?
&nbsp;
<h3>Reputation&nbsp;&nbsp;</h3>
Could you measure the cost of your employer and customer reputation being lower than you&rsquo;d like? Maybe you are missing out on clients, or on employees who don&rsquo;t want to work with you as they know it&rsquo;s not a great place to be?&nbsp;
&nbsp;
<h3>Shareholder Value /&nbsp;Company Value&nbsp;</h3>
Highly engaged teams are also valuable teams. High value and performance translates to shareholder value and dividends. A demonstration of a highly engaged team can be a real selling point when it comes to securing investment for your business. Don&rsquo;t think the investors can&rsquo;t tell if your team isn&rsquo;t engaged as they walk through to your boardroom.&nbsp;
&nbsp;
<h3>Wellbeing and Happiness</h3>
This is the ultimate &ldquo;unmeasurable&rdquo;. What is the happiness and wellbeing of your team worth to your business? What&rsquo;s it worth to the employee?&nbsp;&nbsp;
We can&rsquo;t put a price on our happiness, or on our health - but our employees are entrusting their businesses and leaders with it every day that they come to work. It&rsquo;s this last point that really gets to the heart of why employee engagement matters.&nbsp;
&nbsp;
<h3>Conclusion&nbsp;&nbsp;</h3>
So my calculation of the cost of low engagement to a business of 100 staff was&nbsp;&pound;427,523.
Some might say this seems high, others a little low, but I hope I've helped justify my argument a little here.&nbsp;
Whilst using an employee feedback platform as the basis for an engagement action plan, won&rsquo;t save you the full &pound;427,523, it&rsquo;s very likely to save you a huge amount more than you pay for it. For a business of 100 staff, the annual cost of using our platform is less than 2% of this figure.
Hopefully, this should provide a solid business case for putting employee engagement at the top of your agenda and spending list!

A look at the additional costs that low engagement may create

The Cost of Low Employee Engagement £££

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

The Dangers Of Ignoring Feedback

If you&rsquo;ve been around in business for a while, you&rsquo;re probably already familiar with the&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.medallia.com/net-promoter-score/" target="_blank" rel="noopener noreferrer">NPS system.</a> NPS - or Net Promoter Score - is a reliable way of measuring customer satisfaction, offering insight into how likely your customers are to recommend your products or services.&nbsp;
More recently however, the traditional NPS model has been redesigned to evaluate employee&nbsp;satisfaction. Known as eNPS, it is now a very popular system in the world of HR. But&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/enps---why-recruiters-need-to-take-it-seriously" target="_blank" rel="noopener noreferrer">what is eNPS</a>? And how does it benefit businesses?&nbsp;
&nbsp;
<h3>The History of NPS</h3>
Before we take a look at what eNPS is, it&rsquo;s worthwhile having a bit of background knowledge about NPS - the &lsquo;gold standard&rsquo; customer experience measurement. Developed by Bain and Company in the early 2000s, the&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.bain.com/consulting-services/customer-strategy-and-marketing/customer-loyalty/" target="_blank" rel="noopener noreferrer">Net Promoter System</a>&nbsp;is used by millions of businesses today to gauge how satisfied their customers really are.&nbsp;
&nbsp;
<h3>How is NPS Measured?</h3>
NPS is measured by asking customers a simple question - &ldquo;How likely are you to recommend [Us/ Our Products / Our Services] to a friend or colleague?&rdquo;
Those being surveyed must provide a rating between 0 (not at all likely) and 10 (extremely likely).
The respondents answers are then translated into an NPS score, which is broken down into 3 categories:&nbsp;
<ul>
<li>Promoters&nbsp;-&nbsp;these are the respondents who score your company, product or service 9 or more. They are the most loyal customers, and will happily &lsquo;promote&rsquo; your business for you.&nbsp;</li>
<li>Passives&nbsp;-&nbsp;those who respond with 7 or 8. These people are content with your offering, but aren&rsquo;t going to shout your praises from the rooftops.&nbsp;</li>
<li>Detractors&nbsp;-&nbsp;these are the dissatisfied customers, who respond with a score of 6 or below. They&rsquo;re unlikely to do business with you again, and may discourage others from doing so.&nbsp;</li>
</ul>
To calculate your company&rsquo;s final NPS score, you must subtract the percentage of detractors from the percentage of promoters.&nbsp;
For example, if&nbsp;60%&nbsp;of respondents are promoters, and&nbsp;20%&nbsp;are detractors, your Net Promoter Score is&nbsp;40.&nbsp;
&nbsp;
<h3>How Does a Business Use NPS to Their Advantage?</h3>
Having your Net Promoter Score written out in black and white offers many advantages. It allows you to understand the sustainability of your practices, what key issues are letting your business down, and how much you should be investing into your customer service.&nbsp;
Because NPS surveys are either sent out on a regular basis, or after customer&rsquo;s interaction with your company, it offers real-time insights into what you could improve. This makes it a great way of creating a benchmark for a company&rsquo;s success.&nbsp;
So where does eNPS come into all of this?
&nbsp;
<h3>What is eNPS?</h3>
eNPS takes the principles of the Net Promoter System, and uses them to measure employee satisfaction and loyalty. When used in addition to&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">employee engagement surveys</a>, the Employee Net Promoter System can help reduce staff turnover, increase employee satisfaction, and save businesses a considerable amount of money in recruitment costs. Moreover, it ensures that people in your business can provide feedback and contribute to the overall vision.
Just like traditional NPS, eNPS involves employees being asked one, or a series of questions about how likely they are to recommend their workplace to friends and family.&nbsp;
&nbsp;
<h3>What Are the Benefits of eNPS?</h3>
Much like traditional NPS, eNPS offers businesses a chance to gain instant, black and white insight into how their employees are feeling. When used effectively i.e. with a series of follow-up questions, the eNPS system offers a quick way for employees to regularly give valuable feedback.
Here are some of the major benefits of eNPS:&nbsp;
<ul>
<li>It&rsquo;s quick, simple and straightforward, making it attractive to employers and employees alike&nbsp;</li>
<li>It delivers higher response rates than longer, more time-consuming surveys</li>
<li>It&rsquo;s a simple metric to use as a benchmark for your company</li>
<li>Regular eNPS surveys makes your employees feel like you value their feedback</li>
<li>eNPS is anonymous and unbiased, making it an excellent measurement tool for&nbsp;<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.spacehr.co.uk/blogs/employee-engagement---why-consistency-is-critical" target="_blank" rel="noopener noreferrer">employee engagement</a></li>
<li>It&rsquo;s cost-effective, allowing you to&nbsp;<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">check in with your employees with a simple text</a></li>
<li>It typically saves companies money on administrative and recruitment costs</li>
<li>Companies with good eNPS scores tend to attract the top-performing workers in their sector</li>
</ul>
&nbsp;
<h3>What is Considered a Good eNPS?</h3>
While there&rsquo;s no definitive answer of what is a &lsquo;good&rsquo; or &lsquo;bad&rsquo; eNPS, a threshold of between 10-30 is the satisfactory benchmark most companies will aim for. And while these numbers may seem quite low, it&rsquo;s important to remember that eNPS can range from anywhere between -100 and 100.&nbsp;
&nbsp;
<h3>How to Use eNPS Effectively</h3>
The simplicity of eNPS is what makes it so great, but it must be used correctly in order to be effective. Here are our top tips for implementing the eNPS system effectively.&nbsp;
1.&nbsp;Use Employee Engagement Software
<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://learn.g2.com/sms-marketing-statistics#:~:text=66%25%20of%20consumers%20either%20prefer,generates%20higher%20engagement%20than%20email." target="_blank" rel="noopener noreferrer">Studies show</a>&nbsp;that people these days are 134% more likely to reply to a text than an email. This means that the most effective way to implement the eNPS system is via a popular messaging platform, like&nbsp;<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">Whatsapp.</a>
Outsourcing your eNPS to trusted HR professionals and offering anonymity in the process will also guarantee impartiality in respondents, and will likely be more cost-effective than doing it in-house.&nbsp;
2. Listen to Your Employee Feedback
One of the biggest pitfalls for companies is that they don&rsquo;t act on the feedback provided by respondents on their eNPS surveys.
Staff feedback is so integral to the health of your company, and if your workers see a positive change following the survey, they&rsquo;ll reward you with stronger loyalty and higher engagement rates.&nbsp;
3.&nbsp;Always Expand On Your Questions
What good is asking your employees for ratings if you don&rsquo;t find out the&nbsp;rationale behind their answers? Expanding on responses is key to ensuring you get the information you need to make improvements within your company.&nbsp;
This is another reason to outsource your eNPS surveys to&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">HR professionals</a>, and it will guarantee you receive valuable insights that are worth every penny.&nbsp;
&nbsp;
eNPS is a cost-effective and easy-to-implement tool that every employer should be using to&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/employee-engagement---its-not-about-solving-problems" target="_blank" rel="noopener noreferrer">increase employee engagement.</a>&nbsp;If you&rsquo;re interested in finding out more about how we can help you increase employee retention and boost workplace morale using eNPS contact&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">Victoria</a>&nbsp;or&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:alec@spacehr.co.uk" target="_blank" rel="noopener noreferrer">Alec</a>.

And how can it help your business achieve its vision?

What is eNPS?

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

Want To Become a Fantastic Leader?

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

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

How can employee feedback change your business?

Inspired by&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.un.org/en/observances/international-day-of-families" target="_blank" rel="noopener noreferrer">International Day of Families 2021</a>, we decided to take a closer look at how technology has changed over the past year, and impacted family life as a result. While many might argue that technology has driven us apart in recent years, social distancing has given the connective power of technology fresh relevance.
&nbsp;
Here&rsquo;s why we think technology is, today, more important than ever before to our personal, working and familial lives.&nbsp;
&nbsp;
Technology Has Connected Us Through Hard Times
However much of a technology-phobe you might have considered yourself in the past, it has proven so valuable to our relationships throughout the pandemic. FaceTime, Zoom, Whatsapp, and Google meet have allowed vulnerable relatives to keep in touch with their loved ones. Perhaps we outdid the Zoom quizzes just a little bit. But there&rsquo;s no denying the sense of connection we enjoyed sharing laughs with our loved ones in the moment.&nbsp;
&nbsp;
A Technological Shift in Businesses and Education
It&rsquo;s easy to reduce technology down to just social media and communication, but it is so much more than that. Major advancements in technology this year have made all aspects of our lives easier. Think about home deliveries, online appointments and e-learning opportunities.&nbsp;
&nbsp;
Businesses and teaching institutions have been forced to harness the true power of technology and make their products and services accessible for all. This has been particularly crucial for our vulnerable community members and their families, who have often been overlooked by companies hungry for footfall.&nbsp;
&nbsp;
Work From Home is Now the Norm
A&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.flexjobs.com/blog/post/survey-productivity-balance-improve-during-pandemic-remote-work/" target="_blank" rel="noopener noreferrer">2020 survey conducted by FlexJobs</a>&nbsp;found that 96% of workers desire some form of remote work. And if you thought that was staggering, a whopping 27% of them said that they would be willing to take a 10-20% pay cut just to be given that freedom. If this doesn&rsquo;t say something about&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/can-flexible-working-improve-engagement" target="_blank" rel="noopener noreferrer">the impact of remote working on employee satisfaction</a>, we don&rsquo;t know what does!&nbsp;
&nbsp;
Of course, the pandemic quite literally&nbsp;forced&nbsp;businesses to allow their staff to work from home - many of whom, pre-pandemic, would have considered remote working impossible for their company. Funny how much a business can change their minds when delivered an ultimatum!
&nbsp;
Naturally, those with families have largely welcomed remote working with open arms. It helps workers maintain a better work/life balance, and massively reduces the cost of childcare, which, of course, can be extremely expensive.&nbsp;
&nbsp;
We&rsquo;ve All Saved Humongous Amounts of Time
Regardless of how you&rsquo;ve used technology over the past year, you can be sure it&rsquo;s saved you time.&nbsp;
&nbsp;
Instead of nipping out to do the groceries, we fill our virtual baskets on Deliveroo and our order&rsquo;s with us in 30 minutes. Rather than waking up at 6am to get ready for a pre-work networking event, we roll out of bed at 7.30am and switch our webcams on. No more sitting in tailbacks afterwork on a Friday, we simply get up from our at-home desks and crack open the wine.&nbsp;
&nbsp;
All this extra time can be spent focusing on the things that matter most to us in our life, like family. It&rsquo;s no wonder that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://globalnews.ca/news/7397575/covid-19-family-relationship-research/" target="_blank" rel="noopener noreferrer">families feel like they&rsquo;ve become closer</a>&nbsp;throughout the pandemic.&nbsp;
&nbsp;
We&rsquo;re so proud to be a business at the forefront of this new technological movement. We provide solutions that help companies improve employee satisfaction, so that everyone can love what they do.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Visit our website</a>&nbsp;to see how we can help your business.&nbsp;

We've taken a closer look at how technology has impacted on families over the last year.

How Technology Has Helped Families Through the Pandemic

I&rsquo;ve recently completed the most fantastic programme called FreelanceHer100. The first of its kind, it was designed to help 100 freelance and self-employed women in Greater Manchester to establish and grow their businesses. It came at the perfect time for me, when I was establishing Space HR. When I saw it was being led by Naomi Timperley, I knew I HAD to get on that programme!&nbsp;
The core of the 12 week programme was two sessions a week. One based on the topics that mattered to us as business owners. The speakers were phenomenal business experts and those who had trodden the path before us. They shared their expertise, wisdom and answered all our questions! The second session was a weekly group mentoring session.&nbsp;
I have to admit, I was a little disappointed when I heard it was group mentoring. Despite my background in HR, I&rsquo;d never really come across this approach to mentoring before. It wasn&rsquo;t something I&rsquo;d seen in action and I couldn&rsquo;t quite work out what to expect. How could I get the advice and support I hoped for, with others in the room?&nbsp;
I was completely wrong to be sceptical! It turned out to be an incredible experience and one that I would absolutely recommend to businesses looking to support their talent and provide creative avenues of development.&nbsp;
&nbsp;
There seems to be a few key elements to a successful mentoring group&hellip;.&nbsp;
Firstly, you need a flippin&rsquo; awesome mentor! Enter, Tina Boden...! Tina runs a number of different businesses and is a business mentor to others, she is the best of the best! As a mentor, she needed to know what to talk about, how to do it and have experience to draw upon. Tina brought the group together and showed us how we could get the best out of the sessions.&nbsp;
Secondly, you need a shared goal. All the women had roughly the same goal and outcome; to establish and / or grow their business. This meant we had shared experiences, concerns, fears and challenges and the aim was to work on them together - with the guidance of Tina.&nbsp;&nbsp;
Finally, you need a WhatsApp group! A lot of the joy of this experience was connecting with a new group of people. This has to happen outside of the group, as well as inside of it.&nbsp;
&nbsp;
Each week, Tina would know where to explore and take our conversation, so that we were discussing the topics that mattered the most to us that week. We&rsquo;d share our own experiences, give advice, sign-post and recommend.&nbsp;
We of course talked about business, I learned a huge amount from the group and moved my business forward massively as a result. But I also found a community and incredible support from an unexpected place. The joy of celebrating successes with the group was inspiring each and every week. There were usually tears and emotions too and we just let it happen. If a listening ear was what we needed that week, then it was the perfect place to let those feelings out - with a group who understood.&nbsp;
&nbsp;
For some, that sounds awful - but don&rsquo;t let that put you off! Remember we made that mentoring group what we all needed it to be at the time. Fast forward 6 months to bring us back together, we&rsquo;ll be in a different phase of our businesses, not in lockdown (I hope), so our group might have a different output and focus. That&rsquo;s the skill of the seasoned mentor, to identify what the group needs and steer them in the right direction.&nbsp;
I believe group mentoring can be powerful inside an organisation too. Bringing together a group of people with a common purpose is really inspiring. It allows them to network, share, impress each other and build connections. Imagine if your talent programme wasn&rsquo;t built around competition to be the best, but was built around a group of people collaborating to achieve more together. That fits my values much more closely.&nbsp;
One-to-many mentoring can really super-charge the learning experience and bring a different dynamic to mentoring. Rather than benefiting from the experience of one person, you benefit from many, along with community and networking that can last a long time after the sessions have ended.&nbsp;
I&rsquo;m a total convert, scepticism long gone! I&rsquo;ve accelerated my business and found a group of people who I know will be on the journey with me for a long time to come.&nbsp;

Group Mentoring

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

Case Study

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

CEO / Founder

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

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

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

Insightful articles, hints &amp; tips and company news

Featured Blog

Take our survey platform for a test drive and see what it can do for you and your business.

See how B-Secur used their 81% completion rate to inform engagement policies and strategies through Ten Space.

Featured Case Study

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Take our platform for a test drive and see what it can do for you and your business. Our team are here to answer all your questions.

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learn more about employee experience &amp; retention

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

Survey using Email, WhatsApp and SMS. Easily reach your deskless mobile and remote workers with surveys so everyone can share their ideas and feedback.

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

Educational content - book now or watch on-demand

Employee Engagement

Employee Retention

Team Performance

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