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Fashion, football, factories, festivals, and arguably the best music scene in the world - just some of the many things Manchester is famous for. Once dubbed &lsquo;Cottonopolis&rsquo; and &lsquo;England&rsquo;s Second City&rsquo;, this incredible place has been a beacon for British businesses throughout modern history.
Of course, a lot has changed since the industrial revolution, and yet Manchester has effortlessly evolved with the times. It&rsquo;s now the&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://technation.io/news/tech-nation-report-2020/" target="_blank" rel="noopener noreferrer">fastest growing tech city in Europe</a>, and we couldn&rsquo;t be prouder to be here.&nbsp;
Here are some of the top reasons why we think Manchester is such an awesome city for businesses, freelancers, and workers in the digital space.
&nbsp;
<h3>New Opportunities Are Created Every Day</h3>
From the textile boom to the tech boom, Manchester has been a thriving hub for new businesses for the past 300 years. The city employs over&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://technation.io/bright-tech-future/" target="_blank" rel="noopener noreferrer">100,000 workers in the digital economy</a>, with new jobs created every single day. Even in its mid-pandemic state, the digital sector continues to thrive. A surge in demand for remote working tools, video conferencing, e-commerce functionality has put tech at the forefront of the entire economy&rsquo;s bounce back effort.&nbsp;
While a lot of companies had to make cuts and stall recruitment over 2020, many are now planning to hire new staff this year. Manchester Digital has reported that over&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://businessmanchester.co.uk/2021/04/30/north-west-business-confidence-highest-in-the-uk/" target="_blank" rel="noopener noreferrer">71% of respondents</a>&nbsp;to its survey said they would onboard in 2021, with 70% planning to introduce brand new roles. See? We told you we were excellent at evolving!&nbsp;
&nbsp;
<h3>It&rsquo;s an Optimistic Haven</h3>
It would be a lie to say that everything&rsquo;s always rosey in Manchester. After all, it does rain here 140 days a year on average! And although the pandemic has indeed brought forth a lot of suffering, Manchester&rsquo;s wider community has never lost its &lsquo;glass half full&rsquo; spirit.&nbsp;
A recent survey by the Business Barometer found that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://businessmanchester.co.uk/2021/04/30/north-west-business-confidence-highest-in-the-uk/" target="_blank" rel="noopener noreferrer">business confidence in the North West and Manchester rose to 29%</a>&nbsp;- the highest reading since 2018, and the highest figure in the UK! The feeling is so tangible that you can practically smell the optimism in the air - or is that just our favourite restaurant opening back up?&nbsp;
&nbsp;
<h3>It&rsquo;s Amazingly Accommodating</h3>
No matter what sort of thing you&rsquo;re into, Manchester can accommodate. It offers some of the hottest nightlife, music venues, cafes, history and culture hotspots in the whole of the UK - all accessible by fantastic transport links. The city&rsquo;s frequent tram services allow you to forget all about timetables - which is great news for those whose zoom meetings frequently run over!&nbsp;
Manchester is also home to a student population of&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.investinmanchester.com/why-manchester/talent/universities" target="_blank" rel="noopener noreferrer">over 100,000</a> - one of the largest in Europe. This makes it the perfect place to establish symbiotic relationships between fresh talent and startups ready to grow.&nbsp;
To put it simply, we absolutely love Manchester, and we couldn&rsquo;t be more excited to contribute to its digital sector with cutting-edge technology that helps businesses improve employee engagement and thrive.&nbsp;
If you&rsquo;re a fellow digital business interested in collaborating to celebrate this sensational city,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://spacehr.co.uk/" target="_blank" rel="noopener noreferrer">get in touch with us</a>!&nbsp;
&nbsp;
Photo by&nbsp;<a style="background-color: transparent; color: rgb(219, 62, 98);" href="https://unsplash.com/@mrwilliamo?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" target="_blank" rel="noopener noreferrer">William McCue</a>&nbsp;on&nbsp;<a style="background-color: transparent; color: rgb(219, 62, 98);" href="https://unsplash.com/s/photos/manchester?utm_source=unsplash&amp;utm_medium=referral&amp;utm_content=creditCopyText" target="_blank" rel="noopener noreferrer">Unsplash</a>

Why Manchester Is Such an Awesome City for Digital Businesses

Tech in the North West

What do you do with crazy high engagement scores?
Take your business international! Read our Case Study of how we're working with BEAM Fieldwork.&nbsp;
One of Ten Space&rsquo;s first ever clients was is the wonderful BEAM Fieldwork.
Amy, the MD, leads a small but perfectly formed team of research professionals. Organising market research studies for large and well known brands.
When we first started working with Amy, we were in the thick of the pandemic. She had a number of team members who were on furlough and she was uncertain about the impact it was having on the team and what the path out the other side of lockdown looked like.
We worked with Amy to build an anonymous survey, which we sent out to the team via WhatsApp. This method worked for a team who weren&rsquo;t all sat in front of emails, depending on if they were on or off furlough at the time.
We built a set of questions that would allow Amy to take a temperature check from the team, gain insight into their sentiment and obtain written feedback to help Amy to move the team forward.
&nbsp;
So, what did we find? We found a team who were so engaged it was almost off the scale! Nearly &ldquo;full marks&rdquo;! In fact her scores were so high, they had us checking our code to make sure we&rsquo;d counted right!
So what advice do you give when the client can probably tell you a thing or two about engaging a team?! Well you talk about what you&rsquo;re going to DO with those engagement scores!
&nbsp;
At Ten Space we often talk about the engagement bank account, the more credit in the bank, the more great things you can buy for your business. The higher your engagement (credit), the more you can achieve with your business. We discussed how Amy could comfortably make some withdrawals; implement change, challenge the team some more, take some risks and still have an engaged team supporting her every move.
It gave Amy the extra confidence she needed to press the 'super charge' button on her business and go international. It had always been an ambition, but with the knowledge her team were behind her and some additional client wins, she went for it.
Fast forward to BEAM&rsquo;s next quarterly survey. We worked with Amy to evolve her questions. Her business was changing and so we needed to be tapping into slightly different things to keep it relevant and deliver the feedback Amy needed to move forward again.
She&rsquo;d just held a team meeting, where she&rsquo;d announced the changes and what the future of the business was going to look like. Big changes; new line managers, more risk, extra challenges for the team and no more furlough.
&nbsp;
So did her engagement drop? Did Amy make a withdrawal from her engagement to enact the change?
Nope! Honestly, there&rsquo;s dream teams and then there is BEAM! Amy knew what her team needed to keep them engaged in the future of the business (backed up with our engagement model). She was able to lead her team through the change, reset the vision and keep them engaged with her and with each other.
We&rsquo;re going to be following Amy&rsquo;s business, every quarter, evolving her question set to keep it relevant and fresh. To ensure that she knows what&rsquo;s going on with her team in the moment. What impact the changes are having and how it&rsquo;s impacting on engagement.
If something shifts and we see a downward trend, we&rsquo;ll know about it quickly and we&rsquo;ll know why it happened. Her team will tell us.
&nbsp;
We&rsquo;d like to wish Amy and the whole team at BEAM all the best for the future. We&rsquo;re honoured to be partnering such an incredible business at such a pivotal part in their journey. Go get them!
&nbsp;
We offer a managed service at Ten Space, so we get to know your business and where you&rsquo;re heading. We&rsquo;ll work with you to get you the employee insight you need to help move forward and achieve your business goals.&nbsp;

How BEAM used their engagement scores to expand their business

Case Study: BEAM Fieldwork

It&rsquo;s great to learn something you didn&rsquo;t know before.
&nbsp;
Back in 2015 I completed the Goldman Sachs 10,000 Small Businesses programme, North West. The programme was an investment to help entrepreneurs create jobs and economic opportunities. Over 20 days of study, the course covered all aspects of business growth, including finance, sales, marketing and exit strategy. The aim of the course was to write a business growth plan that would help our business achieve its objectives.&nbsp;
At the time, I was a Founder/Director at a digital marketing agency and the business was about 6 years old. It&rsquo;s fair to say that at the start my business partners and I had no idea what we were doing but regardless, we were young and we were doing it for ourselves so we were loving work and finding our way.&nbsp;
We offered a broad range of digital marketing services to SMEs. We built a reputation for being a really solid local agency. We worked hard for our clients and charged a very reasonable price for the work we did. We also worked hard at improving the business, bringing more experienced and more diversely skilled staff into our team as the business matured. We totalled about 16 people at our biggest.&nbsp;
At the end of the course, I had to present my business plan to the rest of the cohort. After i&rsquo;d finished my presentation, one of the course leaders asked me - &ldquo;What business activity did you think was the most important before you did the course and what is most important now&rdquo;. I really didn&rsquo;t have to think long about my answer.&nbsp;
&nbsp;
Before it was Sales.&nbsp;
Now it was Company Culture.
So what made me change my mind?
&nbsp;
At the time I started the course, one of the biggest challenges we were having was attracting great talent to come and work for us. We had a good core of staff (about 6 or 7) but Manchester is not short of digital agencies and the competition to attract great people to advance the business was pretty fierce and was driving salaries and recruitment fees through the roof.&nbsp;
Building an awesome company culture was the answer to this and, as I discovered, many other things too.&nbsp;
Company culture runs through your business like DNA in a person. It&rsquo;s what makes you unique. It incorporates things like your company vision, values, language, beliefs, behaviours and habits, but it&rsquo;s so much more. You can&rsquo;t decide exactly what the culture of your business is going to be (just like your own personality) but you can use things like your company vision, mission and values to steer it, just like you can use your own values to guide you personally.&nbsp;
Also, you cannot fake it. You can&rsquo;t pretend to be something you&rsquo;re not or you get found out pretty quickly. The founders of any SME business probably tend to set the tone for the company culture by the way they behave, the values they live by and the vision they have for their own business. However, once it gets past a certain point the company starts to outgrow their reach and suddenly the people they employ begin to have a much bigger influence on the culture, particularly as headcount grows. At this point, it becomes imperative that the culture becomes embedded in the business.
What I discovered (probably not a big shocker for some of you out there) was that creating an amazing company culture helped to attract much better people to come and work for us. Our staff became active promoters of our business, both internally and externally and our staff retention was incredible. But the even more positive effect was on our clients. We started to win bigger accounts that wanted to spend more with us and who bought into the skills and experience of the newer members of our team. They also became active promoters of our business too and so the sales job started to become easier.&nbsp;
Our company culture started to build and take on a life of its own because we had a more engaged team. The better clients and the better team went hand in hand. You can&rsquo;t build a digital marketing agency with great clients and a crap team, nor can you keep a great team if you have crap clients. Building an engaged team and a great culture takes time, but it's totally possible if you spend the time listening to your co-founders and bringing your team into the conversation. Making sure they have input and their values are aligned with yours, as well as giving them a bloody good listening to goes a long way.
&nbsp;
So that&rsquo;s my Why. That&rsquo;s why I'm here at Ten Space.&nbsp;
&nbsp;
I want to help other businesses make a positive difference to their company culture. I want to help other businesses build a great team for the future. I want to help them grow into great businesses with exceptional leaders and exceptional workers that are all bought into the same vision, living by the same values and working to the same goals.&nbsp;
But I also want to build technology that helps make proper decisions based on real data. Too often, leaders make decisions based on their &lsquo;gut instinct&rsquo;. They also think that because they feel great about the way the business is going then everyone else does. This is often not the case and regular interactions with your people will help you get a better understanding of that.&nbsp;
If you don&rsquo;t lay the right foundations then you&rsquo;ll never build an engaged team and a great company culture. Whether you&rsquo;re a digital marketing agency or any other type of business, that&rsquo;s what we&rsquo;re here for. Let us help give your people a voice. You might be surprised what comes back.&nbsp;

Company culture in digital agencies

I&rsquo;m so incredibly fortunate to have two awesome girls who we brought into the world via IVF. My eldest is getting ready to go to school in September, my youngest is now 18 months. Our house is noisy and messy!
IVF is one of those little talked about &ldquo;mysterious&rdquo;, sometimes controversial, processes. As such it can be difficult to know how to support families going through treatment in the workplace. In 2018 an estimated 54,000 patients went through IVF treatment in the&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.hfea.gov.uk/about-us/publications/research-and-data/fertility-treatment-2018-trends-and-figures/" target="_blank" rel="noopener noreferrer">UK</a>.
By sharing a little of my personal story, I hope to inform and show how employers can support employees and their partners, going through this emotionally charged and physically demanding process.
IVF is time demanding and very time critical - there is very little wiggle room on when things happen once the process is in full swing. It&rsquo;s full of anxious waiting, poking, prodding, awful phone calls, hope and disappointment. I consider myself relatively fortunate in that I knew I wasn&rsquo;t going to be able to get pregnant naturally. So I was spared the many months and years of disappointment before we entered the clinic. But it still took us many years, many rounds, a lot of money and a lot of heartbreak before we completed our family.
&nbsp;
Not everyone&rsquo;s process looks the same, there are different protocols that patients may be put on. I&rsquo;ve shared mine, but there are so many different ways IVF can play out. If you are reading this as an employer, be thinking about the amount of appointments, time, physical and emotional demands needed at each step. The mental health and general well-being strain that IVF puts on a family is unreal.
<ul>
<li>Appointment with consultant, make an initial plan</li>
<li>Meet with a counsellor to make sure we&rsquo;re aware of the emotional implications and where we can access support from if we need it</li>
<li>Blood tests and scans</li>
<li>Appointment with consultant - outcome of results. Make another plan.</li>
<li>Appointment with nurse to show how to administer injections and medication</li>
<li>2 weeks of injections administered at home - had to be the same time every day and needed to be refrigerated</li>
<li>Scans to check everything going as expected</li>
<li>Final scan to make sure my body is ready</li>
<li>Stimulation shot - done at a specific time with egg collection exactly 12 hours later - no earlier, no later</li>
<li>Day surgery to collect eggs - general anaesthetic - from this point on, it&rsquo;s a waiting and numbers game... My numbers were 12 collected.</li>
<li>Phone call to say how many eggs had fertilised - 6 left :-(</li>
<li>Call at day 5 - how many are actually good enough to use - 3 in my case - this is a typical drop off rate. It&rsquo;s an awful phone call to take...</li>
<li>Then there&rsquo;s the big appointment to put an embryo back in</li>
<li>Two week wait - this is a horrific time of symptom spotting, googling &amp; worrying (some women take this time off work - I decided not too and to keep myself distracted)</li>
<li>Pregnancy test - ❤️ Or 💔</li>
</ul>
&nbsp;
This is just one process, if it doesn&rsquo;t work first time, embryos can be frozen and the last couple of steps repeated until all embryos are used. The phone call from the clinic to hear if your embryo has successfully thawed prior to them being implanted is also horrendous!
So how as an employer can you support this? I&rsquo;d encourage you to get clear on what your stance would be if one of your team told you there were going through IVF. I&rsquo;m not one for a whole raft of policies, but many larger employers do have one - either way , it can be helpful and supportive to talk upfront with employees about how you can support and help.
&nbsp;
Here&rsquo;s some of the key considerations:
<ol>
<li>Ask them to share their process with you if they are comfortable to do so. There is a lot of information, medical terms and jargon used in IVF. I was mostly dazed and confused throughout, so don&rsquo;t automatically assume your employee will know exactly how it will play out!</li>
<li>Appointments can be last minute and frequent. Where you can, be flexible and understanding. Not every job can facilitate that - but what can you do? What information would you like so you can keep work things moving, but support your employee at the same time? Consider unpaid leave, annual leave entitlement, or a period of temporary flexible working as a way of enabling the employee to take the time out that they need.</li>
<li>If you offer your employees mental health support, make sure you are sharing the details of how to access that (I&rsquo;m thinking here about EAP schemes, or private medical insurance). They will likely have been signposted to support via their clinic, but you can also play a part in supporting their mental health through the journey</li>
<li>Whatever your usual medical appointment process is, you should follow the same. Don&rsquo;t treat it any differently. I don&rsquo;t want to hear any comments about it being and &ldquo;optional&rdquo; thing - don&rsquo;t be that employer. This includes time off sick as a result of side effects from IVF treatment, you should treat this as you would any other period of sickness.</li>
<li>The medications are pumping hormones into your body. They can make some people extremely unwell and can change their appearance. The bruises from injecting every day are horrid and you feel bloated, uncomfortable and at times in pain. Are there ways you can make the physical demands of the role easier for the employee during this time?</li>
<li>Case law suggests that an employee is considered to be pregnant from when an egg has been fertilised, before it is put back into the uterus. Wrap that same care and support around them that you would any other pregnant employee. Usually if you&rsquo;re talking about &ldquo;rights&rdquo; then you&rsquo;ve lost the engagement game - but pregnancy and maternity rights do apply here - you can read more in this&nbsp;<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://workingfamilies.org.uk/articles/workplace-rights-for-those-undertaking-ivf-treatment" target="_blank" rel="noopener noreferrer">article</a>.</li>
<li>The two week wait is HORRENDOUS. You want to wrap yourself in cotton wool - you worry about every little twinge, every knock - everything is hyper exaggerated. Your employee may need support from you here too.</li>
<li>Please think about the partners of the employees going through this too. They also need to be at appointments and are experiencing all the emotional highs and lows even if their body isn&rsquo;t experiencing it.</li>
<li>If the IVF doesn&rsquo;t work, medically it&rsquo;s a miscarriage. Emotionally it is no different. Miscarriage is a whole different article, but it should go without saying that it is devastating to experience. Support your employee, and their partner.</li>
</ol>
&nbsp;
Hurrah - you&rsquo;re pregnant. We&rsquo;re done right?! Well not really! I was still taking medication to help protect my pregnancy. I needed early scans to check on what was going on in there. My anxiety was at an all time high once I&rsquo;d got that positive. The baby is so precious, I&rsquo;d been through so much to bring it into the world. My Googling at this point was out of control! Don't skip out on that important health and safety risk assessment that you should be doing for all pregnant employees, however early on in their pregnancy they are, you may identify area of adjustment that can help.
I&rsquo;d really encourage you to support families in your team going through this as much as you can. If they feel comfortable talking about it, listen and offer as much support as you can. Yes it&rsquo;s a lot of time away from work, but what&rsquo;s more important? The work, or their potential to start family? If the work can get done and you can help them fulfil their dreams of having a family, isn&rsquo;t that what a wonderful employer would do?
&nbsp;
If you&rsquo;d like to ask me any questions about how to support your employees, or build a policy around this, I&rsquo;d be delighted to help. Email me at victoria@tenspace.co.uk. I&rsquo;d also love to hear of any best practice in this area, so I can add it in to this blog.🙂

My story and how you can support employees going through IVF

Supporting IVF in the workplace

The eight-hour workday: like it or absolutely loathe it, it&rsquo;s still the most popular working routine in the world of employment. But, over the past few years, we&rsquo;ve started to see a shift towards more flexible working hours.
And although this change has been undoubtedly expedited by the pandemic and the rise of the gig economy, it does beg the question - have we&nbsp;outgrown the need for an eight-hour workday?&nbsp;
As evidence would suggest, yes. We have.&nbsp;
&nbsp;
<h3>The Origins of the Eight-Hour Workday</h3>
The eight-hour workday was introduced as a method of making working conditions more humane for employees during the industrial revolution. During this time, workers would typically work 10-16 hour days to cope with the 24/7 operational demands of running a factory.
Robert Owen, textile manufacturer and philanthropist, coined the slogan, &lsquo;Eight hours' labour, Eight hours' recreation, Eight hours' rest&rsquo;, to reform these extreme working habits. But the eight-hour workday wasn&rsquo;t actually mainstream in the US until 1926, when it was mandated by Henry Ford throughout his company&rsquo;s factories.&nbsp;
So it turns out that the oh-so familiar 8-hour day isn&rsquo;t, in fact, based on science or research. It&rsquo;s merely a slight improvement of far more extreme working conditions, and a labour structure designed specifically for factories. Not so compatible with today&rsquo;s working world, which is filled with blog writers, graphic designers, and various other creativity-dependent roles, right?
&nbsp;
<h3>Is It Even Productive?&nbsp;</h3>
It seems foolish to think that one could spend eight hours on one task with unwavering concentration, so why do we expect workers to do just that?&nbsp;
As&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.vouchercloud.com/resources/office-worker-productivity" target="_blank" rel="noopener noreferrer">research</a> suggests, the average worker is only productive for 2 hours and 53 minutes in the working day. This means that almost 100 hours of productivity is lost per month simply by adopting the antiquated &lsquo;9 to 5&rsquo; routine - yikes!&nbsp;
It&rsquo;s no surprise then that companies who offer their employees flexitime or remote working are&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.forbes.com/sites/victorlipman/2016/05/02/are-remote-workers-happier-and-more-productive-new-survey-offers-answers/%2311f970b96663" target="_blank" rel="noopener noreferrer">significantly more productive</a>&nbsp;than those who don&rsquo;t. These same companies also reap the benefits of a happier workforce i.e.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-1" target="_blank" rel="noopener noreferrer">better employee engagement</a>, reduced turnover and lower absenteeism.&nbsp;
Without a doubt, the evidence suggests that the eight-hour workday could be hindering the output and staff morale of many modern businesses. So what&rsquo;s the right answer? How can a business combat the negative implications that the 9 to 5 brings?
&nbsp;
<h3>There&rsquo;s No &lsquo;One-Size-Fits-All&rsquo; Answer</h3>
It&rsquo;s worth remembering that no two people have the exact same daily structure, and so trying to implement a working routine to suit everyone is impossible. Giving your team a little freedom - or at least wiggle room - with regards to when they work can really do wonders. Offering remote working once a week, or giving your team frequent breaks can be super helpful if you don&rsquo;t want to wave goodbye to the 9 to 5 just yet.&nbsp;
At the end of the day, the happiest employee is the&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://warwick.ac.uk/newsandevents/pressreleases/new_study_shows/" target="_blank" rel="noopener noreferrer">most productive</a>&nbsp;employee. So keep morale high and the rest will follow - even if that means ditching the eight-hour workday altogether!&nbsp;
&nbsp;
If you&rsquo;re interested in finding out more about creating an awesome workplace for your team, visit our&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">website</a>.

Are We Outgrowing The 8-Hour Workday?

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

7 great habits to engage your team and lead with success

The 7 Habits of Highly Engaging Leaders

We&rsquo;ve all wanted to leave work early at some point because the sun is shining outside. But does the weather have a direct impact on our performance or engagement?
It may seem like a radical concept, but the weather actually has a profound effect on our cognitive state. Our ability to focus, solve problems and remain engaged throughout the day can all be swayed by meteorological affairs. Let&rsquo;s explore the different ways in which the weather can impact employee engagement rates.&nbsp;
&nbsp;
<h3>The Impact of Good Weather</h3>
It&rsquo;s no secret that little doses of sunlight can do wonders for our mental and emotional health, and can help us stay positive. In fact,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://medicalxpress.com/news/2021-01-explores-effects-morning-weather-people.html" target="_blank" rel="noopener noreferrer">studies have shown</a> that the better the weather is in the morning, the more motivated and happy employees feel throughout the day at work. And while these things are all fantastic for productivity and employee engagement, there can always be too much of a good thing!&nbsp;
A study conducted by Andrews Sykes found that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.andrews-sykes.com/info/office-beach-heatwave-study/" target="_blank" rel="noopener noreferrer">30% of office workers</a>&nbsp;exceed their lunch hours by almost 13 minutes during the warmer months. That adds up to a 4.3 hours per month, if you&rsquo;re wondering! On top of this,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.andrews-sykes.com/info/office-beach-heatwave-study/" target="_blank" rel="noopener noreferrer">a third of these workers</a> also admitted that being inside on a sunny day makes them feel trapped.&nbsp;
Great employee engagement happens when employees are happy and they are channelling that happiness towards the goals of the business. So whilst great weather can improve employee mood, they might like to be having a great time elsewhere! So how can you combat the negative effects of great weather on employee engagement?&nbsp;
&nbsp;
<h3>Temperature Control&nbsp;</h3>
We may be stating the obvious here, but you should never underestimate the power of air conditioning on a hot summer&rsquo;s day.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.independent.co.uk/climate-change/news/weather-heatwave-air-conditioning-hot-stop-brain-working-harvard-university-a8440986.html" target="_blank" rel="noopener noreferrer">Studies have shown</a>&nbsp;that hot rooms without air con can prevent the brain from working properly. This, of course, has many negative implications for employee morale and satisfaction. You should always keep effective temperature controls in place to ensure optimal concentration, productivity and employee engagement.
&nbsp;
<h3>Relax the Dress Code</h3>
Nothing is quite as uncomfortable as feeling overdressed in a hot room. Frankly, it&rsquo;s no surprise&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.andrews-sykes.com/info/office-beach-heatwave-study/" target="_blank" rel="noopener noreferrer">a third of workplaces</a> with formal dress codes reported arguments among colleagues about room temperature. Of course, no one likes workplace conflict, and situations like this are terrible for staff morale.
But can casualwear really make a significant difference? Well, yes. One study found that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.andrews-sykes.com/info/office-beach-heatwave-study/" target="_blank" rel="noopener noreferrer">16% of staff</a>&nbsp;who were able to opt for casualwear were willing to work overtime in warmer weather (as opposed to the 3% who were stuck in formal attire). Smart-casual just got a whole new meaning!&nbsp;
&nbsp;
<h3>The Impact of Bad Weather</h3>
Just like great morning weather sets employees up for a positive day at work, gloomy morning weather has the opposite effect.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://medicalxpress.com/news/2021-01-explores-effects-morning-weather-people.html" target="_blank" rel="noopener noreferrer">IAAP reported</a> that employees felt fatigued and unsatisfied when faced with gloomy scenes outside their windows at the start of the day.
It&rsquo;s important to remember also that when the sun disappears, we can struggle to get enough&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.myhrtoolkit.com/blog/weather-to-motivate" target="_blank" rel="noopener noreferrer">Vitamin D</a> - that which activates our &lsquo;feel-good&rsquo; chemical, serotonin.&nbsp;
So what&rsquo;s the answer? How can you win in this constant battle with the weather as an employer?
&nbsp;
<h3>Natural Light is Key</h3>
It&rsquo;s worthwhile letting in as much natural daylight into your office as possible. Allowing employees to sit near a window will allow them to catch some rays (if the sun decides to make an appearance). Window seats are the prime real estate of the office environment, and multiple studies have shown that sitting near a window can&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.nbcnews.com/better/pop-culture/sitting-window-can-boost-your-productivity-ncna873991" target="_blank" rel="noopener noreferrer">reduce drowsiness by 10%.</a>
So there you have it! Those are the different ways in which the weather can have an impact on your team&rsquo;s engagement rates and productivity. Of course the weather isn't the be all and end all of employee satisfaction, and there are many other factors at play.&nbsp;
&nbsp;
If you&rsquo;re serious about improving your working environment, check out our&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">website</a>. We&rsquo;re helping businesses keep their teams engaged with cutting edge technology that can boost employee morale, productivity, and satisfaction.

The impact of good weather on employee engagement

The Strange Effects Weather Can Have On Employee Engagement

I first heard about Net Promoter Scoring (NPS) was when I was doing a course with Goldman Sachs some 10 years ago. I felt like I was quite late to the party - at least half the room had heard of it before.
Having studied marketing and having a wife that works in Market Research, I knew about the application of a Likert Scales and how that could help you determine the attitudes and opinions of your customers, but NPS developed this further. It provided a framework for measurement over time and this appealed to me as a very useful metric for customer-centric companies.&nbsp;
I spent 2 years as a recruitment consultant, then 11 years building a digital marketing agency. I worked with a good number of recruitment businesses as clients. I loved building websites for recruiters because I understood the market and the requirements were always a challenge.
The biggest challenge was one of differentiation from the competition - &ldquo;how can I make a better website than my competitor?&rdquo;.
This is a difficult question to answer, because there are lots of ways that your website can be better but in my efforts with my earlier clients, it normally boiled down to 3 main things;
&nbsp;
1.&nbsp;Design - Brand identity and website design had to be awesome
2.&nbsp;Candidate Attraction - Needed a great job search and easy registration and application&nbsp;
3.&nbsp;Client Attraction - Needed to position you as a better choice than your competitors
&nbsp;
I love consumer psychology and brand identity. I firmly believe that if you don&rsquo;t understand your customer you don&rsquo;t stand a chance of building an amazing brand. When building a website for a recruitment company you really have to put your client and your candidate at the heart of the experience. This made sense to me and made it easy for me to work with recruiters. Some recruitment agencies make some bold claims about their client and candidate experience (without really backing it up) but with one client I learned something that stayed with me and probably (in part) influenced my reason to be part of Ten Space.&nbsp;
This company took NPS seriously. They wore their NPS score on the homepage of their website like a huge badge of honour, and rightly so. They had a great score for their candidate NPS and for their client NPS. They demonstrated true sector knowledge and were meticulous about their brand and the quality of the design. But they didn&rsquo;t stop there.&nbsp;
They put their consultant experience front a centre too. After the obligatory job search splash (which should always be front and centre on a recruitment website in my opinion) they had a huge focus on the reasons to work for their business and the quality of the consultants that worked there too. I was seriously impressed. They&rsquo;d absolutely nailed the thing that many recruitment companies overlook in their marketing - Recruitment is a people driven business, and their consultants were their major differentiator.
But then they took it up another notch - they qualified. They didn&rsquo;t just say &ldquo;we&rsquo;re great and here&rsquo;s some nice things our team have to say about us (with a gun to their head)&rdquo;. They were bold enough to talk about having an amazing Employee Net Promotor Score (eNPS). This is what we use at Space HR to measure the employee engagement or loyalty to a business. It provides data that helps you build a great internal brand and develop incredible loyalty with your employees.
&nbsp;
Just like candidate and client satisfaction can be managed, so can consultant satisfaction and this is the way to do it. It doesn&rsquo;t have to be baked in to an awesome tech platform like ours, you can just send a survey out on paper and hope you get a response, but keep in mind that our platform makes this highly engaging for all parties.
So recruiters, here&rsquo;s my challenge to you. If you&rsquo;re looking for a true differentiator in your business, you truly believe that your people make your business and you want to back it up with some real data, speak to Ten Space.
&gt; We want to help you put your people first.&nbsp;
&gt; We want you to push past the revenue and headcount barriers that most recruiters don't.
&gt; We want to help you build a business for the future.&nbsp;
&gt; We want to help you achieve your vision.&nbsp;
Put your consultants first, listen to their views and let them be part of your growth. You can&rsquo;t do it all yourself and you might learn a whole bunch of amazing new things that help you get there faster and far more enjoyably.
&nbsp;
After all you you hired them for their talent, now let that talent shine.

Put your consultants at the heart of what makes you different

eNPS- Why Recruiters need to take it seriously.

It&rsquo;s a well-known fact that stress is a direct cause of many physical and mental illnesses. But what role does stress play in creativity? And is there a way of combating it in the workplace? While it&rsquo;s easy to assume that creativity would be&nbsp;negatively impacted by stress, it&rsquo;s not that black and white.&nbsp;
Stress, in its most instinctive sense, is the body&rsquo;s reaction to dangerous and/or challenging situations. It&rsquo;s a reflexive function specifically designed for&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.frontiersin.org/articles/10.3389/fpsyg.2020.585969/full" target="_blank" rel="noopener noreferrer">performance, growth or survival</a>. For this reason, stress can actually&nbsp;enhance&nbsp;our productivity in certain situations. This is why it&rsquo;s important to look at the&nbsp;kinds&nbsp;of stressors, as well as&nbsp;time spent&nbsp;under stress, in order to determine its effect on creativity.&nbsp;
&nbsp;
<h3>The &lsquo;Good&rsquo; Stress</h3>
Otherwise known as &lsquo;constructive&rsquo; or &lsquo;meaningful&rsquo; stress, this arises when an employee is challenged, set targets, or given a mission. This sort of stress can be a fantastic motivator and engager, giving an individual a greater sense of purpose in the workplace. BUT, it must strike a perfect balance between pressure and meaningfulness:
<ul>
<li>Asking an employee to do a high volume of repetitive tasks all day long is a no-go. It goes without saying that this form of stress via repetition and deadline puts an employee on autopilot. This will, without a doubt, have negative effects on creativity, ergo employee engagement.&nbsp;</li>
<li>Giving them a purposeful problem to solve at their own pace with considerable reward upon completion is an example of a meaningful form of stress.&nbsp;</li>
</ul>
If you feel like your team members&rsquo; creativity is suffering due to a lack of &lsquo;good stress&rsquo;, try switching up their routine. Challenge them with a more meaningful task. They&rsquo;ll feel more appreciated in the work environment, and you&rsquo;ll likely see an increase in your productivity as a result. Creating a fulfilling role for your employees, is a really key element of employee engagement to drive creativity.&nbsp;
&nbsp;
<h3>The &lsquo;Bad&rsquo; Stresses</h3>
Today&rsquo;s most common conception of &lsquo;stress&rsquo; is the unfavourable kind. The kind that keeps you up at night, makes you ill, and leads to more complicated mental health issues such as anxiety and depression.&nbsp;
This sort of stress can arise from an array of factors, such as deadlines, money worries, family issues, or job security. There&rsquo;s absolutely no doubt that this form of stress leads to killed creativity, as concluded by countless&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1467-8691.1992.tb00052.x" target="_blank" rel="noopener noreferrer">academic studies</a>. And while an employer can&rsquo;t combat&nbsp;every stressor, they can certainly help alleviate work-related pressure on a team member.&nbsp;
So here are some ways to help combat workplace stressors and increase your team members&rsquo; creativity and engagement.&nbsp;
&nbsp;
<h4>Look After Their Wellbeing&nbsp;</h4>
Ensuring your team members feel safe, secure and supported in your business is a key element of tackling workplace stressors. Ensuring you know how to spot the signs of stress, so you can support your employees in the way they need is a key leadership skill. Knowing the red flags and&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">how to spot the signs of stress in your team</a> can make all the difference to how your team feel in the workplace.&nbsp;
<h4>Allow Them More Time Away From Their Desk</h4>
We associate our desks with work. And if we associate our work with stress, then simply working in a different environment can help reduce any strong work-stress connotations.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.gallup.com/workplace/283985/working-remotely-effective-gallup-research-says-yes.aspx" target="_blank" rel="noopener noreferrer">Offering remote working</a>, or hybrid working is also a great way for companies to increase employee engagement and satisfaction rates. Offering a choice, being able to work where your creativity takes you, can be a really powerful motivator.&nbsp;
<h4>Make Your Workspace a Green Space&nbsp;</h4>
Studies have shown that including plants in a work environment can increase&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.prnewswire.com/news-releases/global-study-connects-levels-of-employee-productivity-and-well-being-to-office-design-300058034.html" target="_blank" rel="noopener noreferrer">productivity by up to 15%</a>. Touching and smelling indoor plants can also&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4419447/" target="_blank" rel="noopener noreferrer">alleviate psychological stress.</a> It seems like a simple measure, but may make a huge difference in the long run.
<h4>Talk It Out</h4>
Of course, nothing can help you understand how to combat a team member&rsquo;s stress better than having a meaningful conversation. Let them know you&rsquo;re there for them, that you&rsquo;ll provide any support they need, and ask them what else you could do to help. You&rsquo;d be surprised how much a 10 minute chat away from the desk can do. Sometimes offering a way to do this anonymously, can unlock additional insight that might help.&nbsp;
&nbsp;
If you&rsquo;re leading a creative team and you&rsquo;d like to understand their levels of engagement better, to turn up their creativity and productivity, Ten Space can help - victoria@tenspace.co.uk.

How Stress Impacts on Creativity in the Workplace

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!

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

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<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>

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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.

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 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.  

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