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<p>You might remember us as Space HR, the solution that improves employee engagement, retention and organisational performance.&nbsp;</p>
<p>We&rsquo;ve taken investment, grown our team and clients, and further enhanced our employee experience solution so it&rsquo;s time to give the business a new look.&nbsp;</p>
<p>We&rsquo;re now<strong>&nbsp;Ten Space</strong>!&nbsp;</p>
<p>Our purpose is, and always has been, to support you, your business and your teams with engagement, retention and performance.</p>
<p>At&nbsp;<strong>Ten Space</strong> we&rsquo;ve seen the power of positive engagement and the impact a feedback culture has and we&rsquo;re excited to continue building incredible workplaces.</p>
<p>We&nbsp;<a href="https://www.spacehr.co.uk/case-studies" target="_blank" rel="noopener noreferrer">partner with businesses</a> such as GeoAmey, Five Guys, South Norfolk &amp; Broadlands Council, Roma Finance and Howarths UK to bring efficiency, professionalism and simplicity to gathering anonymous employee feedback.&nbsp;</p>
<p>With the support from our investors, Quake, and our growing team we&rsquo;ll continue to build on our expertise toward a positive employee experience - bringing you more product features and service that help you and your business in this key area, such as ongoing feedback options and capturing feedback at key points in your employee&rsquo;s lifecycle.</p>
<p>We&rsquo;d love you to get in touch to see how we can make you and your team even more successful.&nbsp;</p>
<p>Get in touch via our&nbsp;<a href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">website</a>&nbsp;or&nbsp;<a href="mailto:enquiries@tenspace.co.uk" target="_blank" rel="noopener noreferrer">email</a></p>

Delivering great tech & quality service to maximise employee retention, engagement & performance with Ten Space

We're now Ten Space

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

The future of the workplace and the implications for HR.

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

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

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

The Great Resignation

<p>#lockdown2uk will undoubtedly impact employee engagement and wellbeing. A hard lockdown followed by a long period of home-working has hurt many businesses.</p>
<p>So as we head into a second lockdown how can you make sure your team remains connected, fulfilled and inspired to uphold the mission and values of your business?</p>
<p>Here's our top tips to set you and your team up for success...</p>
<p>&nbsp;</p>
<h4>1.Learn from last time</h4>
<p>This time round, we&rsquo;re more prepared. Speak to your leaders, reflect what worked and what didn't work and prepare you plan accordingly.</p>
<p>&nbsp;</p>
<h4>2. Address concerns early</h4>
<p>Make it clear how you will be responding to lockdown. Communicate what it means to your business and the impact it may have. Sometimes, saying&nbsp;&ldquo;I don&rsquo;t know right now&rdquo; is an opportunity to demonstrate transparency and build trust.</p>
<p>&nbsp;</p>
<h4>3. Connect and listen</h4>
<p>Informally speak to your team and find out what they are worried about regarding a second lockdown. Is there anything you can solve before it becomes a problem? Is there advice you can give, or signpost them towards?&nbsp;</p>
<p>&nbsp;</p>
<h4>4. Address work-life balance</h4>
<p>What responsibilities and life admin do your team have? Can you accommodate it? Can you make things easier to relieve some of the pressure and acknowledge their life outside of work?&nbsp;</p>
<p>&nbsp;</p>
<h4>5. Check your tech&nbsp;</h4>
<p>Have you and your team got what you need to be a productive remote team? Can&nbsp;everyone remember their log ins?! Is everyone&rsquo;s equipment still fit for purpose. Not having the basics can be really frustrating and disengaging.&nbsp;</p>
<p>&nbsp;</p>
<h4>6. Set personal boundaries</h4>
<p>What hours will you work? Can people contact you always? Will you not take calls after a certain time? Set a great example for&nbsp;your team and role model good practice so your team can follow suit.&nbsp;</p>
<p>&nbsp;</p>
<h4>7. Connecting as a team</h4>
<p>Agree how and when you&rsquo;ll come together as a team - agree on what you&rsquo;ll use the time for&nbsp;so that it is focused and productive -&nbsp;get the dates and times in diaries in&nbsp;advance&nbsp;and demonstrate how important it is to you.</p>
<p>&nbsp;</p>
<h4>8. Goal setting</h4>
<p>Set short term goals, ensure you and the team are focused on what&nbsp;you need to deliver over the coming weeks - set some clear deliverables and deadlines if you need to, to keep everyone on track and engaged.</p>
<p>&nbsp;</p>
<h4>9. One-to-ones</h4>
<p>Plan one to ones and team updates in your diary, make them non-movables, these are important times to check in on the wellbeing and engagement of your team, don&rsquo;t let them slip - put them in your diary now!&nbsp;</p>
<p>&nbsp;</p>
<h4>10. Wellbeing warnings</h4>
<p>Refresh your memory on wellbeing in the workplace, so that you have resources to draw on if you see any of your team struggling.</p>
<p><a href="https://www.mind.org.uk/media-a/4662/resource3_howtopromotewellbeingfinal.pdf">This is a good resource.</a></p>
<p>Of course, these are all things you really should be doing anyway, so why not use #lockdown2uk as an excuse to put a better Employee Engagement framework in place. The benefits will be felt far beyond #lockdown2uk as productivity and performance increases and your retention of great people guarantees an outstanding company culture.</p>
<p>&nbsp;</p>
<p>For help and support with your employee engagement strategy, contact Victoria Bond at Ten Space - victoria@tenspace.co.uk</p>

Remain engaged in lockdown2uk 

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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. 

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<span>Engage your team to deliver the future of your business today.<br><br>From only £3 per employee per month.<br><br>Whether you're starting your employee engagement journey or taking your people strategy to the next level, we can help.</span>

Capture and utilise diversity data to enhance your culture.<br><br>Capture diversity data in an efficient and safe way. Explore diversity, equity, inclusion and belonging in your organisation.<br><br>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.<br><br>An engaged workforce helps businesses achieve so much more.<br><br>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.<br><br>Let us take you on a journey.... Explore the experiences of your employees.<br><br>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.<br><br>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 <span class="secondary-color">works</span>

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 <span class="secondary-color">Ten Space </span>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 <span class="secondary-color">Ten Space</span> way

Ten Space assists you in exploring high-performance within your organisation. Leveraging our performance-focused surveys, we enable you to achieve your goals and unlock the full potential of your teams. Our platform helps you identify the unique qualities that make a team exceptional, empowering you to replicate and build upon their success. Analysing performance culture team by team in organisations where performance matters.

Ten Space equips you with everything you need to drive team performance and achieve success. By leveraging our platform, you can assess and enhance the culture, communication, management, individual commitment, projects and processes that contribute to team effectiveness. Through comprehensive performance evaluation metrics and insights, you gain a deeper understanding of your teams and can make informed decisions to drive improvement and productivity.

Utilising our performance-based question sets we’ll help you understand how to assess performance in organisation. We guide you by asking the right questions to extract the necessary insights on performance evaluation for teams. Whether your team operates in creative, technical, administrative, or sales-focused areas, we tailor the process to fit your team's specific requirements.

We assist you in segmenting your team data, enabling you to gain in-depth performance insights and understand the trends that impact team effectiveness. Our intuitive dashboard helps you quickly identify key insights from your results, allowing you to focus on actionable steps and next moves.

Harnessing the power of Ten Space as a trusted third-party anonymous platform, we provide a safe space for employees to share any challenges, barriers, or catalysts that affect their performance. This way, we foster a climate of openness, encouraging individuals to provide candid feedback that can uncover valuable insights.

We can help you integrate communication and training needs analysis into your surveys, allowing you to gather ideas and solutions directly from your team members. By capturing this information, you gain a clear understanding of work expectations and where your team would like you to focus your efforts to improve performance culture. There are no limitations or holding back when it comes to taking action.

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation


Identify and resolve retention hotspots in your organisation

Capture and utilise diversity data in an efficient and safe way to enhance your culture.  

Capture the insights you need to understand employee engagement &amp; culture across your organisation.

Create exceptional employee experiences. Optimise engagement. Supercharge your EVP.

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

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