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<a href="https://www.linkedin.com/company/linkedin/">LinkedIn</a> has become the go-to platform for job seekers and employers alike.&nbsp;
💡 Each week over <a href="https://news.linkedin.com/about-us#Statistics">61 million people</a> are actively looking through LinkedIn for their next position.&nbsp;
Beneath the surface of those enticing job adverts and career opportunities lies a curious gap &ndash; a gap in the frequency of Human Resources (HR) terminology used within senior leadership job postings.&nbsp;
We analysed approximately 100 senior leader roles and 50 senior people roles, and found insights that have broader implications for organisational dynamics and workforce engagement.
&nbsp;
<h3 dir="ltr">The HR Terms We Explored:</h3>
We targeted three essential HR terms that encapsulate critical aspects of organisational culture and employee well-being:
<ol>
<li dir="ltr" aria-level="1">
Culture
</li>
<li dir="ltr" aria-level="1">
Employee engagement&nbsp;
</li>
<li dir="ltr" aria-level="1">
Employee experience&nbsp;
</li>
</ol>
To create a thriving, high-performing organisation, we know that we need a healthy culture, high engagement and a great employee experience.&nbsp;
Responsibility and accountability for creating and maintaining this needs to be at all levels of the organisation. Including senior leaders. So we set out to uncover the extent to which theses responsibilities were integrated into the DNA of job adverts across different senior leadership positions.
&nbsp;
<h3 dir="ltr">Key Findings:</h3>
<h4 dir="ltr">The Culture and Engagement Disconnect</h4>
Only 21.5% of the senior leadership / board roles we looked at mentioned being responsible for culture, engagement or employee experience in their teams or organisation.
This gap reveals a disconnect between the aspirational culture-building goals, often owned and led by the HR and People team, and the actual articulation of these responsibilities within high-level positions.
<h4 dir="ltr">Functional Disparities</h4>
The extent of inclusion of these HR terms also varied significantly across different senior roles.&nbsp;
For instance, while a substantial 90% of Senior People Leader roles prominently featured culture, engagement, and experience responsibilities, other positions exhibited markedly lower percentages:
<ul>
<li dir="ltr" aria-level="1">
Sales Director roles: 0%
</li>
<li dir="ltr" aria-level="1">
Operations Directors: 7%
</li>
<li dir="ltr" aria-level="1">
Managing Directors: 16%
</li>
<li dir="ltr" aria-level="1">
Finance Directors: 20%
</li>
<li dir="ltr" aria-level="1">
Marketing Directors: 29%
</li>
<li dir="ltr" aria-level="1">
Operations Directors: 33%
</li>
<li dir="ltr" aria-level="1">
CEO roles: 44%
</li>
</ul>
So if you are struggling with culture and engagement in your sales and operations teams, it may be because the leaders don&rsquo;t see themselves as responsible or accountable for it. The organisation is asking them to be responsible and accountable for it.
<h4 dir="ltr">Repercussions for Organisational Success</h4>
The absence or sparse mention of culture and engagement responsibilities in job descriptions could signal a profound challenge.&nbsp;
Our findings suggest that accountability for <a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">employee engagement</a> and culture is not being consistently woven into the fabric of roles throughout the organisation, from the top-down, and it&rsquo;s a UK wide challenge.&nbsp;
This lack of emphasis may undermine the formation of a healthy organisational culture, impeding long-term success. Leaving HR and People teams to pick up the slack.&nbsp;
<h4 dir="ltr">Shifting Priorities and Measures</h4>
Our research also revealed that the focus for leaders may be more centred on outcomes, such as team performance, rather than the inputs, such as fostering <a href="https://www.tenspace.co.uk/blogs/how-to-measure-employee-engagement/">highly engaged teams</a>, which is the underlying aspect of any high-performing team.&nbsp;
The lack of HR terminology in job descriptions might inadvertently shift the emphasis away from cultivating a thriving work environment.
<h4 dir="ltr">Impact on Employer Value Proposition (EVP)</h4>
The <a href="https://www.tenspace.co.uk/blogs/attract-retain-with-your-evp/">Employer Value Proposition</a>, a crucial aspect of talent attraction and retention, may also be negatively influenced by the way job adverts are crafted.&nbsp;
The relegation of culture and engagement-related responsibilities could send a subtle message about the organisation's true priorities for new and external talent.
&nbsp;
<h3 dir="ltr">What Have We Learnt?</h3>
Our analysis of LinkedIn job descriptions highlights a striking gap in the incorporation of HR terminology related to culture, engagement, and employee experience.&nbsp;
This gap points to a larger issue &ndash; the need for organisations to consciously integrate these critical aspects of workplace well-being into their leadership roles, from top to bottom.&nbsp;
The implications of this gap are far-reaching, from influencing organisational culture and employee satisfaction to affecting retention, long-term success and even the attractiveness of the organisation to potential candidates.
It&rsquo;s imperative for leaders and HR professionals to address this gap and collectively work towards building a more holistic and engaging work environment for all
<h3 dir="ltr">One Last Thought&hellip;</h3>
So, the next time you scroll through a LinkedIn job description, keep an eye out for those subtle yet significant mentions of culture, engagement and employee experience &ndash; they just might hold the key to a company's future success. 
At Ten Space we create bespoke surveys which allow teams to share their honest feedback anonymously.&nbsp;
Our employee feedback surveys allow teams to be grouped, so you can see what is working for each team and where you might need to take a new approach to ensure you&rsquo;re getting the maximum engagement and performance boost for your efforts.
This gives leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better.
Our dashboard gives you instant insights. We provide tools and support to help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
 Start your journey to high engagement with us by <a href="https://www.tenspace.co.uk/contact/">getting in touch</a>. Or check out how we&rsquo;ve helped others create incredible workplaces in our <a href="https://www.tenspace.co.uk/case-studies/">case studies</a>.

We analysed approximately 100 senior leader roles and 50 senior people roles to see how prominent engagement & culture responsibilities were in job adverts. Here’s what we found…

Exploring the Gap: Employee Engagement Responsibility in LinkedIn Job Adverts

You might remember us as Space HR, the solution that improves employee engagement, retention and organisational performance.&nbsp;
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;
We&rsquo;re now&nbsp;Ten Space!&nbsp;
Our purpose is, and always has been, to support you, your business and your teams with engagement, retention and performance.
At&nbsp;Ten Space 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.
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;
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.
We&rsquo;d love you to get in touch to see how we can make you and your team even more successful.&nbsp;
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>

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

We're now Ten Space

Employee engagement is essential when it comes to business success. Organisations with high engagement outperform organisations with low engagement by&nbsp;<a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx" target="_blank" rel="noopener noreferrer">202%</a>. To ensure you&rsquo;re doing all you can to help your business succeed, you need to care about your employee&rsquo;s engagement. In fact it needs to be one of your top priorities!
When a company decides to conduct an employee engagement survey, one of the first things up for discussion is using a third party company to help you carry out the survey.
&nbsp;
<h3>Using a specialist employee feedback platform&nbsp;</h3>
1.Questions written with the help of a third-party perspective are the most effective. An expert, outside view will know what type of information will be most useful for leadership and HR teams. Not to mention the questions aren&rsquo;t written in a way to bias the answers.
2.Using a third-party employee survey company is extremely important for anonymity and confidentiality. It creates the safest of environments for employees to answer questions in the survey. When surveys are done in-house, it&rsquo;s difficult for teams to believe their answers are anonymous.&nbsp;<a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/" target="_blank" rel="noopener noreferrer">74% of employees</a> said they&rsquo;d be willing to give more feedback if they were truly anonymous.
3.A specialist platform can help hugely with data analysis and can massively cut down the time to get from survey launch, to action taken. Choosing a platform to crunch the data for you can be a wise investment when it comes to interpreting and sharing results post-survey.&nbsp;
&nbsp;
<h3>Designing your survey&nbsp;</h3>
A long survey can impact response rates and could be the reason why your team isn&rsquo;t completing. When the number of questions rises to a large amount, many team members will try to rush through their answers or avoid taking it altogether.&nbsp;
It&rsquo;s best to keep the surveys concise with questions that will prompt the best answers out of employees.
<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">We recommend</a> a mix of scaled questions (0-10) to give you data points and written responses. This way your team can complete the survey within a reasonable time whilst also having the chance to write more in-depth responses.
💡Try to limit your employee survey questions to under 20. Doing so will help with response rates and better quality data.
You don&rsquo;t want your team spending any more than 15 minutes completing your survey. Ideally, make it more like 5 minutes and make it a regular event.&nbsp;
&nbsp;
<h3>Sharing your results and taking action&nbsp;</h3>
The most important thing about conducting a survey is the action you take after it&rsquo;s happened. By sharing your results with your team quickly and committing to the actions you are going to take, you can quickly build engagement and make the process meaningful.&nbsp;
When sharing employee engagement results in company-wide and team messaging, it&rsquo;s important to:
BE OPEN - Don&rsquo;t try to position results to be better or worse than they are. Talk openly about them. How you talk about survey results sets the tone for receiving continued honest employee feedback and their ideas for improvement. Being open builds trust.
BE CLEAR - Employee survey results can be difficult to understand. Be as clear and concise as possible when you share the results with employees. Avoid jargon and commentary that will create confusion.
DON&rsquo;T PLAY DETECTIVE - The responses should be anonymous. When reviewing employee survey results, the conversation should never turn into speculations about who said what. This diminishes the credibility and integrity of an anonymous survey process.
BE OBJECTIVE -&nbsp;When communicating survey results, do your best to play the role of an impartial observer. Communicate the findings without interspersing personal opinions. Employees might be unlikely to share opinions if they feel they are being judged.
&nbsp;
Want to know more about the steps after the survey has ended? Check our blog on&nbsp;<a href="https://www.spacehr.co.uk/blogs/making-the-most-of-your-engagement-data" target="_blank" rel="noopener noreferrer">&lsquo;Making the most of your engagement data&rsquo;</a>
Knowing how to help your team engage and be satisfied at work is vital in creating a successful business. Use employee engagement surveys to gather honest, reliable feedback. This feedback and data can be used to take action and create an incredible workplace.
We can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at www.tenspace.co.uk.

When a company decides to conduct an employee engagement survey, one of the first things up for discussion is using a third party company to help you carry out the survey.

Getting started with an engagement survey process

You&rsquo;ve completed a great survey, you&rsquo;ve got tons of awesome feedback. But what do you do now? How do you make the most of your engagement data?&nbsp;It goes without saying that you should be taking action from each survey, but it can be easier said than done.
Capturing employee engagement data is essential to knowing how satisfied and motivated your team is at work. Motivated employees are more likely to perform better at their job, in fact,&nbsp;<a href="https://www.gallup.com/workplace/285674/improve-employee-engagement-workplace.aspx" target="_blank" rel="noopener noreferrer">employees work 20% better when motivated</a>. So checking in with your employees regularly via surveys will ensure you&rsquo;re able to address issues as they arise and maintain an engaged workforce.
By not taking feedback seriously you risk losing valuable team members. Employees who don&rsquo;t feel comfortable providing upward feedback are&nbsp;<a href="https://en-gb.workplace.com/blog/employee-voice?t=b" target="_blank" rel="noopener noreferrer">16%</a>&nbsp;less likely to stay in their organisation.
&nbsp;
<h3>Tell a story with the data</h3>
You can help create extra insight from your results by sharing them effectively. It can help people connect with them and understand the action that they need to take next. It&rsquo;s easy to get lost in the data - try not to! Consider key themes, quick wins and longer term big wins from each survey.
To get real value from the data that you&rsquo;ve collected, you have to dig through it and discover where you need to make changes. You need to locate both the strengths and weaknesses within your business.
1.Look for patterns - Are there areas in which your organisation scored low across the board? This is an obvious place to start. Identifying failings that are affecting employee happiness is key to moving the needle.
2.Dissect the data&nbsp;- At an absolute minimum, you need to be able to segment the data by department. Not all teams work the same, and not all teams have the same concerns. Data creates stories at both an individual and a team level, so be sure to consider both.
&nbsp;
<h3>Create a plan &amp; discuss</h3>
Once you&rsquo;ve identified patterns and drawn conclusions, it&rsquo;s time to talk to individuals one-on-one. Communication is at the heart of all successful businesses. It&rsquo;s important to talk about engagement and action planning regularly.&nbsp;
Is there time at board / leadership / management meetings to track progress and keep employee engagement high on the agenda? Not just the first meeting after a survey, but every one. Continue to share actions and progress with wider employee groups &amp; across the entire organisation. You can share the continual progress and show that you're keeping the conversation going.
For individual leaders, you may want to take the time to sit down with employees and&nbsp;discuss what&rsquo;s keeping them engaged at work, and what (if anything) is holding them back. Give your employees structure, help them plan for the future, and act on what they tell you so you don&rsquo;t lose their trust. Whilst were huge advocates for anonymous feedback, it&rsquo;s only one part of ensuring employees have a voice in your organisation, talking to employees one to one is another powerful method.&nbsp;
It can take some time for your action plan to gain traction in your business. In fact, on average it takes&nbsp;<a href="https://jamesclear.com/new-habit#:~:text=On%20average%2C%20it%20takes%20more,to%20form%20a%20new%20habit." target="_blank" rel="noopener noreferrer">more than 2 months</a> before a new behaviour becomes automatic - 66 days to be exact. So being consistent with your action plan is the best way to get a new workplace habit to &lsquo;stick&rsquo;.
&nbsp;
<h3>Use segmentation to explore your data</h3>
Using segmentation in your survey can be a powerful way to gain additional insight from your data. Knowing specific teams or demographics who are less engaged than others can help to highlight retention risk &amp; drive specific actions.&nbsp;
You may find that there are key themes in smaller populations that emerge, which can have a huge impact on engagement overall when addressed. This can especially be true when addressing key themes for under-represented groups. It can have a positive impact on feelings of inclusion and belonging across the entire organisation.&nbsp;
There may be key areas, questions or themes that you might want to keep a close track on. You can build these into a dashboard or report that is regularly reviewed, so that progress can be monitored.&nbsp;&nbsp;
There is a word of caution when it comes to segmentation, it shouldn&rsquo;t come at the cost of anonymity. At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our <a href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">platform</a>, this allows us to protect anonymity to create a safe space for employees to share feedback, but also to drill down to identify additional insights.&nbsp;
&nbsp;
<h3>Survey regularly</h3>
Employees feeling left out or uninformed could be a huge barrier to engagement. This is something that you&rsquo;ll be able to uncover through your data and that you should work on resolving. By surveying regularly, you stand a better chance of preventing problems that lead to resignations as you are building up patters and collecting regular data, in the moment it is happening.&nbsp;
By building up trends and themes over time, you can understand in great detail what employee engagement and culture is like in your organisation. Your teams are given a voice and when they see action coming from their feedback, they know their voice is being heard.
Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates and engagement levels.
&nbsp;
At Ten Space we offer quarterly surveys which allow teams to share their honest feedback anonymously. This gives leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better. We also provide tools which help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
&nbsp;
We can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.

It goes without saying that you should be taking action from each survey, but it can be easier said than done...

Making the most of your engagement data

You&rsquo;ve completed a great survey, you&rsquo;ve got tons of awesome feedback. But what do you do now? How do you turn that insight into action?
It goes without saying that you should be taking action from each survey, but it can be easier said than done.
Look at it another way. By not taking feedback seriously you risk losing valuable team members. Employees who don&rsquo;t feel comfortable providing upward feedback are<a href="https://en-gb.workplace.com/blog/employee-voice?t=b" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://en-gb.workplace.com/blog/employee-voice?t=b" target="_blank" rel="noopener noreferrer">16%</a> less likely to stay in their organisation.
Encourage employees to share their thoughts and ideas to show their opinions matter. It helps to improve feelings of recognition and increase employee retention.
&nbsp;
<h4>Taking action is key!</h4>
Employee feedback via surveys are most powerful when you create a culture of feedback and action in a business.
There are a few ways to speed up the growth of employee engagement:
<ul>
<li>Bake employee feedback into your culture</li>
<li>Demonstrate action</li>
<li>Deliver each and every time</li>
</ul>
In 2018,<a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">a study</a> found that over 65% of Gen Z employees reported needing frequent feedback. They preferred to get feedback at least once a week. This need for feedback goes both ways. Their desire to provide feedback is also strong.
Feedback and approachability play key roles in combating disengagement. In that sense, Gen Z pushing for a more feedback-centric work culture could have far-reaching benefits for staff of all ages.
The journey to an incredible workplace doesn&rsquo;t need to be a radical transformation. It's often achieved in small incremental steps. To show progress link action, improvement and investment to the feedback your employees have given you.
Here&rsquo;s our top 5 tips to getting into a great cycle of feedback and action&hellip;
&nbsp;
<h4>1. Before you begin &hellip;</h4>
Get everyone charged up and ready! Setting the scene in advance is a valuable use of time. In advance of the survey, plan out the time needed to analyse &amp; share results. Make time and space for action planning. This will make sure it happens soon after the survey takes place.
Make sure that your leaders understand the part they play and what is expected of them to support the feedback &amp; action process.<a href="https://www.dalecarnegie.com/blog/leadership-affecting-employee-engagement/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.dalecarnegie.com/blog/leadership-affecting-employee-engagement/" target="_blank" rel="noopener noreferrer">A study</a>&nbsp;shows trust in leadership has the biggest influence on employee engagement. Make sure your teams know that their leaders care about bettering the workplace. This way, your employees are more likely to give honest feedback.
&nbsp;
<h4>2. Tell a story with your results</h4>
You can help create extra insight from your results by sharing them effectively. It can help people connect with them and understand the action that they need to take next. It&rsquo;s easy to get lost in the data - try not to! Consider key themes, quick wins and longer term big wins from each survey.
&nbsp;
<h4>3. Create accountability</h4>
If you&rsquo;ve ended up with a huge action plan, that&rsquo;s great. How will you know when it&rsquo;s completed? Where does the accountability sit? Using an action planning tool in the survey platform can be a great way to keep the action close to the results. We&rsquo;ve created a Space HR tool that does just this!
&nbsp;
<h4>4. Keep the conversation going</h4>
It&rsquo;s important to talk about engagement and action planning regularly. Is there time at board / leadership / management meetings? Not just the first meeting after a survey, but every one. Continue to share actions with wider employee groups. You can share the continual progress and show that you're keeping the conversation going.
It can take some time for your action plan to gain traction in your business. In fact, on average it takes more than 2 months before a new behaviour becomes automatic - 66 days to be exact. So being consistent with your action plan is the best way to get a new workplace habit to &lsquo;stick&rsquo;.
&nbsp;
<h4>5. Survey regularly - to keep the action happening</h4>
You&rsquo;re aiming to create a culture and habit around employee feedback. Shorter, more regular surveys and check-ins will help your team get into a great cycle. They will be able to accept feedback and take action for improvement. Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates and engagement levels.
At Ten Space we offer quarterly surveys which allow teams to share their honest feedback anonymously. This gives leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better. We also provide tools which help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
&nbsp;
It&rsquo;s important to make the most out of your survey. You need to make sure that you are creating an effective action plan every time you receive feedback from your team. Use our tips and tricks to create an incredible workplace.
At Ten Space, we can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.

You’ve completed a great survey, you’ve got tons of awesome feedback. How do you turn that insight into action?

5 Tips on Turning Results into Action

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

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

Toxic Culture

A watch out for remote working & hybrid working

Can you hear me at the back?

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

So you're a month into 2021 and hopefully you've been working hard on engaging your team from the plan you created in our last blog (see: Step 4 - Action Your Plan).
But how do you measure your success?
Employee engagement can be a success outcome on its own (a "lag" measure). A happy and engaged team should be considered a great success for a business. But it can also be a "lead" measure too - it can be used as an indicator for other success measures in your business.
This week, we're going to explore this in more detail.
&nbsp;
<h3>Survey Your Staff</h3>
Regardless of whether you are using engagement as a lag or a lead measure, a great tracking tool is a survey. There are loads of ways to do this from emails, to building a form or using a survey platform. There aren't many survey tools designed especially for the Employee Engagement space.
A platform will position engagement with your team, track your success and identify areas of focus.&nbsp;If you want our expert advice on this, drop&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a> an email.
Most engagement survey platforms will give you a score of engagement after a survey - this can be used as your lag measure. Your engagement score can be tracked over time and you can see the impact that your activities are having on your overall engagement score.
Bake this measure into your success measures as a business. Sit it right alongside profit and sales and give it the importance that it deserves. This helps build a mindset of "engagement everywhere".
You can also use engagement as a lead measure too, to establish a link between engagement and business performance. Does an increase in engagement lead to an increase in sales in the following months, what do the trends tell you?
Establishing a cause and effect for your business can really keep the focus on engagement high in your business.
Here's some ideas on outputs of great employee engagement you might want to track so you can enjoy your success:
<ul>
<li>Absenteeism</li>
<li>Sales</li>
<li>Revenue</li>
<li>Profitability</li>
<li>Employee retention</li>
<li>Customer retention</li>
<li>Customer NPS scores</li>
<li>Productivity / efficiency / output</li>
<li>Time to hire</li>
<li>Internal talent moves</li>
<li>Diversity</li>
<li>Retention of top talent</li>
</ul>
&nbsp;
<h3>Don't get too stuck on the numbers</h3>
Whilst measuring success is helpful, don't get too caught up in the numbers and start to miss the point. Employee engagement is a mindset, it's a way of working and operating. If you find that you've got caught up in your engagement scores and you've stopped thinking about how it feels to work in your business then take a big step back from your reports!
&nbsp;
<h3>Engagement every day</h3>
To drive success, employee engagement needs to be part of the fabric of your business. Here's some ways to do this:
<ul>
<li>Ask for engagement updates in your business updates. The quickest way to demonstrate that engagement matters is by asking about it. If you're calling your Sales Director, don't just ask about their sales figures, ask about employee engagement and what they've done to improve things</li>
<li>Making a change, big or small? Ask yourself / your team what the impact will be on engagement, if it's negative, how can you lessen it or counteract it?</li>
<li>Add engagement questions into your every-day conversations with your team, ask "how are you?" and really mean it.</li>
<li>Make a focus on employee engagement a non-negotiable with your people leaders, poor engagement = poor performance</li>
<li>Recruit people into your team who are going to make a positive contribution to engagement in your business - treat them as a culture contributor who will have an impact, so make sure it's going to be a positive one</li>
<li>Publicly talk about employee engagement and how much it means to you, be THAT person on social media who talks about how proud they are of their team.</li>
</ul>
 
&nbsp;
Ten Space can really help you make a difference in employee engagement levels. Whether your looking for some personal coaching to make you an engagement hero, you're starting from scratch or you're looking for an extra 10% of engagement, we'd love to be part of your success: victoria@tenspace.co.uk

5 Steps to a Highly Engaged Team - Part 5

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

Case Study

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

CEO / Founder

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

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

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

Insightful articles, hints &amp; tips and company news

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

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

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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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Build question sets unique to your business to get to the heart of the problem.

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Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

Listen to HR Director's Cut - insight into your dilemmas, conundrums and questions

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

Capture and utilise diversity data to enhance your culture. Capture diversity data in an efficient and safe way. Explore diversity, equity, inclusion and belonging in your organisation. Ten Space supports your DEIB strategy. We can help you capture diversity data from your team in an efficent way to enhance your people data.

Elevate engagement. Retain talent. Supercharge performance. An engaged workforce helps businesses achieve so much more. The Ten Space survey platform captures the insights you need to understand employee engagement &amp; culture across your organisation. Take action &amp; drive change.

Create exceptional employee experiences. Optimise engagement. Supercharge your EVP. Let us take you on a journey.... Explore the experiences of your employees. Ten Space can help you to explore the journeys your employees take as they join your organisation, all the way through to when they leave.

Accelerate the performance of your teams to drive business performance. Explore what is driving, or holding back, your teams from delivering high-performance. We can help you explore high-performance in your organisation. Using our performance-focused surveys, we can help you uncover what is holding a team back from achieving their full potential.

Our monthly subscription fee includes our intuitive survey platform and wrap around service.

Ten Space fully supports your Diversity, Equity, Inclusion, and Belonging (DEIB) strategy in the workplace. We offer comprehensive solutions to help you efficiently capture diversity data from your team, thereby enriching your people data. Additionally, our platform enables you to explore the topics of diversity, equity, inclusion, and belonging within your workplace culture, providing valuable data and insights to inform and enhance your DEIB strategy.

Ten Space equips companies with the necessary resources, tools, knowledge and information to create the ultimate diverse and inclusive workforce. Our platform offers analytics and insights that enable organisations to develop and implement effective DEIB programs. From setting goals on equality to attracting diverse candidates during the hiring process, we provide solutions that address gender, race, ethnicity, and other dimensions of diversity.

Leveraging our data capture platform, we ensure that the process of collecting DEIB data is efficient, safe, and secure. Our platform is designed to capture data in a clean and organised manner, ready for your analysis and utilisation.

With our DEIB focused surveys, we enable you to capture the essential data and gain insights that support your DEIB strategy. We can explore general engagement across different demographics, or we can specifically focus on diversity, equity, inclusion, and belonging as central themes, allowing you to delve deeper into this critical area of culture.

As a trusted third-party platform that captures feedback anonymously, we provide a safe space for your employees to share their experiences and provide valuable feedback. This anonymity fosters an environment of authenticity and trust, enabling you to build an accurate and comprehensive picture of the insights you need to drive your DEIB initiatives.

We understand that your DEIB strategy is an ongoing journey, not a one-time event. That's why we help you regularly capture feedback and insights, allowing you to track your progress over time. By monitoring and analysing this data, you can demonstrate the impact and return on investment of your DEIB efforts, ensuring continuous improvement and advancement.

How it works

An engaged workforce helps organisations achieve their goals. Ten Space captures the valuable insights you need to build a positive culture through high employee engagement. Your people managers and leaders can easily identify and address those critical issues preventing high engagement and build a culture that everyone buys into.

Ten Space empowers organisations to unlock the full potential of their employee engagement strategy. By utilising our platform, people managers and leaders can leverage their knowledge, experience and approach to drive positive change throughout the workplace. Effective communication, addressing challenges and fostering a supportive culture are integral aspects of our platform, enabling you to build a thriving organisation that values its employees. With Ten Space, you have the necessary insights and data to prove the impact of your employee engagement strategy and continuously improve the employee experience.

"Ten Space 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.

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