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I&rsquo;ve been with Ten Space for about 6 months now. I&rsquo;ve learnt so much in this short amount of time so an updated &lsquo;Diary of an Apprentice&rsquo; is due!
In my last blog, I mentioned a cool project that I was a part of. A podcast named &lsquo;<a href="https://www.spreaker.com/show/hr-directors-cut" target="_blank" rel="noopener noreferrer">HR Director&rsquo;s Cut</a>&rsquo;. Since then, the podcast has launched and in the first couple of days it reached #113 on the business podcast charts. It continues to grow and episodes are released fortnightly.
My role in this podcast is to create content for LinkedIn. I create graphics, research recent news topics and try to attract new listeners. One of the ways I have been creating content is with audiograms. Audiograms are a mix of all my favourite media types. Audio, video and images all in one. I have enjoyed editing these together. Finding interesting parts of an audio and condensing it down whilst keeping the same message is fascinating.
Along with creating content for the podcast, I&rsquo;ve been continuing to create content for Ten Space. Blogs have been quite captivating to me recently. I love the process. Thinking of a topic, creating a structure, researching and writing. Surprisingly, the editing process is something I enjoy as well (this bit can end up lasting a while).
One that I am most proud of focuses on recognition. I was able to combine all my blog writing skills into one. I had to be very careful with the structure as there was a lot I wanted to say but it needed to be condensed.
My team members helped me whittle the information down into a blog that was engaging yet informative. The ones I am most proud of have been focused on research. Here are a couple that I would recommend:
<a href="https://www.spacehr.co.uk/blogs/3-keys-points-to-getting-recognition-right-in-your-team" target="_blank" rel="noopener noreferrer">3 Keys points to getting recognition right in your team</a>
<a href="https://www.spacehr.co.uk/blogs/are-your-resignations-going-viral" target="_blank" rel="noopener noreferrer">Are your resignations going viral?</a>
<a href="https://www.spacehr.co.uk/blogs/im-a-gen-z-apprentice-heres-6-ways-to-keep-me-engaged" target="_blank" rel="noopener noreferrer">I'm a Gen Z Apprentice, here's 6 ways to keep me engaged</a>
&nbsp;
&nbsp;I am looking forward to writing more blogs in the future.
I am going to be doing more things in the world of video soon. I have plans to start creating video content which I have always loved to do. I used to create short films in college and I loved the creative process. The concept of making an idea come to life is very fulfilling.
I am excited to start filming and editing videos again, I am hoping to learn a lot more as I do. I am interested to see the impact that this sort of content has on our social media statistics.
One of the most beneficial changes I have noticed in the past 6 months has been my increase in confidence. I'm proud of what I've achieved in this short time. A lot of it is due to saying &lsquo;yes&rsquo; when opportunities present themselves. In the past it was very unlikely that I would take up opportunities.
This year I have made an effort to do things that will result in personal growth. I've travelled to places I usually wouldn&rsquo;t. I've taken on work which has allowed me to gain different skills. I've pushed myself outside of my comfort zone. This has resulted in me gaining confidence in myself and noticing what I am capable of.
&nbsp;
I am definitely not the same person I was at the start of this apprenticeship. I am very excited to see who I grow to become as my time at Ten Space goes on. As always, I will continue to post updates. Look for my next blog post about my journey as an apprentice at Ten Space.

"I've been with Space HR for 6 months now, here's how I've been getting on..."

Diary of an Apprentice part 3

In the month that I&rsquo;ve been an apprentice at&nbsp;<a href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Space HR</a>, the most common comment that I have gotten from those who I have spoken to about my job, is that I seem happy.
I am very glad that not only am I happy as an apprentice at Space HR, but also that this company has had such a positive impact on me that my friends and family have noticed too.&nbsp;
If you want to know how my first week went, you can read all about it&nbsp;<a href="https://www.spacehr.co.uk/blogs/diary-of-an-apprentice" target="_blank" rel="noopener noreferrer">here</a>.
&nbsp;
<h3>Canva</h3>
During my second week at the company, I was assigned a couple of tasks which meant that I could put some of my research from the previous week into action. I was introduced to&nbsp;<a href="https://www.google.com/aclk?sa=l&amp;ai=DChcSEwjn6tuI3uP1AhUTl-0KHR2pAxsYABAAGgJkZw&amp;sig=AOD64_1uTD_Hk8eboLjs_IOmmIno34myJg&amp;q&amp;adurl&amp;ved=2ahUKEwj06dWI3uP1AhVGa8AKHb_bB64Q0Qx6BAgDEAE" target="_blank" rel="noopener noreferrer">Canva</a>, which is my favourite thing to use, ever. I love creating things so using this has been like a dream.
Canva is a free graphic design platform that I have been using to create a variety of social media posts for Space HR. It&rsquo;s great when trying to make a graphic that is both informative and eye-catching. It has made it very easy for me to make multiple posts for different platforms.
At Space HR, Victoria Bond has been very encouraging of not suppressing my imagination - that&rsquo;s where the best ideas come from - and this has been very impactful when creating posts for social media. I have really enjoyed having the freedom to create.
&nbsp;
<h3>Client Meetings</h3>
I had a client meeting during this week to go over the results of an engagement survey. I learnt the ins and outs of the technology behind Space HR as well as how follow-up surveys are important when making sure everything stays on track. I look forward to doing more of this in the future.
&nbsp;
<h3>The Juice Academy</h3>
I had my first official session with the Juice Academy during this week. We had many guest speakers, a few of whom were: Rebecca Parker, the importance of brand; Calum Metcalfe,&nbsp; how to build better relationships with clients, colleagues and suppliers; Luke Twomey, understanding and segmenting audience and Abbey Robinson, content planning.
The things I have learnt in this lesson, I have no doubt, will be used daily during my apprenticeship. I am extremely grateful to Rebecca, Calum, Luke and Abbey for these lessons and I can&rsquo;t wait to put what I have learnt into practice.
&nbsp;
<h3>Webinar Learning</h3>
Also, I attended a couple of webinars in my second week, the first one being &lsquo;How to secure and manage PR for your business&rsquo; hosted by&nbsp;<a href="https://www.fsb.org.uk/" target="_blank" rel="noopener noreferrer">The Federation of Small Businesses</a>. Its guest speakers were Andrew Bloch and George Taylor. I thought this would be important to improve my understanding of PR and how it is managed within a business.
I learnt that there are websites to use where you are able to get your message out to journalists and how to create something that journalists will actually read and choose to write an article about. I will be using what I have learnt when it comes to creating content that will attract people and also when thinking about Press Releases and where to distribute them.
I would definitely recommend connecting with Andrew and George on LinkedIn as the things that I have learnt from this are going to have such an impact on how I think about how to approach journalists in the future.
The second webinar that I attended was &lsquo;How a podcast can build your brand and engage clients&rsquo; hosted by Steve Randall and Sarah Hamilton-Gill. I have always preferred podcasts to any other digital medium and so I was excited for this webinar. I learned that planning is incredibly important when creating a podcast.
You have to make sure the format doesn't stray away from what you have advertised as that is the reason why people are viewing your podcast. If you are straying away, viewers will go elsewhere to get the information they want. I have been interested in podcast production so I wanted to have this information ready if I ever got the chance to work on a podcast.
&nbsp;
<h3>Week 3 - deadlines!</h3>
Now onto week 3. It seems like I have done a lot in these first few weeks and that&rsquo;s because I have. I work best when I&rsquo;ve got lots to do so I am extremely happy with the amount of work I&rsquo;ve been given so far. My third week was a bit calmer than the previous week.
I got to grips with the schedule that I would most likely be working on for the duration of my apprenticeship. This meant that I was able to set weekly deadlines for myself. For example, I try to finish any research by Wednesday so that I can get onto the creating aspect of my job for the next couple days of the week.
This is something that I haven&rsquo;t had to do before so it&rsquo;s great to be able to decide what works best for me.
&nbsp;
<h3>Week 4 - Creating Content</h3>
Week 4 was the week that I started to create and post content. One of my tasks was to take one blog post and create multiple social media posts around it. This was a very exciting task for me as it allowed me to think creatively. I also spent a lot of time working on an up and coming project.
This is going to be a podcast, and I have been starting to create content for it&nbsp;to share on social media. Through doing this I have been able to take feedback and work on it, which is something that I love to do. I am always trying to improve. I am very excited for this podcast launch and I will share all when I can.
&nbsp;
<h3>Support From My Team</h3>
Another thing that I'm very happy about is the support I'm receiving from my team. Not only have my teammates been more than happy to answer my questions, explain concepts or proofread my work, but they have expressed a willingness to help me with whatever I need to feel comfortable.
Asking for help is not easy for me, but I know that when I do ask for help, that support is available, and I'm very grateful for that.
&nbsp;
<h3>What's Next?</h3>
This month was full of learning and improvement. Specifically with creating content. I have learnt more about social media and emails during this month than I ever have - and I&rsquo;m Gen Z! I have also enjoyed watching my fellow apprentices. I see their posts pop up on my LinkedIn feed and I am very proud that we get to go on this journey together.
I know I'm still in the early stages of this job, and things will continue to change and evolve during my time here. But for the most part, things have started off well and I'm very happy with my role and the company. After a stressful first job and a long and difficult search, I feel like a weight has been lifted off my shoulders, and I can&rsquo;t wait to see what else is in store for me in the coming months.

"A recap on my first month as a social media apprentice at Space HR"

Diary of an Apprentice - Part 2

I&rsquo;m Aimee and I have recently become a Digital Marketing Apprentice for&nbsp;<a href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Space HR</a>. Before I fill you in with my experience so far, I want to tell you a little bit about why I became an apprentice.
From 2018-2020 I studied Media at Runshaw College. I was extremely interested in Media and knew it might be something I would like to pursue. I had planned to go onto University following my exams but after doing some work experience and volunteering, I realised that I didn&rsquo;t want to give up the work side of my life. Instead I decided to take a gap year in order to save up some money so that once I had figured out what it was that I wanted to do next, I was in a good place financially.&nbsp;
After thinking about it for several months, and asking every young person I knew what their plan was, I decided to apply for apprenticeships. My brother had just completed an apprenticeship in Business Administration and it has now led him on a path that he really enjoys, so I took inspiration from his story and looked on<a href="https://uk.indeed.com/" target="_blank" rel="noopener noreferrer">&nbsp;Indeed</a> for any availability. I guess the question now is: Why did I choose Digital Marketing?
I have always been a creative person and inspiring others is something that I am passionate about, so I knew I wanted a career that would showcase my creative skillset. Film Production was my favourite hobby at the time and I loved to create short films and other media content.
I wanted a role where I could still do this whilst expanding my knowledge of the things I was already interested in. Digital Marketing just seemed to tick all of the boxes. I then applied to&nbsp;<a href="https://www.juiceacademy.co.uk/" target="_blank" rel="noopener noreferrer">Juice Academy</a> who were able to place me with Space HR after an easy application and interview process.
I haven&rsquo;t been at Space HR for too long but to say that I have been able to get stuck in would be an understatement. I guess it might be best to go through each day and see what I got up to and how it worked out. So, here it goes&hellip;
&nbsp;
<h3>Day One:</h3>
I wasn&rsquo;t nervous until the morning of my first day. Victoria had made it so that I had no reason to be. During my interview she was very friendly and once I had found out that I had the job secured she gave me a ring and we talked for a while about me, about her, about Space HR and what I would be stepping into.
I found that this call helped to relax me and, more than anything, it made me very excited to join Space HR and meet the team. I had planned to set off with plenty of time to spare just in case I was late. But of course, the weather had other plans. I got to my car and it was frozen. Both on the outside and inside. Luckily, even with the 5 mins it took me to defrost my car, I was still somehow 10 mins early.&nbsp;
I first met Victoria and Alec, we sat and discussed my role in the team alongside the tasks that I will be doing whilst I am with them. The majority of the day was spent getting to know the ins and outs of the company, who&rsquo;s who and setting up my new laptop. My first day at Space HR couldn&rsquo;t have gone any smoother and it&rsquo;s all thanks to Victoria and Alec.
&nbsp;
<h3>Day Two:</h3>
My second day was spent shadowing Victoria. We conducted a few interviews in the morning and it was extremely interesting to see what it&rsquo;s like on the other side of the interview, where it doesn&rsquo;t affect the path that your life will go down. In the afternoon we travelled to see a client,&nbsp;<a href="https://www.beamfieldwork.co.uk/" target="_blank" rel="noopener noreferrer">BEAM Fieldwork</a>.&nbsp;
BEAM is an independent Fieldwork agency who work in market research and strive to set exceptional standards in fieldwork, becoming integral to the success of client research projects. Whilst working with BEAM I learnt more about employee engagement and why it is important to make sure your team is happy and satisfied with their job roles.
I was able to see how different teams work together and support each other through their struggles and successes. Also, a vital takeaway that I gained from this meeting was that if you ever feel overwhelmed, there&rsquo;s always people there to help you when you need it and these people will do whatever they can to watch you succeed.&nbsp;
This must have been the most mind-blowing afternoon of my life. I was sitting in a meeting room with 5 ridiculously hard working business women who were talking about things that I did not understand yet. It was incredibly inspiring to see how much these women cared about the job they do and the people around them. I am very appreciative to Victoria for letting me sit in on this meeting and watch how she works.
&nbsp;
<h3>Day Three:</h3>
This was my first day at Juice Academy. I met all the other apprentices, the tutors and Sandy Lindsay (Director of Juice Academy- She&rsquo;s a big deal!). It was very interesting to listen to Sandy and take in her advice on how to be successful in the workplace. She recommended a few books, one of which being The Chimp Paradox by Prof Steve Peters which is currently on its way to me via Amazon.
It was great to see everyone and start to work on the training we are going to be receiving. This day would need its own blog post to be able to include all of the things I learnt.
&nbsp;
<h3>Day Four:</h3>
Day four was my first official full office day. The morning consisted mostly of a catch up with Juice Academy in order to get me and Victoria completely up to speed with the apprenticeship and all of the tools that will be available to us during it. Then it was onto my tasks for the week. We had established these on my first day. Predominantly, I learnt how to research properly.
Online research is incredibly important in Digital Marketing and so I have been working on how to effectively do this. I looked at how to do a SWOT analysis of both Space HR and its competitors. The objective of this was to see how we could find new ways of marketing our brand and perhaps discover a viewpoint that we hadn't considered.
I specifically learnt that ongoing research is very important in the marketing industry and I will most likely be looking at YouTube videos and other online materials to help me do this as I continue on.
&nbsp;
Day Five:
Friday. We had established Fridays as a day for me to spend solely on my college work. This was also my first day working from home. Victoria and Alec had made sure that I had plenty to be getting on with whilst working remotely. This meant that I had to fully manage my time by myself. I won&rsquo;t say it was easy, because it wasn&rsquo;t.
Coming from working full time in a food industry type job where you work 10 hours a day, are constantly on your feet, running around, to then sitting at a desk with tasks to get done and trying to manage your time is quite the sudden change. But I was fully supported for this change by both the Space HR team and the Juice Academy team. On this day I also learnt how to create a contact list for prospective clients and who a great client is for Space HR.
&nbsp;
I have only been at Space HR for a week but I have learnt so many things already that will help me not only in my professional life but in my personal life as well. I have been given so many opportunities to succeed and I will be taking advantage of every one that I possibly can.
&nbsp;
I am excited to continue on with Space HR and watch this amazing company grow. I&rsquo;m sure there will be many more updates from me about my journey as an apprentice at Space HR. But for now, it&rsquo;s goodbye.
&nbsp;

My first week as a social media apprentice at Space HR

Diary of an Apprentice

The past 2 years have not been fun for anyone, but it has been especially tough on students. When the first lockdown started, I was only halfway through year 12, the first year of my A levels.
Back then, we all thought we were getting a week or two off school and were ecstatic about it! Little did we know what we were about to go through would be the toughest 2 years of our lives.
I am the middle child of 3, and I share my bedroom with my 8-year-old sister. Ordinarily, I don&rsquo;t mind this at all, but when you are spending 24/7 in the house with your family and you have no space of your own to get some alone time, things can feel pretty intense.
Add in the stress of preparing for A level exams, not being able to spend any time with your friends right when they are preparing to leave for university, family members passing away, and the general anxiety that comes with living in times like this, and you have a recipe for disaster.
Somehow, throughout all of this I managed to keep up with my studies: attending zoom lessons hunched over on the bottom bunk of mine and my sister&rsquo;s bunk bed (which was terrible for my back but I have nowhere else to work), dutifully completing the worksheets in Word and handing them in online, and accessing the online textbook to revise. And at the end of all of this&hellip;
I got 3 A*s! Computer science, Maths, and Further maths, all top marks.
All of my hard work paid off, and I couldn&rsquo;t have been happier. It was at this point I suddenly asked myself, &lsquo;now what?&rsquo;. I hadn&rsquo;t applied to any universities because I wanted to do an apprenticeship instead, but the ones I had applied to fell through. I looked at applying for jobs instead, but they all require experience.
&nbsp;
<h3>How am I supposed to get experience then, if I can&rsquo;t find an apprenticeship and the entry-level positions won&rsquo;t take me?&nbsp;</h3>
It was at this point that my dad told me about a software company in the same building as him. He told them about me and how I wanted to be a software engineer myself, and asked them if they would be willing to hire me as an apprentice.
They said they couldn&rsquo;t take on an apprentice at the moment, but they could have me work there voluntarily as an intern to gain some experience. And that was where my journey with Ten Space began.
The first thing I noticed about working in the real world, is how informal it is compared to school. No dress code, you don&rsquo;t have to ask to use the bathroom, you can eat your lunch when you feel like it, and talking is encouraged! After a lifetime of being told to &lsquo;sit down and shut up&rsquo;, it&rsquo;s taking some getting used to.&nbsp;
Up until this point, I had only used C# and Python in my projects, but Ten Space use Ruby on Rails, so I had to learn a whole new syntax. Luckily, I picked it up very quickly, thanks to transferrable skills from previous projects (and Dan&rsquo;s excellent teaching!). I have learned so many new concepts, like DRY (Don&rsquo;t Repeat Yourself) methodology, and continuous integration, which is when you update your main program a little bit at a time by creating and merging branches.
They have even given me the opportunity to do weekly demonstrations of my project, showing what I have been working on and setting goals for the week ahead. This has developed my confidence and presentation skills greatly, because I present to not only Ten Space employees who know a lot about web design and development, but also my dad who is an IT Manager and has very little programming knowledge (but is very enthusiastic and asks lots of questions!).
This helps me practice communicating effectively with technical and non-technical people, which is invaluable in the world of development.
&nbsp;
The people at Ten Space have been incredibly kind to me, teaching me so many life skills that I will forever be grateful for. Dan worked on my CV with me, Victoria did a practice phone interview with me, and Alec has helped me improve my LinkedIn profile and expand my network. They have gone above and beyond everything I ever hoped to gain from this experience.
If you, like me, are a young person struggling to get your foot in the door and join the world of work for the first time, I would definitely recommend an internship. If you can find a company to work with that is even half as friendly, enthusiastic and willing to help as Ten Space have been with me, it will be more than worth it.&nbsp;
Moving forward, I would love to work somewhere with a sense of community like Ten Space. I would like a role with a range of tasks, so that I can try new things and develop my skills in lots of areas. I have found that web development is something I enjoy, having never done it before in school, but I am open to all areas of software development.
I would like to end this by sincerely thanking everyone at Ten Space. They have all done so much for me. I have known that I wanted to be a software developer since I was 10 years old, and this experience has brought me so much closer to that dream becoming a reality. I know that if little Robin could see me now, they would be so proud of how far we&rsquo;ve come.
&nbsp;
Written by Robin Haigh-Gannon, Ten Space Intern

What it has been like doing an internship at Ten Space

"The Work Experience Kid"

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

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

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

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

Group Mentoring

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

Company culture in digital agencies

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

My story and how you can support employees going through IVF

Supporting IVF in the workplace

It probably doesn&rsquo;t surprise you to know that I&rsquo;ve been a real champion of Employee Engagement throughout my career. It&rsquo;s always appealed to me to understand and improve the connection and commitment an employee has with an organisation and its goals.&nbsp;&nbsp;
I&rsquo;ve always understood that highly engaged employees are more committed and more aligned to the goals of an organisation and that ultimately a business will achieve more with a more engaged workforce. What's not to love, right?!
Throughout my career, I&rsquo;ve also had the pleasure of working with quite a number of HR systems and platforms too. Some have been amazing in helping me to do my job better. Others have been something of a hindrance and made a simple process harder or more drawn out. Either way, technology and systems are generally good for a whole variety of reasons and on balance I&rsquo;ve found that using technology to follow a process always adds some value to a process.
When I launched Ten Space, I kept these two things in mind and set off on a journey of establishing methodology, process and technology to make a truly killer business proposition that I know companies will adopt and love. The Ten Space managed service will add value for all types and sizes of businesses and I&rsquo;ve had the pleasure of working with quite a few clients already that love our proposition, process, systems and expertise. I can honestly say that 6 months since launch, I know even more that I did before about Employee Engagement as well as running a business.
So with all this in mind I jumped on a call a few days ago and set about trying to win a new customer account. The customer had been introduced to us and had some knowledge about employee engagement. He runs a business with approximately 30 staff and had undertaken a full first survey of his team. He had the full sales and marketing pitch and I&rsquo;d gone above and beyond to support his free trial of Ten Space.
&nbsp;
The results were in and the feedback was great! Some real highlights for me were;
<ul>
<li>The engagement score was good - plenty of room for improvement but a great start</li>
<li>The team had absolutely loved completing their surveys over WhatsApp rather than boring old email</li>
<li>The completion rate was lower than expected but there were some reasons for this that could be easily addressed next time</li>
<li>Some really constructive feedback on our process that would help us to develop our offering</li>
</ul>
So armed to the teeth with positives, I was ready to ask her the killer question that every business owner dreads - can we get you signed up as a paying customer? I was thinking this was a slam-dunk. I was wrong.
&nbsp;
He said -&nbsp;&ldquo;I don&rsquo;t think so right now&rdquo;
A bit shocked, I replied -&nbsp;&ldquo;Oh. right. Can I ask why not?&rdquo;
He replied -&nbsp;&ldquo;I&rsquo;m struggling to see the value of this as something I need to commit to&rdquo;
My heart sank&hellip;.
&nbsp;
<h4>***PAUSE***</h4>
&nbsp;
It was at that point I realised that I&rsquo;d probably not talked about the most crucial part of employee engagement - consistency.
Consistency is critical to so many things in life. You don&rsquo;t get fit with 1 big workout, you get fit by consistently training and eating correctly. You don&rsquo;t grow a business by winning 1 big client, you do it by winning lots of clients and consistently improving your service and your offering for them .
Similarly you don&rsquo;t get an engaged team by sending out 1 survey. You send out the survey, you get the feedback, you review the feedback, you create a plan, you communicate the plan, you implement the changes&hellip;. Then you go again, and again, and again (and again) &hellip;.. and only then do you see the incremental changes that make your teams 20% or 30% more engaged over a longer term.
That consistency in effort also needs supporting with consistency in methodology. A consistent methodology will provide a consistent data set. Survey by survey you can analyse the data and improve based on findings over a period. Injecting technology into your methodology also allows you to reduce human error. It allows you to create a consistent tone to the survey and accurately record data to draw comparisons over time.
&nbsp;
<h4>***UN-PAUSE***</h4>
&nbsp;
Once I&rsquo;d explained this it became really clear to my customer that this was a marathon not a sprint. He understood that employee engagement was something to work at, but most importantly that the consistent approach provided by Ten Space, coupled with our surveying technology would make this process easier, more cost effective and yield far better results over time.
I&rsquo;m delighted to say that we&rsquo;re working with him and his team going forward as part of a long term strategy to improve engagement for the business!
If you&rsquo;d like to know more about how we&rsquo;re providing a consistent methodology to support our customers, drop me an email -&nbsp;<a style="background-color: transparent; color: rgb(219, 62, 98);" href="mailto:victoria@spacehr.co.uk" target="_blank" rel="noopener noreferrer">victoria@tenspace.co.uk</a>

Employee engagement - why consistency is critical

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

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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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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.

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"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. 

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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.  

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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. 

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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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