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Every company needs an organisational structure&mdash;whether they realise it or not. The organisational structure is how the company delegates roles, responsibilities, job functions, accountability and decision-making authority.
There are now as many as 7 popular kinds of organisational structures, each offering their own unique advantages and disadvantages.&nbsp;
Many companies are now choosing to break away from conventional hierarchies, in order to create a more diverse workplace for employees and align structures to the culture of the organisation.&nbsp;
There are 3 main kinds of organisational structures - Hierarchical, Holacracy &amp; Matrix.
We&rsquo;ll be investigating these and understand their pros &amp; cons when it comes to employee engagement.
&nbsp;
<h3 dir="ltr">Hierarchical Structure</h3>
Hierarchical structure is one of the most popular management structures amongst larger corporations and organisations. It involves different levels of authority within a company, starting with the CEO, then working down through directors, then managers, then individual contributors and so on.&nbsp;
&nbsp;
<img src="https://lh7-us.googleusercontent.com/WEuj0QopSrpIQG7OSX-RSV52yRjMWrW6z7O-OgpxVp7sOMM1C_xFLg43OKiCyPNHmpunB8ALImlvYu4oJvuG9Sb4xZeCnCB6s85l1eBU3hIbj_1XLqdaSkMBNJR_YjnvgDVDPUxtZe55LvxF8hVcSVg" width="602.2993613902846" height="401">
&nbsp;
<h4 dir="ltr">Roles</h4>
Typically, the wider the company expands, the taller the hierarchy structure grows, but it will generally always maintain a pyramid shape.
Employee roles in this kind of organisational structure are usually very clearly defined, and decision-making usually starts at the top before working its way down.&nbsp;
&nbsp;
<h4 dir="ltr">Successful Example</h4>
Amazon is a good example of a company that adopts the hierarchical structure employing more than <a href="https://www.aboutamazon.co.uk/working-at-amazon/our-people#:~:text=Our%20people&amp;text=In%202021%20we%20will%20employ,1.3%20million%20around%20the%20world.">55,000 people in the UK,</a> and around 1.3 million globally. Whilst there are pockets of other structures, broadly all employees technically report back to CEO, Jeff Bezos up through the <a href="https://www.indeed.com/career-advice/career-development/chain-of-command">chain of command</a>.
&nbsp;
<h4 dir="ltr">Advantages of Hierarchical Structure</h4>
There are many advantages to the hierarchical organisational structure, hence why it&rsquo;s the preferred choice for businesses small and large.
Here are some of the biggest pros:&nbsp;
<ul>
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They typically present employees with an opportunity to &lsquo;climb the ladder&rsquo; and follow a clear, upwards career path.&nbsp;
</li>
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Separate departments within a hierarchical structure give employees the chance to become specialists in their field, and adopt niche positions that bring on their own opportunities.&nbsp;
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Hierarchical structures allow a clear line of communication and their operations are typically well-organised with exceptional managerial control. It&rsquo;s clear who can shape and influence the team.&nbsp;&nbsp;
</li>
</ul>
&nbsp;
<h4 dir="ltr">Disadvantages of Hierarchical Structure</h4>
Though the hierarchical structure is typically very organised, such rigidity can actually be detrimental to larger companies.
Here are some of the disadvantages of this structure:&nbsp;
<ul>
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The solid and lengthy chain of command can often be detrimental to collaboration across various departments, and can cause delays in communication and drain employee engagement.&nbsp;
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Hierarchical structures are highly susceptible to bureaucracy, with a clear dis-connect between employees and their leaders.&nbsp;
</li>
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Employee-management relationships often come under strain due to a lack of autonomy
</li>
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Hierarchical structures often come with large overheads due to an extensive chain of command, this can lead to regular restructuring, as the business evolves to keep control of costs.&nbsp;
</li>
</ul>
 
&nbsp;
<h3 dir="ltr">Holacracy Structure</h3>
The holacracy structure may seem a little complicated on the outside, but it&rsquo;s actually relatively simple. The structure is a decentralised model, where there are no job titles, no managerial roles, and no hierarchy whatsoever.&nbsp;
&nbsp;
<img src="https://lh7-us.googleusercontent.com/UX-n6wHyxKwOsJBArRARzhRpVENAYQsXY2gOiCfpCQ2E-uZVaNS_6pYL2RbIprgv7tYuISwVenQxZ3OWj0hGRSQ6kccHacdUQelQSgi8dFlOLfp3EHA3A4ZjFwnylRXDryWAMjryu6UIIMRc4hllE3c" width="602" height="401">
<h4 dir="ltr">Origin&nbsp;</h4>
Holacracy borrows its name from the Greek term &lsquo;holons&rsquo;, which means &lsquo;whole&rsquo;. A holacratic workplace is made up of a &lsquo;ring&rsquo; of employees (rather than a pyramid), where each worker is given the flexibility to choose tasks at their preference. Employees are even given the freedom to move between teams, as long as they assume responsibility and lead the company towards a common goal.&nbsp;
&nbsp;
<h4 dir="ltr">Successful Example</h4>
One of the most notable examples of a holacratic company is Zappos, who began adopting the model in 2013. And although they noted that almost <a href="https://www.businessinsider.com/zappos-ceo-tony-hsieh-on-holacracy-transition-2016-1?r=US&amp;IR=T">18% of their employees</a> had decided to quit after the switch, the company has been continuously celebrated for its <a href="https://www.forbes.com/sites/chriscancialosi/2017/05/30/preserving-a-culture-people-love-as-your-company-grows-lessons-from-zappos/?sh=74ac0c9f712b">high employee engagement rates and thriving culture.&nbsp;</a>
&nbsp;
<h4 dir="ltr">Advantages of Holacratic Structure</h4>
The advantages of the holacratic structure are quite profound, largely due to their seemingly radical ways of working.
Here are just some of the advantages:
<ul>
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Without a traditional hierarchy, employees feel a greater sense of belonging, and often work harder towards the common goal of the company.&nbsp;
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Due to the flexibility of roles, employees are often highly skilled in various areas, and can remove the need for recruitment of expensive specialists.&nbsp;
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Without a chain of command, employees are invited to solve problems on their own, or collaborate with other team members. This fosters greater innovation and employs efficiency and productivity within the company.&nbsp;
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Thanks to the fluidity of this structure, it&rsquo;s easy to implement profound changes quickly, allowing the company to evolve at an accelerated rate.&nbsp;
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Holacratic companies often report higher levels of employee engagement, thanks to their all-inclusive approach to meetings and strategy. Everyone feels like they&rsquo;re being heard, has a voice and is making a clear contribution.&nbsp;
</li>
</ul>
&nbsp;
<h4 dir="ltr">Disadvantages of Holacratic Structure</h4>
Holacracy has faced immense amounts of criticism, largely due to the lack of a &lsquo;big picture&rsquo;.
Here are some of the biggest disadvantages of the model:
<ul>
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It&rsquo;s extremely hard for a large company to adopt a holacratic model. It took Zappos two years to fully implement the structure throughout its organisation.&nbsp;
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The reliance on your workforce to be &lsquo;all singing all dancing&rsquo; can result in higher training and onboarding costs.&nbsp;
</li>
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The structure isn&rsquo;t something people can easily get used to, and often involves changing people&rsquo;s entire habits e.g. those who feel like they must report to someone about a problem, or when a task is complete.
</li>
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With most of the concentration flooding into the everyday processes and smaller tasks of the company, the &lsquo;bigger picture&rsquo; is often lost, and the company can stagnate.&nbsp;
</li>
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Some people like to have job titles - it gives them a sense of purpose. Without them, they may feel lost and end up leaving the company, driving up recruitment costs once more.&nbsp;
</li>
</ul>
&nbsp;
&nbsp;
<h3 dir="ltr">Matrix Structure</h3>
A matrix structure is a blend of two or more kinds of organisational structures, offering the &lsquo;best of both (or multiple) worlds&rsquo;. The matrix structure typically functions like a grid that&rsquo;s split into various projects, such as finance, HR, operations and marketing.&nbsp;
Employees within these projects may find themselves with two or more managers - their regular manager, and a team leader who spearheads the project.
<img src="https://lh7-us.googleusercontent.com/sl1nBmofqn9uvT1w0sas8DSlORCVaGqlPRJkRp4JLNRuAV-dOJWCjK_UG1pucTk69GqMUgICSa0QQ-9GA3jUlCXlZ6diFmep3BqcybbLnC_55KXSjoL4t6zGMq8oVBefzF5foteAeJPxwRs1TqmGlHk" width="602" height="401">
<h4 dir="ltr">Successful Example</h4>
Google is a perfect example of a large corporation who uses matrix structure to manage their global workforce. The company has been commended in the past for their ability to nurture a great workplace culture by incorporating a <a href="https://fourweekmba.com/google-organizational-structure/">high percentage of flatness</a> in their management. This flatness enables employees to skip the middle man(ager), and communicate across teams with ease. This structure offers the perfect grounds for team building and nurtures employee engagement.
&nbsp;
<h4 dir="ltr">Advantages of a Matrix Structure</h4>
Matrix structures naturally offer organisations a high degree of flexibility within management.
This brings with it a whole host of unique benefits:&nbsp;
<ul>
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Employee engagement is likely to be higher in matrix structure organisations, thanks to their ease of communication and collaboration across departments.&nbsp;
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Teams are likely to feel more motivated, with greater autonomy and scope for a wider variety of work.
</li>
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Costs are often lower for matrix organisations, due to the reduced need for separate departments to communicate regularly.&nbsp;
</li>
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Matrix structures often offer career opportunities for those who want to be people managers, as well as those who would like to remain subject experts, meaning there are often opportunities for a broader range of skills
</li>
</ul>
&nbsp;
<h4 dir="ltr">Disadvantages of a Matrix Structure</h4>
Naturally, such a varied and flexible structure can bring its own difficulties.
Here are the disadvantages of the matrix structure:
<ul>
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Without a clear chain of command, some companies find it difficult to coordinate their teams.&nbsp;
</li>
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Team members are likely to have varying degrees of loyalty toward each of their project managers, which can result in tension and/or miscommunication.
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Accountability can be tricky due to the complexity of the structure.&nbsp;
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It often takes team members longer to get used to working in matrix structures, which can lead to added recruitment and training costs.&nbsp;
</li>
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Due to the shared nature of the projects, it can be easy for some team members to neglect their typical responsibilities, which can quickly erode trust if not managed effectively.
</li>
</ul>
&nbsp;
&nbsp;
<h3 dir="ltr">Understanding Engagement in Flexible Businesses</h3>
Assessing engagement and gaining valuable employee insight in flexible organisational structures requires a flexible approach with fresh technology.&nbsp;
At Ten Space, we use anonymous employee engagement surveys to help organisations take control of engagement, retention and performance whatever the shape of their organisation. Our platform is flexible, so that we can align to exactly the shape of the organisation and ensure we&rsquo;re maximising the insights from each survey.&nbsp;
Take a Holacratic structure for example -&nbsp;
<ul>
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How do you start to add an organisational structure into a platform (before you send surveys out) when there is no formal structure?
</li>
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Where do you start when you want to slice and dice your data for interpretation?
</li>
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Who gets to understand what about which employees?&nbsp;
</li>
</ul>
If you want your Scrum Masters to understand how engaged their scrums are, so they can maximise performance, but they aren&rsquo;t their direct line manager - the valuable feedback your teams will be giving, might not be seen by the person who can make a difference.&nbsp;
Most platforms aren&rsquo;t really built to cope with flexible organisational structures. Their reliance on structure to offer a hierarchical position to each individual before a survey goes out, often prohibits their ability to present results to the people who can make an impact.
&nbsp;
<h3 dir="ltr">Finding the Best Employee Engagement Platform</h3>
The Ten Space platform is different. Our tagging system allows every individual in your business to be given a unique set of tags. These could include simple tags such as gender, location and role, but can extend much further and much deeper.&nbsp;
Importantly, where there is a lack of structure, we can still provide many attributes for each person that the hierarchical approach wouldn&rsquo;t allow.&nbsp;
Once the survey is complete, these tags really come into their own. If you want to look at the specific performance of a team, cross referenced with, for example, location, gender and longevity of service, this is not a problem.&nbsp;
Also hierarchy doesn&rsquo;t need to govern who gets to see the results of the survey. Permissions in a platform are usually based on hierarchy too. With the Ten Space platform you&rsquo;ll only be served the data that you should see based on the tags you&rsquo;ve been assigned.
You can&rsquo;t fix employee engagement through structure alone. But whatever structure you&rsquo;ve chosen, we can help you to work out the best way to develop your questions, your survey and your tags to guarantee a data set and feedback that is right for your organisation - putting the valuable insight in front of the people that can make a difference.&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>.

How your org structure can impact employee engagement

Organisational Structures - Where do you fit?

What does a great employee experience look like? A positive employee experience not only fosters a healthy work environment but also boosts productivity, engagement and employee retention.
💡Each month in the UK, an average of <a href="https://www.1stformations.co.uk/blog/employee-satisfaction-statistics/">418,000 searches</a> are conducted for &lsquo;jobs near me&rsquo;. That&rsquo;s the equivalent of 13,483 searches every single day!
The battle is truly on to make sure that you retain your employees, but more than that, you undoubtedly want to ensure that they are delivering at their best for you.&nbsp;
Your employees&rsquo; talent and ability only contributes in part to overall productivity. To unlock your employees&rsquo; full potential, they need to enjoy their work and value the success of your business.
&nbsp;
<h3 dir="ltr">The Importance of Employee Experience</h3>
From the moment someone looks at your job opening, to the moment they leave your company, everything that your employee learns, does, sees and feels contributes to their employee experience.
&nbsp;
<h4 dir="ltr">Enhanced Productivity</h4>
Employees who feel valued and engaged are more likely to be productive, resulting in better business outcomes.
💡 <a href="https://peoplemanagingpeople.com/articles/employee-engagement-statistics/">Engaged employees</a> increase productivity by 17%.
&nbsp;
<h4 dir="ltr">Reduced Turnover</h4>
A positive employee experience, and the engagement it creates leads to <a href="https://www.tenspace.co.uk/blogs/attract-retain-with-your-evp/">higher employee retention rates</a>, saving the organisation time and resources on recruitment and training.
💡 Disengagement costs UK businesses <a href="https://www.perkbox.com/uk/resources/library/interactive-the-financial-cost-of-employee-disengagement">&pound;340 billion</a> every year.
&nbsp;
<h4 dir="ltr">Attraction of Top Talent</h4>
Companies that prioritise employee experience, from the first interaction to the last, attract and retain top talent, maintaining a competitive edge in the job market and across their industry.
&nbsp;
<h3 dir="ltr">Strategies for Improving Employee Experience</h3>
A great employee experience isn&rsquo;t a one-size fits all approach. Every workplace is different and should approach their employee experience strategy differently.&nbsp;
Pick and choose the ideas and strategies that work best for your workforce and tailor them to fit into your overall workplace culture. After all, what&rsquo;s the point of implementing new employee experience ideas if your employees won&rsquo;t be receptive to them.
Here&rsquo;s some of the elements that we know are key to creating a great employee experience in every workplace.&nbsp;
&nbsp;
<h4 dir="ltr">Develop Career Pathways</h4>
Employees want to know that they have a future within your organisation. We see this topic coming up a lot in the employee surveys we carry out. Clearly defined career pathways, opportunities for skill development and mentorship programs can keep employees engaged and committed to their roles.
It&rsquo;s critical to offer continuous performance development across an organisation. After all, an investment in employee development is an investment in your company&rsquo;s future. Career and personal development opportunities also need to be fair, transparent and accessible for all.&nbsp;
Having a plan in place helps employees with career growth opportunities, career mobility and even personal development.
&nbsp;
<h4 dir="ltr">Provide Flexible Working Options</h4>
<a href="https://www.tenspace.co.uk/blogs/remote-hybrid-working-bridging-the-gap/">Remote and hybrid workplaces</a> are more common than ever. Letting employees choose where they want to work helps them balance their work and personal life and ultimately increases productivity and engagement.
A flexible work environment allows employees to work in their preferred environment at their preferred hours. Allowing job flexibility has been proven to increase productivity, health and job satisfaction while decreasing stress, costs and absenteeism.&nbsp;
&nbsp;
<h4 dir="ltr">Conduct Regular Employee Surveys</h4>
Surveys are one of the most valuable tools an organisation has.&nbsp;
Employee engagement surveys allow organisations to ensure they form an emotional and mental connection with their employees, which also can help improve other metrics like job satisfaction and customer experience. It&rsquo;s key to ensure that you have a continual flow of employee feedback so you know what is working and what you might need to change.&nbsp;
When conducting these surveys, consider using <a href="https://www.tenspace.co.uk/blogs/benefits-of-an-employee-engagement-platform/">a third-party platform</a> like the <a href="https://www.tenspace.co.uk/">Ten Space Employee Survey Platform</a>, which offers bespoke, anonymous, and easy-to-use survey and analytics tools.&nbsp;
At Ten Space, we also measure employee experience, following your employee&rsquo;s journeys as they move through your organisation. This allows us to provide deep insight on the experiences you are creating and where you can optimise them.&nbsp;
So if you want to understand how your new starters feel, what it feels like to be &ldquo;top talent&rdquo;, or how your company benefits are used, we can give you that insight.&nbsp;
&nbsp;
<h4 dir="ltr">Act on Employee Feedback</h4>
Gathering feedback through surveys is only half the battle. To improve employee experience, it's crucial to act on the insights gained.&nbsp;
By not taking feedback seriously you risk creating a poor culture, or losing valuable team members, so you need to take action!&nbsp;
💡 <a href="https://en-gb.workplace.com/blog/employee-voice?t=b">Employees who don&rsquo;t feel comfortable</a> providing upward feedback are 16% less likely to stay in their organisation.
Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates, engagement levels, healthy culture and ultimately employee retention.
It&rsquo;s also important to remember that your workplace and your employees are continually changing, regular insight and data can help you keep ahead of those changes and ensure that your employee experience is always what your employees need.&nbsp;
<h3 dir="ltr">&nbsp;</h3>
<h3 dir="ltr">Employee Surveys &amp; Employee Experience</h3>
The Ten Space Survey Platform helps leaders understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
<img src="https://lh7-us.googleusercontent.com/mEjmko-mtFnvW3zTztMSF_-2tID_vbJ-e140aikat9LeLpnr5KsZJmRS36eDn883bVmjO4pCS-0h9m4IxHKUsaPb9nFHE3rMI_TiHaLLvV8ymrBuCkwo-2NLL0jklt2Kv3JLL2LRhV4HRZrIKqaVfvw" width="259" height="257">
Our employee journeys tools help you to explore the experiences of your employees in fantastic detail, to build up a great picture of what is building engagement and where you have opportunities to improve.&nbsp; 
It gives HR teams and&nbsp; 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>.

To unlock your employees’ full potential, they need to enjoy their work and value the success of your business.

4 Strategies for Improving Employee Experience

Leaders have a significant impact on just about every aspect of an organisation, including everything from culture and core values to engagement and retention.
One of the main ways leaders impact engagement and retention is through the employee experience. They are the biggest impact on what it feels like day to day to work in an organisation.&nbsp;
💡 As many as <a href="https://www.salesforce.com/blog/">57% of employees</a> quit because of their boss.
&nbsp;
<h3 dir="ltr">What is Employee Experience?</h3>
The employee experience is the interactions an employee has with people, systems, policies and the physical &amp; virtual workspace. Both the small details of day-to-day work and the periodic events and transitions matter.&nbsp;
From the moment someone looks at your job opening, to the moment they leave your company, everything that your employee learns, does, sees and feels contributes to their employee experience.
Ultimately, it&rsquo;s their experiences &ndash; positive and negative &ndash; that will impact how hard they work, how much they collaborate or whether they are invested in improving operational performance.
&nbsp;
<h3 dir="ltr">How Leaders Shape Employee Experience</h3>
A leader plays a crucial role in shaping and enhancing the employee experience within an organisation.
💡 74% of employees believe <a href="https://www.hr.com/en/resources/free_research_white_papers/the-state-of-employee-engagement-in-2018-mar2018_jeqfvgoq.html">leadership</a> is the biggest influence on engagement. They are also the key to scaling a great culture, through their teams.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/BnWQrb6NWbPwCZ3qek0mRlGvZtrp3qZD5orQ747H3Ktxmt5rEOLtDXKbwnpowcd-xpWrrLwVEcG89QH6jnuOH52elB0nr6x-x8gKs9dcK6s_3CrZ0krsJfWgghVvqKk2HRaU9_nNREQaiyip7BB9IZI" width="494" height="330">
&nbsp;
<h4 dir="ltr">Setting the Tone</h4>
Leaders set the tone for the workplace culture. They establish the values, expectations, and behaviours that guide employees. A leader who promotes a positive and inclusive culture can contribute to a better employee experience.
The opposite is also true, we can see in our engagement surveys where a leader isn&rsquo;t engaging their team and the impact that has on all members of the team.&nbsp;
&nbsp;
<h4 dir="ltr">Communication</h4>
Effective leaders communicate clearly, transparently, and frequently with their team members. Open and honest communication helps build trust and fosters a sense of belonging among employees, which can enhance their experience.
&nbsp;
<h4 dir="ltr">Support &amp; Development</h4>
Leaders who provide opportunities for employee growth and development, as well as offer support and guidance, can contribute to a more satisfying employee experience. This includes mentoring, coaching and providing resources for skill-building.
One of the most common gaps we see in engagement and fulfilment of employees, is lack of clarity on employee career development. They often look to leaders to help them develop and build their careers and can become frustrated if they don&rsquo;t receive the guidance they are looking for.&nbsp;
&nbsp;
<h4 dir="ltr">Recognition &amp; Feedback</h4>
Leaders who recognize and appreciate their employees' efforts and provide constructive feedback create a more positive work environment. Acknowledging and rewarding achievements can boost morale and motivation.
It can be as small as a heartfelt &ldquo;thank you&rdquo; or having influence of remuneration and pay. The key to scaling a culture of recognition often lies with people leaders.&nbsp;&nbsp;
&nbsp;
<h4 dir="ltr">Team Building</h4>
Building a cohesive and collaborative team is a significant part of the leader's role. Leaders who foster a sense of community and belonging among their team members contribute to a positive employee experience. 
&nbsp;
<h3 dir="ltr">What HR can do to Support their Leaders</h3>
Human Resources plays a critical role in supporting leaders to create a better employee experience for their teams.
Additionally, leaders and HR tend to have overlapping goals such as performance, retention or wellbeing. Meeting those joint goals benefits HR, the leaders and the company.
&nbsp;
<h4 dir="ltr">Training Opportunities</h4>
HR can design and implement leadership development programs that provide training and resources to help leaders enhance their leadership skills. These programs can cover topics such as managing careers, communication, emotional intelligence, conflict resolution and team building.
&nbsp;
<h4 dir="ltr">Coaching &amp; Mentoring</h4>
HR can provide one-on-one coaching or mentoring for leaders who may need additional support in their roles. This personalised guidance can help leaders identify their strengths and areas for improvement.
&nbsp;
<h4 dir="ltr">Regular Check-Ins</h4>
HR can schedule regular check-ins with leaders to discuss their challenges, successes, and areas where they may need support. These meetings can help HR identify and address leadership issues proactively.
&nbsp;
<h4 dir="ltr">Employee Feedback</h4>
HR can gather feedback from employees through surveys, focus groups, and other feedback mechanisms. This information can help identify areas where leaders can improve and where the employee experience can be enhanced.
Having clear, regular and relevant data in this area can be a powerful way to drive a culture and engagement strategy and shape employee experience.&nbsp;
&nbsp;
<h3 dir="ltr">Leadership &amp; Employee Surveys</h3>
Employee surveys provide valuable feedback from the people who work directly with leaders. This feedback can offer insights into the leadership strengths and areas for improvement that leaders themselves may not be aware of.
Employee surveys can measure the impact of leadership on various aspects of the employee experience, such as job satisfaction, engagement, and overall morale. This data can help leaders understand their influence on the workforce.
Surveys offer a structured and often anonymous way for employees to express their opinions. This anonymity can encourage honesty, as employees may be more willing to share their thoughts without fear of reprisal.
&nbsp;
The Ten Space Survey Platform helps leaders understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
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>.

Leaders have a powerful impact on culture and engagement in an organisation - good and bad!

The Role of Leadership in Employee Experience

<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&rsquo;ve completed a great survey, you&rsquo;ve got tons of insightful feedback. But what do you do now? How do you make the most of your employee survey results?&nbsp;
By not taking feedback seriously you risk creating a poor culture, or losing valuable team members, so you need to take action!&nbsp;
💡 <a href="https://en-gb.workplace.com/blog/employee-voice?t=b">Employees who don&rsquo;t feel comfortable</a> providing upward feedback are 16% less likely to stay in their organisation.
There are some steps you need to take that will show your employees that you&rsquo;re using their feedback to improve the employee experience. After all, you asked for their feedback for a reason - you want employees to know that you hear them and value their input.
&nbsp;
&nbsp;
<ol>
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Review the Results</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/cznqliyPndDRw2qYNnByiLY1qPH1-X15kseDScYDx7nO84T8Wdxeo-DrAGI9JbV23EOxMw1ZEZIwR3T5ZbrXgrHnRUSI_TqpKZJQEE9UkwgDyM0iKwJp55G3N1WnajJMiMV0n0rAFOqwE8UgY1j52Ws" width="211" height="211">
You can help gain extra insights from your results by analysing them effectively. It can help leaders connect with the feedback and understand the action that they need to take next.&nbsp;
Consider key themes, quick wins and longer term big wins from each survey.
Look for patterns - Are there areas in which your organisation scored low across the board? This is an obvious place to start. Identifying gap that are affecting employee happiness is key to moving the needle.
Dissect the data - 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.
Consider any key demographics in the data if your survey data set is large enough. A key insight we often find in surveys is the difference in engagement levels based on length of service.&nbsp;
The insight this can bring can contribute hugely to retention strategies and understanding a typical career cycle in your 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.&nbsp;
At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our platform, 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.
 
<ol start="2">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Create an Action Plan</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/YMR7JthiQf5pn7jaAKc-7_o2aciPc-ZfTGFDXCN3UhnlnEyoK6o7fzXtV1m5rOuUhXhLAp7q9vMZtyJtcraLASpDxJ2CkI1qdRion-4GL_ZKj2ZRRU9KIOu-dr0xxKLIxan1zsliJ_y2bYy32M4gbyU" width="216" height="215">
Once you&rsquo;ve understood what the data is telling you, it&rsquo;s time to create an action plan. This can often be split into &ldquo;quick wins&rdquo; and longer term action that may need more time and resources.&nbsp;
It&rsquo;s also likely you&rsquo;ll identify actions that apply across the whole organisation, or to specific teams and demographics.&nbsp;&nbsp;
It&rsquo;s important to talk about engagement and action planning regularly. This keeps momentum going and keeps accountability for progress high.&nbsp; 
<ol start="3">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Communicating to employees&nbsp;</h3>
</li>
</ol>
<img src="https://lh4.googleusercontent.com/_wxK9_Ry3zrw4Kt6g27RW2qz9Jq588QHfgKlKKusWGNldmuK0Oh-Xx4wbkNMyzQfBUTIuar5JCm8T4TZzV9YvWuWJrjj36HxLweMgjxkoJm1oyhWpLWe_sCFl4FGLpvZMzoR4UlVmRKlxxd3zQS8IPg" width="227" height="227.85660377358496">
Employees who have taken the time to complete a survey, will want to know what the outcomes are and what happens next.&nbsp;
There is often immediate messaging we can give to employees, to share findings and themes and what the key next steps are. This might be an organisational wide communication, where everyone receives the same message.&nbsp;
Think about the best channel to share this based on your population to maximise the impact.
In our experience this communication has the best impact when it comes from the leaders at the top of the organisation. Showing ownership and interest in employee feedback and making progress.&nbsp;
From there it might be that line managers speak with their teams and help them to understand the findings and impact on a local level. Helping employees understand the &ldquo;so what&rdquo; for them, helps them connect to the outcomes.&nbsp;&nbsp;&nbsp; 
<ol start="4">
<li dir="ltr" aria-level="1">
<h3 dir="ltr" role="presentation">Do it Regularly</h3>
</li>
</ol>
<img src="https://lh6.googleusercontent.com/9-8ZMIc_V9U2vHUpB-nxRMZgFK0UHH5f_8xi9XFqtSPobyu4pu269428c8oNN0wjRJFIVvz-X8ya5zLAmZceLZNF9UMt4R7oc-Gd_dASLc759Bay_JcvK74ARd_Hel6YA_pETnmOEmxXv3-qRQgv6qY" width="229" height="227">
By surveying regularly, you stand a better chance of preventing problems that lead to poor culture and resignations as you are building up patterns and collecting regular data, at the moment it is happening.&nbsp;
Really getting to grips with employee feedback data can even help to predict issues before they arise.&nbsp;
Through anonymous feedback, 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, engagement levels, healthy culture and ultimately employee retention.
Good luck with your next steps and actions!&nbsp;
 
At Ten Space, we help organisations understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
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>.

You didn’t run the survey just for fun - you want employees to know that you hear them and value their input. Here are the 4 next steps…

Employee Survey Results: The next steps

Done well, employee surveys have the benefit of capturing written feedback as well as data. They are an excellent way to create employee voice.
You can also measure your engagement through employee surveys.&nbsp;
Putting a numerical value on engagement allows you to track trends and changes in engagement over time. You can then understand in more detail the impact that the changes you make in the organisation have on engagement.
The surveys should be kept brief and contain only the questions that would elicit the best responses from the staff.
To provide you with data points and written responses, we advise using a variety of scaled questions (0&ndash;10) with a few written feedback questions also. This will allow your team to finish the survey in a reasonable amount of time and give them the opportunity to provide comments that are more in-depth.
💡 Aim to keep the number of questions on your employee survey around 12-20. Better data quality and response rates will result from doing this as people won&rsquo;t lose interest.
&nbsp;
<h3 dir="ltr">Topics to Cover</h3>
We recommend that you ask questions that fit in with the 4 engagement pillars, to ensure that you are exploring a number of different areas that contribute to employee engagement.
<img src="https://lh3.googleusercontent.com/LF4gdqaULLYc1uAh2rWxyzF64YpMU9ruvPwXoYrAuSOkS6cAeM9ULzzK8BPSn6N4mojA0V8pirM_-M_xdxNTyAxMCESeUhSeL2idxQzzq6k4B_W5HDzix0lrErUjrP_X2HIZsYvJgNCz0mO_nSMwFmM" width="513" height="342">
 
<h4 dir="ltr">Connection</h4>
💡 When a company leads with purpose, employees are <a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/">78% more likely</a> to want to work for that company.
When employees feel connected to the mission of the company, their engagement improves significantly. They find meaning and purpose in their work, knowing that their efforts contribute to something larger than themselves.&nbsp;
Ask questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;I am proud to work for [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I understand how I can contribute to the goals of [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;Day to day actions taken are consistent with the vision, mission, and values of [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I would recommend [my company] as a great place to work&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I believe I have a voice at [my company]&rdquo;
</li>
</ol>
&nbsp;
<h4 dir="ltr">Leadership</h4>
💡 As many as <a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html">57% of employees</a> quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
A great leader inspires and motivates their team members, earning their trust and respect. They provide clear direction, guidance, and support, allowing employees to perform their best and reach their full potential.&nbsp;
Ask questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;My leader sets clear goals and direction&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My leader supports my personal development&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My leader enhances the performance of our team&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My leader values the contribution I make&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I am able to talk to my leader about any concerns I have&rdquo;
</li>
</ol>
&nbsp;
<h4 dir="ltr">Fulfilment</h4>
💡 <a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know">74% of employees</a> say that a lack of professional development is preventing them from reaching their full potential.
Employee engagement improves when employees feel fulfilled in their role. When individuals find their work meaningful and aligned with their values, they are motivated to invest their time and energy into their work, going above and beyond to achieve goals.&nbsp;
Ask questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;The commitments I have outside of work are respected at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;Recognition is fair across [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I am committed to building my career at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I feel well challenged in my role at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I have all the training and support I need to succeed&rdquo;
</li>
</ol>
&nbsp;
<h4 dir="ltr">Wellbeing</h4>
💡 Organisations that trust and support their employees increase their employee engagement by <a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams">76%</a>.
The highest-performing teams have one thing in common: psychologically safe workplaces.&nbsp;
Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They also provide the environment in which innovation can thrive and people can perform at their best.
Ask questions like:
&nbsp;
<ol>
<li dir="ltr" aria-level="1">
&ldquo;I feel well supported at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;We have a diverse culture at [my company]&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;My health and safety at [my company] is well considered&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;[my company] really cares about my mental wellbeing&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;I feel I truly belong at [my company]&rdquo;
</li>
</ol>
&nbsp;
<h3 dir="ltr">Don&rsquo;t forget!</h3>
It&rsquo;s important to get written feedback from your employees as well.&nbsp;
Make sure you have at least one written question which covers each area. You&rsquo;ll then have honest quotes that you can share with your leadership team.&nbsp;
We find we get better quality feedback when we ask for very targeted written feedback, rather than just a generic &ldquo;use this space for additional comments&rdquo;.
In our employee surveys, we often use written questions like:
<ol>
<li dir="ltr" aria-level="1">
&ldquo;What more could [my company] do to help you feel informed about the organisation and the contribution you can make?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;What more can your leader at [my company] do to support you in your day to day work?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;What would make you more likely to recommend [my company] as a great place to work?&rdquo;
</li>
<li dir="ltr" aria-level="1">
&ldquo;What could [my company] do to help you love your job more?&rdquo;
</li>
</ol>
&nbsp;
<h3 dir="ltr">Finding the Right Employee Survey Platform</h3>
💡 <a href="https://www.thehrdirector.com/features/employee-engagement/improve-quality-quantity-employee-feedback-make-anonymous/">74% of employees</a> said they&rsquo;d be willing to give more feedback if they were truly <a href="https://www.tenspace.co.uk/blogs/sorry-boss-theres-something-you-should-know-please-dont-fire-me">anonymous</a>.&nbsp;
<img src="https://lh6.googleusercontent.com/XiycSFcnGXNpuMqa8woGUwvoTzaUe54gn6BZ_5SEI0uBRykdiH81iFE3jK4wD5mKZ86KDzo2iylg2ZeFQ4yCvA6oWOjRp21lPfoV6WCkeflogZ6Cd_o4LwgwPXUBcotWBCXUkxf2M5aXZ7B1GF2_h9Q" width="213" height="213">
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company.&nbsp;
So what are the advantages of using an <a href="https://www.tenspace.co.uk/blogs/employee-engagement-starting-your-survey-process/">employee survey platform</a> to carry out your surveys?&nbsp;
<ol>
<li dir="ltr" aria-level="1">
The best questions are those written with the aid of a third-party viewpoint. An expert, outside perspective will be most helpful to leadership and HR teams. These questions can be written in a neutral way and make the most of the insight you capture.&nbsp;
</li>
<li dir="ltr" aria-level="1">
For anonymity and trust, using a third-party employee survey platform is crucial. It makes the survey-taking experience for employees as psychologically safe as possible. It might be challenging for teams to trust their responses are anonymous when surveys are conducted internally.
</li>
<li dir="ltr" aria-level="1">
A specialised platform can greatly speed up data processing and the time it takes to move from survey <a href="https://www.tenspace.co.uk/blogs/making-the-most-of-your-engagement-data">launch to action</a>. When it comes to analysing and disseminating survey results, choosing a platform to do the data-crunching for you can be a smart investment. Often saving enormous amounts of time.&nbsp;
</li>
</ol>
&nbsp;
At Ten Space, we help organisations understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of culture and engagement.
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>.

The best employee surveys are ones that tap into what’s happening in your organisation at that point in time. Make them bespoke to your team to gain the best insight.

24 Questions for your Next Employee Survey

<a href="https://www.flexjobs.com/blog/post/survey-resignation-workers-considering-quitting-jobs/" target="_blank" rel="noopener noreferrer">25%</a> of employees left their job due to toxic culture in 2022.
A workplace culture is &ldquo;<a href="https://www.predictiveindex.com/" target="_blank" rel="noopener noreferrer">typically considered toxic</a> when trust, psychological safety, and employee morale degrade to unhealthy levels.&rdquo;
Toxic cultures are extremely dangerous for both companies and employees. Symptoms rapidly spread through a workforce if not managed. They have an impact on productivity, mental health, and employee engagement.
Here are some examples of a toxic culture:
<ul>
<li>Overworked employees</li>
<li>Chronic stress</li>
<li>Workplace bullying</li>
</ul>
In the majority of these situations, the issue stems from a lack of trust and communication among those in the&nbsp;<a href="https://www.spacehr.co.uk/blogs/organisational-structures---where-do-you-fit" target="_blank" rel="noopener noreferrer">workplace hierarchy</a>.
&nbsp;
<h3>Effect of Toxic Culture</h3>
Staff turnover is typically very high in toxic environments as a result of this feeling of separation between employees and their leaders.
Those who feel ignored, mistreated, or exploited by their leaders often prefer to leave a company rather than file a complaint. They lack confidence that their problems will be solved.
Toxic cultures can have a huge negative effect on a company's performance. "Poor company culture" costs UK businesses a staggering&nbsp;<a 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;
<h3>How Does it Develop?</h3>
Sadly, there are numerous ways for a toxic culture to emerge at work. While the root cause of the issue may change between each situation, generally speaking, a lack of communication exacerbates and hides the issues.
Negative or even abusive behaviour is permitted to continue when organisations don't take the time to collect employee feedback. It can spread rapidly throughout a company.
Companies should be sending out anonymous employee engagement surveys to mitigate this. Surveys can reveal early warning signals and red flags of emerging issues.&nbsp;
Organisations can jump in early when faced with concerning feedback or low engagement scores, reducing the likelihood of later problems.&nbsp;
When a toxic culture has already taken hold, there are some major warning signs to look out for:
<ul>
<li>Managers who speak condescendingly to their teams</li>
<li>A feeling of &lsquo;profits/policies over people&rsquo; where employees feel exploited</li>
<li>Micromanagers&nbsp;</li>
<li>Unsupportive performance appraisals</li>
<li>Discrimination or lack of diversity</li>
<li>Failure to recognise or reward employee achievements</li>
<li>Harassment</li>
</ul>
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>Gathering Evidence:</h3>
Quantitative research on the culture of your firm can be useful for understanding what it's like to work there. Here are just a few suggestions for how to go about doing this:
<h4>1. Regular Engagement Surveys</h4>
<a href="https://www.tenspace.co.uk/blogs/employee-engagement---starting-your-survey-process" target="_blank" rel="noopener noreferrer">Employee engagement surveys</a> can provide a lot of quantifiable information, including eNPS scores and real-time feedback from current employees.&nbsp;
Quarterly surveys allow you to regularly check in with your team&nbsp;whilst leaving enough time to action feedback and build trust in the process.&nbsp;<a href="https://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">Ten Space</a>&nbsp;offers an innovative and anonymous method of surveying through Whatsapp, email and SMS, which delivers an engaging way to survey your team.&nbsp;
&nbsp;
<h4>2. Glassdoor Reviews</h4>
Glassdoor is a very helpful (and free) website where current and past employees can post honest reviews about their work experiences. While the findings of engagement surveys are most likely to be shared just within the company, Glassdoor provides a more public way of sharing feedback.
&nbsp;
<h4>3. Turnover &amp; Absenteeism</h4>
The average employee turnover rate in the UK is currently&nbsp;<a 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. Absence and turnover rates among employees are telltale signs of a toxic workplace environment. Not all staff turnover is a terrible thing, but if your turnover rate is far higher than this, you may want to pay closer attention to your culture.
&nbsp;
<h3>Preventing Toxic Culture</h3>
While there isn't a "perfect" way to shape your culture, there are a number of essential components you'll need to create a healthy working environment.
Listen to employees -&nbsp;Your staff may currently have the solutions to the majority, if not all, of your problems. Utilise the knowledge that employee engagement surveys may provide and, before a toxic culture emerges, focus on its underlying causes.
Great leadership -&nbsp;Toxic cultures often stem from miscommunication and bad leadership. It's essential to develop your managing teams' leadership abilities. This comes in many different forms, so knowing what makes a&nbsp;<a href="https://www.spacehr.co.uk/blogs/want-to-become-a-fantastic-leader" target="_blank" rel="noopener noreferrer">bad leader</a> is key.
Develop trust - Operating transparently, doing what you say you are going to do and doing the right thing builds trust.&nbsp; A lack of trust in an organisation can quickly slow it down and impact on performance.
Employees first -&nbsp;Always put your employees at the heart of your business. You wouldn't have a brand, clients or services to offer without them. Your culture will stay healthy and thriving if you put your people at the centre of every business choice you make.
&nbsp;
We&rsquo;re committed to creating healthier workplaces - delivering employee engagement surveys through innovative technology and great service. For more information on how our platform can help your business thrive, visit our website, or&nbsp;<a href="https://www.tenspace.co.uk/contact" target="_blank" rel="noopener noreferrer">get in touch</a>!&nbsp;

Preventing Toxic Culture

Who are the people that influence you the most in the workplace? Who are the teams or the roles that you understand the most about?&nbsp;
They are likely to be those that you spend the most time with. Whether that&rsquo;s in person or via tech, it&rsquo;s likely that you feel most connected to the people you interact with the most.&nbsp;
This is the crux of the challenge with remote and hybrid working.&nbsp;
We can often fool ourselves that we understand what is happening in teams across the whole organisation, but we&rsquo;ve only actually listened fully to those closest to us.&nbsp;
&nbsp;
Franklin Covey has a model called &ldquo;The Circles of Control, Influence and Concern&rdquo; - we can apply this to the workplace in a different way to help us demonstrate this point.&nbsp;
It shows us that those who are physically and metaphorically further away from us have the least influence on us. We may still be concerned about them, but it&rsquo;s likely that we understand the least about their day-to-day experiences.&nbsp;
If we don&rsquo;t understand their experiences, how can we know how engaged they are in the workplace?
&nbsp;
Here&rsquo;s the model in action:<img src="https://lh4.googleusercontent.com/fQSKnx5BNvFgmwc3caBnvgW3NEZrcbsKmOcauCW0NEWOYPgrxpsv0iFK2KB3_ZdE8KDkIAuzAy9gClfylqRe45YiBlCITtdVkxLgftawnKqPYyJlhiazuBmw4PfqU7tQuLMmauqiJPrLNwb9_8ns5rZx6t_6EnXGCLWMeZ5nzB0_OXvgflCkILU7tRHacQ" width="497" height="495">
&nbsp;
This presents a challenge when it comes to employee engagement and the experiences of remote and hybrid workers. How do we ensure that we understand their engagement and experience, so that we can enhance it?&nbsp;
How do we make them feel close to the organisation and engaged in our journey, without physical closeness?&nbsp;
The reality is that&nbsp;<a href="https://www.personneltoday.com/hr/engaging-frontline-staff/" target="_blank" rel="noopener noreferrer">1/3 of frontline workers</a>&nbsp;feel disconnected from their colleagues in HQ and&nbsp;<a href="https://www.personneltoday.com/hr/engaging-frontline-staff/" target="_blank" rel="noopener noreferrer">4 in 10 employees</a> feel their management is out of touch.&nbsp;
These ways of working may cause physical barriers to engagement. We need to work extra hard with these teams to overcome the barriers.
&nbsp;
<h3>Unifying Your Teams</h3>
This is where technology and anonymous employee feedback surveys can play a role. Using a survey that is accessible to all can provide a key part of a layered feedback strategy. It creates a clear employee voice for remote and hybrid teams.&nbsp;
When developing your survey, tell your team that you value their input and that you are asking about the things that would be most helpful to them.&nbsp;
Running regular surveys, with targeted questions, means that you will have a consistent flow of insight and feedback from those that you are least likely to see. All employees can share their voice in the organisation no matter how or where they work.&nbsp;
For bonus points, you can really target the remote and hybrid employee experience.&nbsp;
Focus on what it means to work in this way in your organisation. A recent study proved a&nbsp;<a href="https://hbr.org/2022/03/research-how-employee-experience-impacts-your-bottom-line?registration=success" target="_blank" rel="noopener noreferrer">150% ROI</a> on additional investment in employee experience - so the numbers stack up.
We use email, SMS &amp; WhatsApp in our surveys. This makes them accessible to remote &amp; hybrid working teams, not just those on email - who are most likely to be in your circle of influence.&nbsp;
&nbsp;
We'd love to talk with you about how we might help if some of this applies to your current remote or hybrid model of operation or if you are switching to a new method of working.

The Circles of Control, Influence & Concern

Remote & Hybrid Working - Bridging the gap

I'm Aimee, an apprentice in digital marketing and a part of Gen Z. I&rsquo;ve written this article to assist leaders in understanding the most effective approaches to engage Gen Z workers. In order to generate six ideas and methods on how to engage your Gen Z employees, I combined extensive research with my personal experience.
Generation Z, sometimes known as "Gen Z" (those born between 1997 and 2012), are starting to alter how businesses operate. We are the first generation to have grown up with the internet and social media. It can be difficult to engage workers, especially those in Generation Z. Companies need to understand how Gen Z differs from other employees. This will make it easier to recruit the newest talent and your future leaders.
Here are some strategies for engaging your Gen Z staff:
&nbsp;
<h3>Leverage Great Technology</h3>
As digital natives, Generation Z, thrive on social media and electronic communication. Utilise modern technologies to aid in communication, teamwork, and building relationships.&nbsp;
The following are some examples of employee engagement tools that will benefit Gen Z workers:
<ul>
<li>Tools for teamwork: Slack and Miro</li>
<li>Digital learning: Work at your own pace and customise learning with Google Digital Garage</li>
<li>Online meeting tools: Zoom, Teams, and Google Meet&nbsp;</li>
<li>Technology for&nbsp;<a href="https://www.tenspace.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">employee feedback</a></li>
</ul>
&nbsp;
<h3>Support Development</h3>
Gen Z workers are motivated and aspirational. We value chances for professional development.&nbsp;<a href="https://www.pearson.com/content/dam/one-dot-com/one-dot-com/global/Files/news/news-annoucements/2018/The-Next-Generation-of-Learners_final.pdf" target="_blank" rel="noopener noreferrer">Two-thirds</a> of Gen Zers said that their goal in life was to make it to the top of their profession.&nbsp;
Keep us engaged by demonstrating your dedication to our development and progress. Create chances for us to develop.&nbsp;
Here are a few options for how to go about it:
<ul>
<li>Provide visible &amp; accessible career path options within the company</li>
<li>Offer leadership training</li>
<li>Prepare employees for greater responsibilities</li>
</ul>
It's crucial that you let us know you have faith in our ability to expand the business. There are instances when our leaders don't respect Generation Z. Because of this, we can lose respect for the company, which might lead to retention problems.
I worked for a well-known fast food restaurant when I was 18 years old. They would assign me numerous daily duties that had a significant influence on the store. But none of my ideas were taken seriously. Ideas that would improve customer happiness while also enhancing workflow and engagement. I "didn't know what I was talking about," they claimed. They stopped by maybe once every four months throughout the two years I spent working there. I knew what I was talking about. One of the reasons I and so many others my age left was because of their persistent downplaying of my ideas.
&nbsp;
<h3>Encourage Transparency</h3>
Technology allows Generation Z to learn anything they want to know about your business. Even during the interview process. A culture that promotes transparency will increase their engagement as employees.&nbsp;
There are a few techniques to improve transparency in your organisation:
<ul>
<li>Encourage leaders to communicate openly and honestly</li>
<li>Set definite objectives and expectations.</li>
<li>Give staff opportunities to get to know one another&nbsp;</li>
<li>Share your culture on social media frequently and openly</li>
</ul>
When applying to jobs, I always check the reviews from people that work / have worked there. It&rsquo;s the best way to get an insight into what it&rsquo;s like to work there before you&rsquo;re already in.&nbsp;
I had used Glassdoor to look at one of the company&rsquo;s I was thinking of applying to. The ratings weren't very good. There seemed to be a toxic culture at the organisation.&nbsp;
I decided to apply anyway, thinking that I would utilise this to hone my interview techniques. They did make me an offer, but I declined it. I wasn't planning on working in a toxic environment.&nbsp;
By being transparent with their employees, this company would have solved their culture problem and I might have made a different decision.
&nbsp;
<h3>Celebrate Diversity &amp; Inclusion</h3>
It&rsquo;s important to celebrate the diversity in the workforce. Gen Z is the most ethnically diverse generation yet. We have high expectations in this area, so make sure you are demonstrating to us that you care about D&amp;I if you want to keep new talent interested.&nbsp;
Do this by:
<ul>
<li>Showcasing the company&rsquo;s approach on social media</li>
<li>Allow employees to share their interests, special skills, etc.</li>
<li>Create a safe and inclusive workspace, where diversity is celebrated</li>
</ul>
When looking for jobs / opportunities, one important factor I consider is the company's D&amp;I policy. Like many members of Generation Z, I don't want to work with people who have the exact same beliefs as myself.&nbsp;
It's important to surround yourself with people who, in their perspectives and experiences, differ from you in order to expand your own knowledge. This is the best way to succeed.&nbsp;
A business that values diversity and inclusion is urging its staff to push one another and grow. This can create an extremely engaging environment.
&nbsp;
<h3>Company Mission</h3>
Employee engagement is&nbsp;<a href="https://www.forbes.com/sites/williamcraig/2018/05/15/the-importance-of-having-a-mission-driven-company/?sh=cd30a603a9c1" target="_blank" rel="noopener noreferrer">higher</a> when they feel their work is in line with the company's objective. Gen Z is not an exception. Gen Z is more likely to be engaged if the organisation shares their interests and passions.&nbsp;
Highlight the mission of your organisation in:
<ul>
<li>Departmental and corporate meetings</li>
<li>Small-group discussions</li>
<li>The company newsletter</li>
</ul>
Don't forget to check that your team is moving in the same direction on a frequently. That laser-like focus on the future gives Gen Z a compelling "why" and enables them to match their personal beliefs with those of the organisation.
While one organisation I worked for liked to boast about its goal, it was never truly used there. They used it to appear more progressive than they actually were, almost like a broken promise.&nbsp;
In addition to being a toxic workplace, the company's values appeared to be shifting continuously. This made it very challenging for me to be motivated at work and ultimately led me to decide to quit.
&nbsp;
<h3>Regular Feedback</h3>
Gen Z expects feedback frequently. This could be an effect of the immediacy that digital platforms provide.&nbsp;<a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">66%</a> of Gen Z employees said they needed feedback from their supervisor every few weeks or more to stay at their job.
They like regular feedback because it enables them to stay on task at work. Consider:
<ul>
<li>Regular performance reviews</li>
<li>Scheduled 1:1s</li>
<li>Opportunities to interact with senior leaders</li>
<li>Ongoing coaching from managers</li>
</ul>
We also expect to be able to provide feedback. So creating an opportunity for us to have a clear voice in the organisation is key to continued engagement.
In earlier positions, I've provided and gotten employee feedback. Observing how different generations responded was quite fascinating. Gen Zers would ask for feedback more often.
I thought it would be beneficial for my growth to find out how I could improve. Regular two way feedback is a key part of our ways of working at Ten Space and I really thrive from this approach.
&nbsp;
Gen Z are just beginning their careers. As they begin to take up larger portions of your company, it will become more and more important to keep them engaged.&nbsp;
An employee engagement survey is a smart way to evaluate the success of your initiatives. To ensure a higher employee engagement rate, you can better connect your strategies with the employees using the results you obtain.
Use our employee feedback survey to learn more about engagement. We can assist you with identifying your Gen Z audience (and others), understanding their specific engagement needs, and determining where you may need to adopt a new strategy to gain the most engagement and performance boost from your efforts.
&nbsp;
If you&rsquo;d like to understand more about how we can help you with team retention, engagement and performance, you can find out more about the work we do here:&nbsp;<a href="http://www.tenspace.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

I’m a Gen Z apprentice. Here’s 6 ways to keep me engaged

Engaging Gen Z - 6 Tips

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>

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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.

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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.

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

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

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

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

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

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

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

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

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

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

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

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

How it works

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

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

"Ten Space help HR teams identify and resolve retention hotspots quickly. The data helps you improve every stage of the employee journey including hiring, onboarding, probation, reviews and exit interviews to continuously improve the employee experience and reduce retention risks"

Ten Space is the platform to gather regular employee feedback. Every month, your employees are able to offer the feedback and insight you need to create positive change throughout your organisation.

The Ten Space engagement model underpins the data. It ensures a consistent approach to capturing feedback that can be measured over time. Our platform helps you build the perfect question set to understand the real issues preventing high engagement. 

 Ten Space does all the hard work, saving you days of admin. Questions are sent via email, WhatsApp or SMS and responses are gathered back in the platform. No matter where your employees are or how they work, there is always an easy way for them to provide their feedback. 

See responses as they're being submitted. Our dashboards display real-time information for you and your managers to access valuable insights at any time. This allows you to spend less time collating data and more time taking the actions that matter to build higher engagement.  

The Ten Space way

Retaining your best people is all about understanding the individual and collective journeys they're on. Ten Space allows you to predict retention issues before they occur and prevent your top talent from leaving.  

The Ten Space survey platform allows leaders to seamlessly follow their employees' journeys within the organisation, gaining invaluable insights into their professional growth and development. The platform provides a unique ability to monitor employee sentiment through live data streams from surveys, enabling leaders to make informed decisions to enhance workplace satisfaction.

All of your employees are on a journey. Even before they work for you, they're building an impression of your organisation through the hiring process. Common experiences for all employees may include hiring, onboarding, probation, promotion and exit. Ten Space allows you to unpack the employee experience at each stage of the journey, helping you improve the experience for future employees. 

Ten Space provides a highly customised in-depth feedback loop to understand which parts of your HR initiatives and processes could be causing retention issues. Our platform sends our feedback surveys at critical times to gather sentiment and understand feeling. At every step, you'll gain a true understanding of how employees really feel and what retention risks exist.

Ten Space makes the process of collecting feedback really easy. Our platform allows you to build and launch custom feedback loops that can analyse specific journeys being experienced in all parts of the organisation. You can customise your questions to gain a deep understanding of employee experiences. And our AI summaries make it easy to analyse retention hotspots at all times.

At any time, your HR team can log into Ten Space and view our feedback dashboards. Our customer success team will hold regular reviews and insights sessions with you, so you feel fully supported. We'll help you to get the most out of the insights you've captured and support you in taking the next steps to further enhance employee satisfaction. 

The Ten Space way

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

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

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

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

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

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

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