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If you&rsquo;re an employer, you&rsquo;re like to be familiar with the concept of Duty of Care. And while it&rsquo;s pretty obvious at face value what it entails (welfare, support, and good practice), it&rsquo;s essential for companies to fully understand their responsibilities, for practical, legal and employee engagement purposes.&nbsp;
Here we explore what the Duty of Care umbrella covers, and what it might mean for your organisation.&nbsp;
&nbsp;
<h3>What Is Duty Of Care?&nbsp;</h3>
The&nbsp;<a style="background-color: transparent; color: rgb(0, 0, 255);" href="https://www.hse.gov.uk/workers/employers.htm" target="_blank" rel="noopener noreferrer">HSE&nbsp;</a>sets out an employers responsibility on duty of care:
&ldquo;It is an employer's duty to protect the health, safety and welfare of their employees and other people who might be affected by their business. Employers must do whatever is reasonably practicable to achieve this.&nbsp;
This means making sure that workers and others are protected from anything that may cause harm, effectively controlling any risks to injury or health that could arise in the workplace."
Because the &lsquo;risks&rsquo; of employment will vary from industry to industry, this makes it difficult for some companies to know exactly where their legal responsibilities lie. But failing to understand exactly where responsibilities start and end can have serious implications for an organisation. Everything from&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/toxic-culture" target="_blank" rel="noopener noreferrer">toxic work cultures</a> to hefty negligence claims can arise from simple mistakes or failure to act responsibly, so it&rsquo;s crucial that employers are clear on their Duty of Care obligations.&nbsp;
&nbsp;
<h3>How Do Employers Know What Their Duty of Care is?&nbsp;</h3>
When it comes to the welfare of employees and employee engagement, legislation should be the minimum standards, not the aim. However it helps to understand the legislation as a starting point. All the standard measures in place are outlined in the&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.hse.gov.uk/pUbns/priced/l24.pdf" target="_blank" rel="noopener noreferrer">Health and Safety at Work Act 1992</a>. This covers things like:
<ul>
<li>Creating a clear Duty of Care policy, when a company has 5 or more employees</li>
<li>Training relevant individuals on basic health and safety issues</li>
<li>Frequently updating training and health and safety guides</li>
<li>Managing and recording misconduct</li>
<li>Displaying certification</li>
<li>Keeping training records up to date</li>
<li>Giving employees the right tools to fulfill their responsibilities</li>
</ul>
But it isn&rsquo;t just&nbsp;physical safety that employers need to look after, they also have a Duty of Care to support their workers&rsquo; mental health too.&nbsp;
Many organisations are now going well beyond the minimum duties and creating a culture based around employee wellbeing, supporting both physical and mental health. This employee-first approach can reap the rewards of high engagement and a positive work culture; reduce absence from work,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">save on recruitment costs</a>, and encourage a more productive team.&nbsp;
&nbsp;
<h3>How To Look After Your Team&rsquo;s Mental Health</h3>
According to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.hse.gov.uk/statistics/causdis/stress.pdf" target="_blank" rel="noopener noreferrer">HSE</a>, as much as 40% of all work-related sickness in the UK is caused by stress. This stands witness to the equal importance of both mental and physical welfare in the workplace.&nbsp;
If you&rsquo;re an employer, you know that time off leads to decreased profits and productivity. And decreased profits adds stress on other team members who pick up the extra workload to meet targets. The cycle repeats and the stress can spread across the team and even the entire organisation. To put it simply, your efforts as an employer should focus more strongly on&nbsp;preventing&nbsp;stress than curing it.&nbsp;
Here are some of our top tips for looking after your team&rsquo;s mental health &amp; moving towards a &ldquo;wellbeing&rdquo; approach:
&nbsp;
<h4>Encourage Anonymous Feedback&nbsp;</h4>
If&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-to-spot-the-warning-signs-of-stress-in-your-team-and-what-you-can-do-to-help" target="_blank" rel="noopener noreferrer">your employees are stressed</a>, it&rsquo;s likely that at the heart of the issue is a lack of support from their manager or leader. Once this cycle has begun, it can also mean that they&rsquo;re less likely to share their feelings and concerns with the same leader or manager. Eventually, left unresolved, team members may crack.&nbsp;
For this reason,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-can-employee-feedback-change-your-business" target="_blank" rel="noopener noreferrer">employee feedback</a> can be a company&rsquo;s greatest resource, but only if it&rsquo;s anonymous &ndash; aka, honest &ndash; and actioned. Anonymous employee engagement surveys will give you real-time insights into the state of your workforce&rsquo;s mental health, and offer suggestions about what could be improved.
Good data and insight can be predictive of issues that are forming, or help to uncover solutions to problems that have already surfaced.&nbsp;
By collaborating with a company like&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Space HR</a>, you can distribute expert-made employee engagement surveys via Whatsapp &ndash; surveys that have been specifically tailored to your organisation. The more you know about how your employees feel, the better able you are to fulfil your Duty of Care.&nbsp;
&nbsp;
<h4>Ensure Your Leaders Have Received the Correct Training</h4>
Often employees are dissatisfied or stressed at work due to a breakdown in communication with leaders. Whether they feel generally unsupported, feel bullied, discriminated against, or placed under too much pressure to meet deadlines, leadership plays a massive role in your team&rsquo;s mental health.&nbsp;
Your anonymous employee engagement surveys, will provide you with critical insights into the general perception of your management teams. You can use the feedback to identify gaps in duty of care, teach them&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/want-to-become-a-fantastic-leader" target="_blank" rel="noopener noreferrer">the best practices of leadership</a>, and encourage them to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/the-7-habits-of-highly-engaging-leaders" target="_blank" rel="noopener noreferrer">lead by example</a>. Doing so will breed a positive workplace culture, and will make recruitment and regulation much easier going forward.&nbsp;
You may also want to invest in specialist support and training in this area. Managers and leaders armed with knowledge and confidence of how to support their teams and truly fulfil their duty of care, will have better outcomes than those who are under-invested in.&nbsp;
&nbsp;
<h4>Treat Your Duty of Care Policy as a Basic Standard, Not the Gold Standard</h4>
Your Duty of Care policy is the bare minimum you can do to keep your company out of court, but it doesn&rsquo;t automatically build employee engagement. To truly look after your employees&rsquo; physical and mental health, you must put other measures in place to show them you care, along with checking back regularly and often to ensure that it&rsquo;s working.
&nbsp;
The tips we&rsquo;ve listed here are ways of taking care of your workers and improving workplace engagement. For more information about how Ten Space could help you create a thriving work culture to go above and beyond your Duty of Care, <a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">get in touch</a>!&nbsp;

What is it and what does it mean for organisations?

Duty of Care

This is a story about a people manager that works in your business. Let's call this person "Alex" for the purposes of this story.
Alex (delete as appropriate):
a)&nbsp;has worked in your business forever
b)&nbsp;is a close friend of your partner
c)&nbsp;is the key contact for your biggest client
d)&nbsp;knows where the bodies are buried
e)&nbsp;started in a lower role, showed promise and drifted in new roles as the company grew
&nbsp;
Once upon a time Alex was doing well, so you gave them a team. They didn&rsquo;t get off to a great start, but you were busy at the time, and didn&rsquo;t have the time to deal with it. Before you knew it, many years had passed. If you're being honest, Alex probably gets worse each year now.
Because Alex doesn't model great behaviour they don't have a great recruitment success rate. This leads to a high number of people leaving or being made to leave in probation. It wastes a lot of time and is costs the business a lot of money. But not everyone is great at recruitment, so no action needed.
There are no real shining stars in the team, no one manages to make it out of Alex's team once they are in it. Alex has no idea how to create a great environment for working and for talent to thrive, they just seem to muddle along.&nbsp;Sickness levels do seem to be a bit higher in that team too, but it isn&rsquo;t that much worse than other teams, so no action needed.
&nbsp;
Alex likes banter.&nbsp;You&rsquo;ve heard a couple of things second hand, but again you&rsquo;re too busy to do anything about it, they aren&rsquo;t a screaming problem at the moment. No grievance received, so no action needed.
Alex's customer stats are ok. The clients Alex manages are stable, but Alex doesn't really achieve any up-sell or create any new opportunities from their client base. But they haven&rsquo;t lost any clients, so no action needed.
Alex's name has come up a couple of times in exit interviews, but you&rsquo;ve never had a grievance about them from leavers and not everyone can get along, so no action needed.
Others in the leadership team are visibility frustrated working with Alex.&nbsp;There&rsquo;s tension but that&rsquo;s normal in a senior team under pressure right? Sadly one of your highest potential leaders has decided to leave. You don&rsquo;t think there&rsquo;s a link though, so no action needed.
&nbsp;
<h4>But now its crunch time - the business is growing up.</h4>
Now you&rsquo;re having to make some different and difficult decisions about the future of the business. You need your leadership team on board to help push this change through. But Alex messed up the message and now you&rsquo;ve had a load of emails directly from employees to deal with. Classic Alex cock up, but not the end of the world, so no action needed.
&nbsp;
<h4>Remember, Alex (delete as appropriate):</h4>
a)&nbsp;has worked in your business for 1 million years
b)&nbsp;has been there since the beginning
c)&nbsp;is a close friend of your partner
d)&nbsp;is the key contact for your biggest client
e)&nbsp;knows where the bodies are buried (delete as appropriate)
f)&nbsp;started in a lower role, showed promise and got promoted a few times
... so it isn&rsquo;t that bad. Deal with it later.
How does this make you feel as the owner of a business, or as an effective leader in the business?
The impact of a poor leader in your business can be really damaging. Other employees may see Alex's mediocrity or poor approach being acceptable in your business. If you settle for this level of mediocrity, you&rsquo;ll have to settle for mediocre outcomes.
&nbsp;
<h3>So what should you do?</h3>
You need to confront this head on. And you need to do it now. There are to many amber warnings going on here and ultimately your business might not be suffering, but it probably isn't realising its true potential either.
Here&rsquo;s some ideas of how to get this started:
<ul>
<li>Firstly you need to make it clear to Alex that it isn&rsquo;t acceptable anymore</li>
<li>Gather your facts and prepare for a challenging conversation</li>
<li>Invite Alex to your meeting, do it properly, so they know it&rsquo;s not just a quick catch up</li>
<li>Have an exploratory conversation with them. What&rsquo;s going on? How can you support? How can you turn it around? What do they need?</li>
<li>Put in place your agreed support actions - do not forget or skip this part</li>
<li>Set clear expectations and timescales for review. Be fair, be supportive, be clear.</li>
<li>Be brave about moving from informal to formal processes if you aren&rsquo;t seeing the change you need. Don&rsquo;t cruise at this stage either</li>
<li>Make great notes &amp; keep great records</li>
</ul>
Here&rsquo;s that line again, in case you still need convincing, if you settle for mediocre leadership, you&rsquo;ll have to settle for mediocre outcomes.
Take this out of the &ldquo;too hard&rdquo; box and demonstrate that you&rsquo;re also a great leader by tackling this and not accepting this level of mediocrity.
&nbsp;
If you need help raising the game of your leadership team,Ten Space can help. <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>

A story about "Alex" - A manager in your business?

Does one bad manager matter?

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

Don't you love it when someone more popular makes your point for you? Well, thank you Simon Sinek for doing just that last week.
For those that missed it, his words on LinkedIn were short and to the point - "Customers will love a company when the employees love it first" (link<a href="https://www.linkedin.com/posts/simonsinek_customers-will-love-a-company-when-the-employees-activity-6867473786439000064-mObb" target="_blank" rel="noopener noreferrer">&nbsp;HERE</a>).
The post attracted 90k likes and 1600 comments (probably a few more than I would get). As you'd expect with any social media post there were some lovers and some haters. Some elaborated on his point with another 100+ words and utterly destroyed it. Some just tried to start an argument with someone else.
Regardless, the point resonated with me. Your employees SHOULD be the greatest ambassadors of your business. If they love your company and their job, they will project that positivity to your customers. Nothing will be too much trouble and everything will be done with a smile. In short, your customers will get a great experience.
&nbsp;
<h3>Or:&nbsp; great eNPS = great NPS</h3>
Great customer experience matters in every business, but in some businesses the interactions with people matter more than others.
One person commented in the feed that "I have never met a happy Amazon employee". This could be true of their experience, but I don't think all Amazon employees are unhappy. Amazon is not relying on employees alone to deliver exceptional customer service.
They've built thousands of touchpoints into their shopping experience that don't involve human interaction. Even if my delivery driver is miserable as sin, it's likely I won't care because I found my product, ordered it and had it delivered in 24 hours (#lastminutechristmasshopping).
McDonalds is another great example. Consistency in the 7 P's of service marketing - price, product, place, promotion, physical evidence, process and people - makes it difficult to have a bad experience. The first 6 of these have been taken out of the hands of the person working in the restaurant.
The last one - people- is the only one that can go wrong. If the person is amazing it's fairly forgettable. If they're bad it's also fairly forgettable. In short, the front of house person is such a nominal part of the entire experience, the customer can forgive McDonalds quickly because everything else was as expected.
But businesses like Amazon and McDonalds are the exception to the rule. Most businesses rely a lot on the experience that the customer has with an employee. Any business that sells a person's time (solicitor, accountant, recruiter etc.) is pretty much 100% highly reliant on their employee. Their people must portray the values of the company every day to deliver a great, consistent service.
Hybrid companies such as software businesses are the same. They may have a great product, but if the customer success and support functions disappear, then customers get very upset, very quickly.
&nbsp;
<h4>Here's our top tips to make sure your employees help your customers feel the love....</h4>
1. Listen -&nbsp;have a way to tap into how your employees feel about the service they are delivering. Understand what they love about your products and services, and what makes their jobs harder.&nbsp; Identify what support they need.&nbsp;
2. Empathise - make it clear you&rsquo;ve heard their feedback and you can understand their point of view. Build trust into your feedback process and give your teams a say in how things get done.&nbsp;
3. Feedback - let them know what you are going to do next. What action do you intend to take, by when and how.&nbsp;
4. Action - JFDI.&nbsp;
5. Repeat -&nbsp;create this feedback loop regularly. By doing this, you&rsquo;ll build engagement &amp; trust in your organisation. As well as quickly being able to identify blockers and bottlenecks.&nbsp;
&nbsp;
To conclude, customer-facing teams in ALL businesses help you retain and attract customers.
Listening to the people that own the relationships with the customer puts you in a great position to keep doing better.
In some businesses your people could be 100% of why they choose to be your customer. In others it might be less than 1%. Regardless, an extra 1% could equate to a big difference in profitability. A bad experience could destroy your reputation and cause your customers to leave in droves.
&nbsp;
At Ten Space, we help organisations capture employee feedback to improve their business performance.&nbsp;
We&rsquo;ve created specific surveys for customer services teams, designed to do a deep-dive into what is driving, or holding back success for these critical teams. If you&rsquo;d like to see how we can help super-charge your customer teams - get in touch. You can email us at&nbsp;<a href="mailto:enquires@spacehr.co.uk" target="_blank" rel="noopener noreferrer">enquires@tenspace.co.uk</a>.&nbsp;

How high employee engagement leads to high customer engagement.

"Customers will love a company when the employees love it first"

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

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

How BEAM used their engagement scores to expand their business

Case Study: BEAM Fieldwork

A watch out for remote working & hybrid working

Can you hear me at the back?

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

Case Study

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

CEO / Founder

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

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

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

Insightful articles, hints &amp; tips and company news

Featured Blog

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

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

Featured Case Study

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Take our platform for a test drive and see what it can do for you and your business. Our team are here to answer all your questions.

Employee engagement is crucial for accountancy firms as it directly impacts productivity, client satisfaction and firm reputation. Engaged employees are more likely to go the extra mile to understand client needs, provide tailored solutions and build long-term relationships. High levels of engagement reduce turnover rates, saving recruitment costs and preserving institutional knowledge.
                

Measure employee engagement in accountancy firms through regular surveys assessing factors like job satisfaction, work-life balance and alignment with firm values. Include questions on communication effectiveness, career development opportunities and recognition. Analyse survey results to identify areas for improvement and gauge overall engagement levels.

 A great employee engagement platform will give you the data, insight and feedback you need to enact real change in your organisation. Using a third-party platform adds an extra layer of trust. By segmenting the data from engagement surveys, you can uncover valuable insights specific to different employee groups. You can find where your problems are coming from and create targeted actions.

How it works

<div><h3 class="heading pb-4">What is Employee Engagement?</h3>To put it in its simplest form: Employee engagement is the level of commitment, enthusiasm and dedication employees have towards their work and the organisation. Enhanced employee engagement reveals itself in employees reaching their full potential and delivering exceptional performance at work.</div>

Measuring employee engagement in your legal firm can be achieved through regular employee surveys. This first step is critical in gathering data that will help you make decisions. Ideally you should be surveying your business every month so you can quickly observe any drops in engagement and affect a plan quickly to resolve issues. Regular surveys provide the data you need to build a strategic engagement plan based on real information, not gut feeling.


Using an ‘engagement specific’ survey platform will help you gather data faster, more securely and more accurately. The right platform will also make it easier for people to submit their responses in a way that’s easy for them. You’ll be able to compare results over time to analyse trends. By segmenting the data from engagement surveys, you can uncover valuable insights specific to different employee groups. You can find where your problems are coming from and create targeted actions.

Once you’ve done your first survey, things will become instantly clearer. You’ll start to see the hotpots in your company by a variety of segmentation criteria such as team, location, gender, role and tenure. Open-ended feedback will often help provide a solution to the challenges you’re seeing. We’re always amazed how much insight a first survey provides to our customers from a high level right into the detail. Measuring consistent data-points over time will help gain a deep understanding of how to build your strategic plan.


Build your employee engagement strategy

<div><h3 class="heading pb-4">High engagement means higher performance</h3>Employee engagement is a critical activity for professional services firms. Retaining your high performing people will help you build a high performing legal practice. 

But if you don’t have a way to measure engagement and understand when engagement is dropping, you run the risk of losing your top performers and a potential domino effect of top talent.</div>

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learn more about employee experience &amp; retention

An easy-to-use platform to helps you capture employee feedback simply, safely and securely.

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

Access your feedback as your surveys are happening. Clear results and insights.

The insights you need to prioritise, make decisions and track your impact. The data you need to help your team thrive.

<h5 class="heading mt-4 aos-init" data-aos="fade-down" data-aos-delay="40"> Take employee feedback to the next level</h5>If you're already gathering employee feedback but want to do more, we can show you how.

<div>The Ten Space survey platform does the hard work for you, reducing months of data collection and analysis into minutes.</div>

<div>Our survey platform delivers feedback surveys to gather responses back quickly for super-quick analysis and faster action.</div>

<div>Employee surveys, that allow you, your HR team and your leaders to focus on what they do best - building engagement and creating change.</div>

Search our Knowledge for answers to the things you need to know.                

Choose the plan that suits you

<ul><li>Access for up to 250 team members</li><li>Bi-monthly engagement surveys</li><li>Industry specific questions</li><li>Real-time results and analytics</li><li>Result segmentation, tracking &amp; comparisons</li><li>Suggested actions from experts</li><li><a href="/employee-engagement-model/">The Ten Space employee engagement model</a></li></ul>

<div class="text-center"><a>Find out more about advantage</a></div>

Fast and powerful engagement surveys

advantage

<ul><li>For all sizes of organisation</li><li>Advanced AI analytics</li><li>Build your own surveys</li><li>Distribution via email, WhatsApp &amp; SMS</li><li>Customisable data segmentation</li><li>Targeted surveys based on segmentation</li><li>Customised dashboards</li><li>Track key parts of the employee journey</li><li>Permissions based reports</li><li>Dedicated engagement managers to help you get the best results</li></ul>

For larger teams with dedicated requirements

enterprise

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

Set surveys to deliver when you want, to whoever you want, where you want.

Your business is comprised of lots of different teams that work in different ways.

Our platform is customisable to fit the needs of every part of your organisation.

Backed by artificial intelligence, our real-time dashboards give you the data you need to make informed decisions and take action quickly.

Simple, clear, easy to understand dashboards for faster desicion making.

Tag and segment data easily to identify areas of concern.

Get ahead by viewing results as they come in.

Confidently identify hidden meanings and discover trends.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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"

<div><h3 class="heading pb-4">What is the Employee Engagement model?</h3>Some believe engagement is solely about having happy employees, but engagement goes beyond this. Enhanced employee engagement reveals itself when your employees reach their full potential and deliver exceptional performance at work.At Ten Space we use a simple model. It helps you explore engagement in your organisation. It shows you where you already excel and where you need to focus to improve.</div>

When your 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. They become more invested in the success of your organisation, leading to higher productivity, increased job satisfaction and a stronger sense of belonging within the team.

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. A great leader creates a sense of empowerment, job satisfaction and loyalty among the team, leading to enhanced employee engagement and overall success.

 Employee engagement improves when your 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. This positive mindset and attitude contribute to increased productivity, stronger teamwork and a happier work environment, ultimately enhancing overall employee engagement.

The highest-performing teams have one thing in common: psychologically safe workplaces. 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.

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

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

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

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

The Ten Space way

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

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

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

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

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

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

The Ten Space way

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

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

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

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

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

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

Capture and utilise diversity data to enhance your culture.

Insights to understand the engagement and culture across your organisation

Identify and resolve retention hotspots in your organisation

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

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

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

Accelerate the performance of your teams to drive business performance

Build a high performing business powered by high performing teams

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