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The term &lsquo;Quiet Quitting&rsquo; has been coming up a lot recently. But what is it, and how does it affect you?
Quiet quitting doesn&rsquo;t actually refer to quitting a job. It is quitting the idea of going above and beyond. This might materialise in the form of slowly withdrawing from overworking or disengagement.
Here are some symptoms you might notice in the workplace:
<ul>
<li>Not being as dedicated as they were - e.g. coming in late</li>
<li>Performing only to the minimum set of standards</li>
<li>Withdrawal from any non-necessary conversations, activities or tasks</li>
<li>Attendance at meetings but not speaking up or taking action</li>
</ul>
In some cases, quiet quitting can become a problem, especially when it spreads across a team or an organisation. But it&rsquo;s important to note that it isn&rsquo;t a new phenomenon. Quiet quitting has been around for decades.&nbsp;
You might recognise it under a different name:
<ul>
<li>Disengagement&nbsp;</li>
<li>Neglect&nbsp;</li>
<li>Withdrawal</li>
</ul>
&nbsp;
<h3>Why has Quiet Quitting become popular?</h3>
Employees feel overworked and underpaid in the wake of the pandemic and amid the rising cost of living.&nbsp;<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-feb22---topic-increased-cost-of-living--employee-engagement" target="_blank" rel="noopener noreferrer">43% of leaders</a> we surveyed believe that the COL is having a negative impact on employee engagement.
Wage growth may be a large factor in why people don't want to put everything into their careers. In July 2022, the rate of inflation hit&nbsp;<a href="https://www.ons.gov.uk/economy/inflationandpriceindices/bulletins/consumerpriceinflation/july2022#:~:text=The%20Consumer%20Prices%20Index%20(CPI,no%20change%20in%20July%202021." target="_blank" rel="noopener noreferrer">10.1%</a>. In real terms, people are actually earning less money and may be adjusting their efforts to reflect their reward.
Workers are realising they&rsquo;ve put in a lot more effort than their salary shows. Quiet quitting is often discussed in the context of worker dissatisfaction and burnout and criticisms of the demands on workers.
There may also be age and generational reasons for quiet quitting. The new generation of employees, Gen Z, have been known to prioritise mental health and wellbeing. This comes above all else and can intervene with work life.&nbsp;
&nbsp;
<h3>Should we all be quiet quitting?</h3>
Well, no! But to ensure that employees are happy in both home and personal life, it&rsquo;s important that they&rsquo;re engaged in their work and their workplace.&nbsp;
At Ten Space, we use a simple model to explore employee engagement this consisting of 4 pillars:
<ol>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Connection -</a>&nbsp;companies vision, mission, values and goals&nbsp;</li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">Leadership -</a>&nbsp;relationships with leaders and managers</li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Fulfilment -</a>&nbsp;feeling personally fulfilled in the workplace&nbsp;</li>
<li><a href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-3" target="_blank" rel="noopener noreferrer">Wellbeing -</a>&nbsp;feeling physically and psychologically safe in the workplace&nbsp;</li>
</ol>
It&rsquo;s important that all of these elements are in place, in order to create a happy and inspiring workplace, where employees want to come and deliver their best every day.&nbsp;
With the focus of quiet quitting being to improve mental health, we can get ourselves behind the principle. But it&rsquo;s important to understand where the line is drawn. Where &lsquo;focusing on wellbeing&rsquo; can turn into &lsquo;slacking off&rsquo;.
&nbsp;
<h3>The limits of Quiet Quitting</h3>
Boundaries are important. When outside your working hours employees have the right to switch off, ignore emails and forget about that deadline that&rsquo;s almost due.&nbsp;
Taking steps to improve mental health is a great thing to do. But there is a balance to be struck.&nbsp;
As leaders, we need to be more mindful than ever of burn out in the workplace, to ensure that employees don&rsquo;t disengage and quietly withdraw. On a day to day basis, you might want to consider the following:&nbsp;
<ul>
<li>Regular breaks and time away from the workplace&nbsp;</li>
<li>Talk to people and ask authentically &ldquo;how are you doing?&rdquo;&nbsp;</li>
<li>1:1s and time spent with and on the individual to check in</li>
<li>Mental health days&nbsp;</li>
<li><a href="https://www.spacehr.co.uk/blogs/can-flexible-working-improve-engagement" target="_blank" rel="noopener noreferrer">Flexible working</a>&nbsp;and work-life blend / work-life respect&nbsp;</li>
</ul>
&nbsp;
Is your team withdrawing? Are you worried they might start to quietly quit? At Ten Space, we believe in regular, open feedback between teams and leaders. We can help create a feedback culture and provide your teams with a voice in your organisation. We use expert knowledge and technology to gain insight into your team&rsquo;s engagement &amp; performance.&nbsp;
Use employee engagement surveys to know where the problems are in your organisation. Our data will tell you all you need to know in order to create an action plan that will prevent your team from quietly quitting.
Check out how we can help at <a href="https://www.tenspace.co.uk">www.tenspace.co.uk</a>

Is Quiet Quitting a new phenomenon?

I&rsquo;m Aimee, I&rsquo;m a digital marketing apprentice and I&rsquo;m a part of Gen Z. I have written this article to help leaders understand the best ways to engage their Gen Z employees.
I have combined detailed research with my own experience to create 6 tips &amp; tricks on how to engage your Gen Z employees.
Generation Z (or Gen Z as we&rsquo;re called - those born between 1997 &ndash; 2012) have begun to change the way in which businesses run. We are the first generation brought up on the internet and social media, as digital natives. Knowing how to engage employees&mdash;including those in Generation Z&mdash;can be a challenge.
Companies should recognize the differences between Gen Z and other employees. This will ensure success in engaging the newest generation of talent and your future leaders.
Here are a few ways to engage your Gen Z employees:
&nbsp;
<h4>1. Leverage great technology</h4>
Gen Z are digital natives who thrive on social media and digital communication. Incorporate modern technology to help us communicate, collaborate, and build relationships with others. Some examples of employee engagement tools that will support Gen Z employees include:&nbsp;
<ul>
<li>Collaborative tools - Slack, Miro</li>
<li>Digital learning. Personalise learning and work at your own pace - Google digital garage</li>
<li>Online meeting software - Zoom, Teams, Google Meet</li>
<li>Employee feedback&nbsp;<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">technology</a></li>
</ul>
&nbsp;
<h4>2. Support growth and enhancement</h4>
Gen Z employees are driven and ambitious. We value opportunities for career growth.<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. Show your commitment to our growth and development to keep us engaged. Provide opportunities for us to advance.
Here&rsquo;s a few ways you could do this:&nbsp;
<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>
Showing us that you trust us to grow the company is extremely important. There can be times that Gen Z aren&rsquo;t respected by our leaders. This causes us to lose respect for the business itself and that&rsquo;s where retention issues can creep in.&nbsp;
When I was 18 I worked for a well-known fast food chain. They would give me a lot of daily responsibilities which had a large impact on the store. But they wouldn&rsquo;t take any of my ideas seriously. Ideas that would increase workflow &amp; engagement as well as customer satisfaction. They said I &ldquo;didn&rsquo;t know what I was talking about&rdquo;.
I had worked there for 2 years, they popped in maybe once every 4 months. I did know what I was talking about. Their constant down-playing of my ideas was one of the reasons why I, and so many others my age, left.
&nbsp;
<h4>3. Encourage transparency</h4>
Gen Z can use technology to find out anything they want to know about your company.&nbsp; Even at the interview stage. As employees, they will be further engaged by a culture that encourages transparency.
A few ways to increase transparency within your company include:
<ul>
<li>Encourage direct, honest communication from leaders</li>
<li>Provide clear goals / expectations</li>
<li>Give employees ways of getting to know each other</li>
<li>Share your culture on social media openly and often</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&nbsp;<a href="http://glassdoor.co.uk/" target="_blank" rel="noopener noreferrer">Glassdoor</a> to look at one of the company&rsquo;s I was thinking of applying to. The reviews weren&rsquo;t great. Apparently the company&rsquo;s culture was toxic. I decided to apply anyway, thinking I would use this to practise my interview skills. They did offer me the job but ultimately, I turned it down.
I had no intention of working in a toxic environment. By being transparent with their employees, this company would have solved their culture problem and I might have made a different decision.&nbsp;
&nbsp;
<h4>4.Celebrate diversity &amp; inclusion</h4>
It&rsquo;s important to celebrate the diversity in the workforce.&nbsp;<a href="https://www.pewresearch.org/social-trends/2018/11/15/early-benchmarks-show-post-millennials-on-track-to-be-most-diverse-best-educated-generation-yet/psdt-11-15-18_postmillennials-00-00/" target="_blank" rel="noopener noreferrer">Gen Z</a> is the most ethnically diverse generation yet. Making sure you are showing us you care about D&amp;I is important to keep them engaged - our expectations are high in this area.
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>
A big thing I look for when applying for jobs / opportunities, is the company&rsquo;s stance on D &amp; I. I, along with many Gen Zers, don&rsquo;t want to work with people who share the exact same views or opinions as me.
It&rsquo;s important to grow your own knowledge by being around those who are different to you, in their experiences and their viewpoints. This is the best way to succeed. A company that celebrates their D &amp; I is encouraging their employees to challenge each other and grow. This can create an extremely engaging environment.
&nbsp;
<h4>5. Highlight the company mission</h4>
When employees feel&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">aligned</a> with the company mission, they are more engaged. Generation Z is no exception. If your company is aligned with the interests and passions of Gen Z then they are more likely to be engaged.
Highlight your company mission in:
<ul>
<li>Company-wide &amp; departmental meetings</li>
<li>Small team discussions</li>
<li>The company newsletter</li>
</ul>
One company I worked for loved to brag about their mission, but they wouldn&rsquo;t actually use it internally. It was like a false promise, used to make them seem more progressive than they were. Not only was it a toxic environment, but the values of the company seemed to be changing constantly. This made it very difficult to be engaged at work and ultimately was a reason I chose to leave.&nbsp;
&nbsp;
<h4>6. Provide regular feedback</h4>
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 appreciate regular feedback as it allows them to keep on track in the workplace. 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.
I&rsquo;ve both given and received employee feedback in previous roles. It was very interesting to see the reactions from the different generations. Those in Gen Z would ask for feedback more regularly. I did as well. 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 Space HR 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. It&rsquo;s a good idea to see how your efforts have worked with an employee engagement survey. The results you get will help you to align your tactics with the employees to ensure a better engagement rate.
&nbsp;
Our employee feedback survey allows you to explore engagement in extra depth. We can help you identify your Gen Z population (and others), to understand their specific engagement needs 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.
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: www.tenspace.co.uk.

I’m Aimee, I’m a digital marketing apprentice and I’m a part of Gen Z. Here's how I keep engaged...

I'm a Gen Z Apprentice, here's 6 ways to keep me engaged

We speak to a lot of businesses that have done engagement surveys in the past and have had a bad experience. All understood the importance of employee feedback. But something went wrong in the execution.
Often they've done an annual survey that was an enormous effort to carry out. Administering the survey and getting the questions out was a big effort. Even more time was wasted getting results back. Then to make matters worse, very little action was taken as a result.
This well thought out action-plan is now languishing in a drawer somewhere. The results were never published. Nobody talks about it. And if they do they are black-bagged and escorted from the premises!
If this sounds familiar, the rest of this article should be helpful.
&nbsp;
Measuring levels of employee engagement in your business is as critical as tracking profit and loss. It helps with operating and decision making. Without it, you are working blind. You have little understanding how your team feels or what is impacting their performance.
Here's a few recommendations to make sure you don't experience the same problems next time;
&nbsp;
<h4 class="ql-align-justify">1. Make space in your business for employee feedback</h4>
Employee engagement should be a regular conversation in your business. It should be (at least) an agenda point in your leadership meeting. Data should be available and visible to view. Working out how it becomes built into the fabric of your everyday dialogue is vital. Find the time and space to discuss it and it will pay dividends.
&nbsp;
<h4 class="ql-align-justify">2. Build employee engagement into every-day conversations</h4>
Having an engaged sales team will drive better performance and better figures. If a board member calls their Sales Director they will talk about sales figures. But if they also ask about the engagement of the team they will surface this as a priority. Asking about employee feedback will drive a different action from the Director. This will encourage better results.
&nbsp;
<h4 class="ql-align-justify">3. Ask for employee feedback more regularly</h4>
Asking for annual feedback from employees doesn&rsquo;t make sense. It isn&rsquo;t often enough. Employee feedback is only powerful when used to tap into what is happening in the moment - as it&rsquo;s happening.
Asking 'how does it feel to work in this business' once in a year, can do more harm than good. It can quickly fall into a &ldquo;tick box&rdquo; exercise. To make employee feedback a meaningful process, you need to ask regularly.
&nbsp;
<h4 class="ql-align-justify">4. Share findings quickly</h4>
This one is a biggie. After you&rsquo;ve asked for feedback, share what you&rsquo;ve learned with your team and what you&rsquo;re going to do with it. Then go and do what you have said you are going to do!
Employees will feel a lot more excited about the process if they get the results quickly. Make it clear that their feedback was heard, valued and respected.
If employees have had a bad experience in the past, you might find they are reluctant to take part in your first few surveys. But taking fast action (regardless of participation rates) will quickly build trust. It will also add value into the process and should result in higher future participation rate.
&nbsp;
<h4 class="ql-align-justify">5. Choose a tool that can make feedback easy for you</h4>
Technology helps when it comes to collecting employee feedback. We&rsquo;re making it easy for businesses to collect employee feedback and make it part of their business.
Here&rsquo;s just a few ways we&rsquo;re helping:
<ul>
<li>Short surveys, carried out on a regular basis.&nbsp; Support with changing up questions as the type of feedback you need changes over time</li>
<li>WhatsApp and SMS to carry out surveys and ask for feedback - a quick and engaging experience for your teams</li>
<li>A straightforward dashboard that updates with your feedback as it&rsquo;s coming in</li>
<li>Replying anonymously to written feedback. It demonstrates you&rsquo;re actively taking part in a survey</li>
<li>A wrap-up report that you can complete and send out to teams within minutes of your survey closing</li>
<li>An action planning tool so you can keep track of progress and accountability.</li>
</ul>
&nbsp;
If you've had a poor experience of surveys and employee feedback in the past, don&rsquo;t give up! Hit 'reset' and take a different approach. The feedback is incredibly important to your business and can have a huge impact.
Want to talk about how employee feedback can help your business and how we can help you try again? Get in touch.<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer"> www.tenspace.co.uk</a> or victoria@tenspace.co.uk

How to try again with an employee survey if it wasn’t a great experience in the past.

If at first you don’t succeed... try us instead!

After such a tumultuous year, millions of people across the UK are experiencing high levels of stress. In fact, research has shown that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.stress.org.uk/national-stress-awareness-month-2019/" target="_blank" rel="noopener noreferrer">74%</a> of UK adults felt so stressed in the last year that they felt unable to cope.&nbsp;
As it is an employer's duty of care to look out for the welfare of its workforce, it&rsquo;s imperative that stress is recognised and taken as seriously as physical health issues. Without adequate support, stress can lead to a myriad of physical problems, and will undoubtedly result in decreased engagement, morale and productivity by default.
Learning how to spot the signs of stress in your team is one of the best measures you can take to protect your team (and company, by extension). Read on to discover the four biggest warning signs to look out for in an employee or team member&rsquo;s mental wellbeing.&nbsp;
&nbsp;
<h3>Taking more time off than usual or spending more time away from their desk</h3>
Stress triggers the autonomic nervous system&rsquo;s fight-or-flight response. And while many people assume this reaction is only applicable to dangerous, high-adrenaline situations, chronic mental stress will have a&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.nichd.nih.gov/newsroom/releases/stress" target="_blank" rel="noopener noreferrer">similar effect.</a> If your team member or employee is asking for a lot of time off, frequently calling in sick, or regularly showing up late to work, chances are their &lsquo;flight&rsquo; response has been triggered.&nbsp;
Allowing your team some flexibility to create balance in their lives may help to alleviate their stress.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://resources.owllabs.com/state-of-remote-work" target="_blank" rel="noopener noreferrer">Research from Owl Labs</a>&nbsp;has found that companies who offer remote working have a 25% lower turnover rate than those who don&rsquo;t.
&nbsp;
<h3>Loss of productivity or trouble concentrating</h3>
The incapacitating nature of stress is such that it often gets worse the longer it goes untreated. Chronic stress presents a vicious cycle in which the victim feels unable to cope with what&rsquo;s on their plate. As a result, their concentration and productivity suffers, leading to even higher levels of stress and worry.&nbsp;
Never underestimate the power of a conversation when it comes to mental health. Allowing someone to vent their worries to you can help them rationalise their problems and bring around a better sense of calm.&nbsp;
&nbsp;
<h3>Abusing alcohol or drugs</h3>
We all need to blow off some steam during our time off. But if your team member is engaging in alcohol use a little too often, or is turning to drugs to cope, it&rsquo;s a sure-fire sign that something&rsquo;s wrong.&nbsp;
Try inviting them to do recreational activities outside of work that don&rsquo;t typically involve drugs or alcohol. Exercise is one of the most effective forms of&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.healthline.com/health/heart-disease/exercise-stress-relief" target="_blank" rel="noopener noreferrer">stress relief</a>, and the simple act of moving can help restore balance and clear the mind.&nbsp;
&nbsp;
<h3>Negative behaviour towards others / deteriorating work relationships</h3>
Erratic or conflictive behaviour is one of the most common stress signals in the workplace. If it isn&rsquo;t addressed quickly and effectively, the destructive effects can create an extremely awkward environment for everyone on your team.&nbsp;
Workplace counsellors are great at helping you support employees who are acting differently under high levels of stress. If you think one of your team members is struggling to cope, it&rsquo;s important to take action before things get worse.&nbsp;
&nbsp;
At Ten Space, we&rsquo;re helping businesses look after their employees&rsquo; wellbeing by fostering a safe, secure and supported working environment, where all their needs are met. <a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Visit our website</a>&nbsp;to find out more about what we do.&nbsp;

How to Spot the Warning Signs of Stress in Your Team, and What You Can Do to Help

💡 Organisations with high engagement outperform organisations with low engagement by <a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx">202%</a>.&nbsp;
<a href="https://www.tenspace.co.uk/blogs/what-is-employee-engagement-/">Employee Engagement</a> needs to be one of your top priorities to ensure your business can succeed.&nbsp;
Some believe engagement is solely about having happy employees, but engagement goes beyond this. Enhanced employee engagement reveals itself in employees reaching their full potential and delivering exceptional performance at work.&nbsp;
The goal is to create an environment, where employees bring their best selves to work and do their best work when they get there.&nbsp;
&nbsp;
<h3 dir="ltr">Do you really need to measure engagement?&nbsp;</h3>
You don&rsquo;t NEED to, but we think you should! 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.
Without a measurement of some kind, you will just need to guess whether that benefit you introduced had the positive impact you hoped it would.&nbsp;
If you&rsquo;re tracking your retention rates or number of leavers, but not tracking engagement you are only monitoring half of the picture. Leavers from your organisation are a result of poor engagement, so measuring and monitoring engagement can help you to impact on your retention rates in a proactive way.&nbsp;
Using effective engagement measures helps us to predict and ultimately prevent employee turnover.&nbsp;
You can measure your engagement through employee surveys. Done well, surveys also have the benefit of capturing written feedback as well as data. They are an excellent way to create employee voice.&nbsp;
There are 3 things you need to consider when measuring engagement:
<ol>
<li dir="ltr" aria-level="1">
Using the right Employee Engagement platform
</li>
<li dir="ltr" aria-level="1">
Gathering effective feedback &amp; data
</li>
<li dir="ltr" aria-level="1">
Using your insights to increase engagement
</li>
</ol>
&nbsp;
<img src="https://lh5.googleusercontent.com/3LKFEknZMljKHbCUREi6PsIc_nidkFCPygPJ_k2bOtfgC3x_JdT7PrO2gSlkLEien91yP7IAs9ZJ90CtKrC1FdjzP0wOoYAjxMi-HcXB0TJ3PwJ7816f-rBwhGsMrODCg6Qln9v31nwQrZtCmTYTy4c" width="450" height="299">
 
<h3 dir="ltr">Using the right Employee Engagement platform</h3>
One of the first topics that comes up when an organisation decides to do an employee engagement survey is utilising a third party company. So what are the advantages of using a specialist to carry out your surveys?&nbsp;
<h4 dir="ltr">The best questions are written by a third-party</h4>
<img src="https://lh5.googleusercontent.com/Qrg8UWhUhWxgEU6xy5vfX2XEwoEOLA1TX1HwJMXfCJ6kWKh3X2O_aWaw8yxnPev77zpYKgpJPx-WV7uEk3ytIY2o99Wl74cmOW6TxIQ0S7yye8t4s9AQHg3oQwuyuN4UjhyprCkmyQaJ1i2saSQQH0I" width="238" height="237">
An expert, outside perspective will be most helpful to leadership and HR teams. Questions can&rsquo;t be written in a way that would positively influence the quality of responses and make the most of the insight you capture.&nbsp;
<h4 dir="ltr">Trust in anonymity</h4>
💡 <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;
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.
<h4 dir="ltr">Speedy data gathering</h4>
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.
📑 For more on the benefits of an Employee Engagement platform and to find the one that&rsquo;s right for you, <a href="https://www.tenspace.co.uk/blogs/benefits-of-an-employee-engagement-platform/">check out our blog</a>.
&nbsp;
<h3 dir="ltr">Gathering effective feedback &amp; data</h3>
Your <a href="https://www.tenspace.co.uk/blogs/employee-engagement-starting-your-survey-process/">survey design</a> affects the results you get. Design it wisely!
<ul>
<li dir="ltr" aria-level="1">
Survey too long - Employees get bored, leave short answers and are more likely to not complete.
</li>
<li dir="ltr" aria-level="1">
All one type of question - Employees get used to the repetitiveness of tick boxes and are less likely to think the question through.
</li>
<li dir="ltr" aria-level="1">
Surveys happen once a year - Employees get the impression that the survey is purely so the company can say they&rsquo;ve done it. After all, they haven&rsquo;t seen any action from the last one so who&rsquo;s to prove them wrong?
</li>
</ul>
&nbsp;
<h3 dir="ltr">How to design a great survey</h3>
<img src="https://lh6.googleusercontent.com/AC7UE3VreEnLhbn1K0RutobIHxHdvkd-fz4WmkRKXySNAsPwy0RZ3WnCXvndlrk3DNqzvFw_4vHzudxlb-ZA9uRUnfRD3jd3EvwLVbSXXOGJyyt7KBsr4qRJiFA8u3CeeeVavjf_S4REQlAJ2CcKr2c" width="241" height="241">
<ol>
<li dir="ltr" aria-level="1">
Your survey should be kept brief and contain only the questions that would elicit the most honest &amp; reliable answers. A typical Ten Space survey should take no more than 10 minutes to complete, our ideal is 5 minutes.&nbsp;
</li>
<li dir="ltr" aria-level="1">
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 as well.&nbsp;
</li>
<li dir="ltr" aria-level="1">
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.
</li>
<li dir="ltr" aria-level="1">
Do it often. We recommend every 3 months (every 6 months at the minimum).&nbsp;
</li>
<li dir="ltr" aria-level="1">
Switch up the topics to keep it interesting. It&rsquo;s great to have some data points to track from one survey to the next, employees don&rsquo;t want to take the same survey time and again. Keep it relevant and keep it interesting.&nbsp;
</li>
</ol>
Designing a great survey 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.&nbsp;
Creating great processes &amp; habits around employee feedback &amp; actions will pay off. This will come through in both survey completion rates and engagement levels. 
&nbsp;
<h3 dir="ltr">Using your insights to increase engagement</h3>
The action you take from a survey is what matters most, not the survey itself. By not taking feedback seriously you risk losing valuable team members.&nbsp;
💡 Employees who don&rsquo;t feel comfortable providing upward feedback are <a href="https://en-gb.workplace.com/blog/employee-voice?t=b">16%</a> less likely to stay in their organisation.
<h4 dir="ltr">Tell a story</h4>
<img src="https://lh6.googleusercontent.com/fFX5xSjXCWZ5-9bZzxHHPLbg0WGyOaVfy6jqcWBtP0ixmEPLxpY_Fl7r_xgXZsz0D_O0Msl2Ux4r__jIjj3kRVIoeHcBswY3GN7EpfrtzSxWlFSsrayBK_WxUmf93LFa2jgVNxLfV2abSZMOdLrRXTs" width="241" height="241">
To get real value from the data that you&rsquo;ve collected, you have to dig through it and discover where you need to make changes. You need to locate both the strengths and weaknesses within your business.
<ol>
<li dir="ltr" aria-level="1">
Look for patterns - Are there areas in which your organisation scored low across the board? Identifying failings that are affecting employee happiness is key to moving the needle.
</li>
<li dir="ltr" aria-level="1">
Dissect the data - At an absolute minimum, you need to be able to segment the data by department. Not all teams work the same, and not all teams have the same concerns. Data creates stories at both an individual and a team level, so be sure to consider both.
</li>
</ol>
<h4 dir="ltr">Create a plan &amp; discuss</h4>
Once you&rsquo;ve identified patterns and drawn conclusions, it&rsquo;s time to talk to individuals one-on-one. Communication is at the heart of all successful businesses. It&rsquo;s important to talk about engagement and action planning regularly.&nbsp;
<ol>
<li dir="ltr" aria-level="1">
For decision makers - Is there time at board / leadership / management meetings to track progress and keep employee engagement high on the agenda? Not just the first meeting after a survey, but every one.
</li>
<li dir="ltr" aria-level="1">
For individual leaders - Take the time to sit down with employees and discuss what&rsquo;s keeping them engaged at work, and what (if anything) is holding them back. Give your employees structure, help them plan for the future, and act on what they tell you so you don&rsquo;t lose their trust.
</li>
</ol>
<h4 dir="ltr">Explore data with segmentation</h4>
Knowing specific teams or demographics who are less engaged than others can help to highlight retention risk &amp; drive specific actions.&nbsp;
You may find that there are key themes in smaller populations that emerge, which can have a huge impact on engagement overall when addressed.&nbsp;
&nbsp;
<img src="https://lh4.googleusercontent.com/_13W2sUazlHjxUJo7k24Q_dHJMRKSJVFlIy4BpMOtOVc6zOmPfBoZxHcM7BswCf1ye-aHpVRR0vNP0p4dbMTWP39aPVK1wB7xElrphOjC0uFxsTrXYTnBWKF8tBcYC8Hx2ue6MFqE2wUJaQ1yzRNO5s" width="244" height="243">
There may be key areas, questions or themes that you might want to keep a close track on. You can build these into a dashboard or report that is regularly reviewed, so that progress can be monitored.&nbsp;&nbsp;
There is a word of caution when it comes to segmentation, it shouldn&rsquo;t come at the cost of anonymity. At Ten Space, we have an &ldquo;ethics&rdquo; filter built into our <a href="https://www.tenspace.co.uk/platform/">platform</a>, this allows us to protect anonymity to create a safe space for employees to share feedback, but also to drill down to identify additional insights.&nbsp;
&nbsp;
<h3 dir="ltr">A final thought&hellip;.&nbsp;</h3>
Don&rsquo;t forget to survey regularly. Employees feeling left out or uninformed could be a huge barrier to engagement.
By surveying regularly and creating a continual flow of employee ideas and feedback, you can build up a great picture to help you take a proactive approach to retention and prevent talent loss.&nbsp; 
&nbsp;
At Ten Space we create bespoke surveys which allow teams to share their honest feedback anonymously. This gives leaders the chance to listen to their team, understand the problems in the organisation and work on changing things for the better.
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>.

What is employee engagement? Understanding the key to unlocking a motivated and high-performing team.

How to measure Employee Engagement

The benefits of building an incredible employer brand are evident in every great business.
&nbsp;
With a great brand, it&rsquo;s easier to identify and recruit great talent. It&rsquo;s easier to train, motivate and align employees to your values and business goals. It becomes easier to build a more productive workforce with cultural alignment. And it&rsquo;s easier to keep great people too.&nbsp;
&nbsp;
<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/brand-factsheet#gref" target="_blank" rel="noopener noreferrer">The CIPD 2008</a>&nbsp;guide 'A no nonsense approach to employer brand', define employer brand as '...a set of attributes and qualities, often intangible, that make an organisation distinctive, promises a particular kind of employment experience, and appeals to those people who will thrive and perform best in its culture'.
&nbsp;
But what does it take to build an incredible employer brand? Here&rsquo;s our top tips to get you started and keep you on track;
&nbsp;
1. Understand where you are today&nbsp;
&nbsp;
There&rsquo;s no use pulling the wool over your eyes. The leaders in your business might not understand the reality of their current situation (and that includes you if you own the business). You need to discover what the people in your business think and feel and you need them to be honest. Without a solid foundation (the good, the bad and the ugly) you can&rsquo;t start to build that all important employer brand.&nbsp;
&nbsp;
Tip: Try using an anonymous&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">employee feedback platform</a>&nbsp;like ours!&nbsp;
&nbsp;
2. Find out what makes you special&nbsp;
&nbsp;
Let&rsquo;s assume you&rsquo;ve hired some people and you have some customers. Some people think you&rsquo;re at least &lsquo;good enough&rsquo; or else you&rsquo;d have neither. Find out how you attracted both and what attributes have made them stay. Whatever the reasons, you&rsquo;re obviously doing well so start here as your basis for improvement.
&nbsp;
3. Define your employer vision and values&nbsp;
&nbsp;
Your company vision will&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-2" target="_blank" rel="noopener noreferrer">align</a>&nbsp;your people towards a common goal. Your values are the personal attributes you need from each person to deliver the vision. Think about the attributes you value from your best employees.
&nbsp;
You can co-create values with your team. Then publish them on your website and make them visible so that people become familiar with them and can live and breathe them every day. Basing all your interview questions, review questions and reward structures around your values, will create a team that performs every day.
&nbsp;
4. Make sure your employees are your biggest advocates&nbsp;
&nbsp;
All your efforts are wasted if your existing employees don't sing the same tune. Authenticity comes from your employees being the strongest&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/what-does-the-future-of-work-look-like-for-a-new-starter" target="_blank" rel="noopener noreferrer">advocates</a>&nbsp;of your employer brand. The best companies do this by bringing their employees into the conversation. This is known as employee voice. Providing an anonymous platform for free speech and constructive feedback is proven to build a better business.
&nbsp;
If employees see real change based on their feedback, then they keep offering it. They also become more bought into the vision they are helping to create. This takes time but technology can play a huge part in this and help build more trust. Similarly using an external party to gather feedback can often be seen as a more trustworthy method too.
&nbsp;
5. Speak to Marketing&nbsp;
&nbsp;
Marketing is responsible for your customer facing brand. It goes without saying that they might know a bit about brand and promotion. Bring your marketing team into the conversation. Worst case scenario is that it helps you get the correct brand assets you need.
&nbsp;
Best case scenario is that your tactics align and efforts from both teams drive better outcomes for each other. You should treat your employer brand with the same love as you treat your company brand. Also consider how weird it looks if your messages aren't aligned.
&nbsp;
6. Develop a great narrative&nbsp;
&nbsp;
Building a great communication plan is vital to getting your message heard. Again your marketing team can help with this. Your audience needs to relate to it and it needs to be approachable. The tone of voice is vital, as is the alignment with your company values.
&nbsp;
Then think about how you intend to promote it. There are lots of ways to do this but social media is a great way to get maximum exposure. Choose the platforms where your prospective employees hang out to make sure effort is not wasted. This will also allow your current employees to interact and support you.
&nbsp;
7. Treat every applicant like a customer&nbsp;
&nbsp;
When the applicants come forward treat them with the respect that they deserve. They&rsquo;ve gone out of their way to respond to your job advert and they&rsquo;re a lot more nervous about approaching you than you are about speaking to them. They should enjoy the process and feel like their time and effort is valued. They should feel that the interview process is a two-way street and that they can interview you.
&nbsp;
If unsuccessful their experience should be one that they would repeat and recommend. If successful their onboarding experience should be memorable, welcoming and enjoyable. In short, they should be treated with a high level of attention (like every customer is) because you want them to stay and thrive.
&nbsp;
8. Be honest about your reputation&nbsp;
&nbsp;
And finally, don&rsquo;t get wrapped up in your success. Track it by reviewing the key performance metrics that matter. This could include application rates, employee feedback scores,&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.spacehr.co.uk/blogs/what-is-enps" target="_blank" rel="noopener noreferrer">eNPS</a>&nbsp;scores or employee retention scores. Great brands can fail if left unloved. So too can great employer brands. Don&rsquo;t become a victim of your success. Work at this every day and it will be the gift that keeps on giving.
&nbsp;
For more information on how to build a strong employer brand through employee feedback, speak to&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="mailto:alec@spacehr.co.uk" target="_blank" rel="noopener noreferrer">alec@spacehr.co.uk</a>.&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.spacehr.co.uk</a>.

8 top tips to build an incredible employer brand?

How to build a strong employer brand

Inspired by&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.un.org/en/observances/international-day-of-families" target="_blank" rel="noopener noreferrer">International Day of Families 2021</a>, we decided to take a closer look at how technology has changed over the past year, and impacted family life as a result. While many might argue that technology has driven us apart in recent years, social distancing has given the connective power of technology fresh relevance.
&nbsp;
Here&rsquo;s why we think technology is, today, more important than ever before to our personal, working and familial lives.&nbsp;
&nbsp;
Technology Has Connected Us Through Hard Times
However much of a technology-phobe you might have considered yourself in the past, it has proven so valuable to our relationships throughout the pandemic. FaceTime, Zoom, Whatsapp, and Google meet have allowed vulnerable relatives to keep in touch with their loved ones. Perhaps we outdid the Zoom quizzes just a little bit. But there&rsquo;s no denying the sense of connection we enjoyed sharing laughs with our loved ones in the moment.&nbsp;
&nbsp;
A Technological Shift in Businesses and Education
It&rsquo;s easy to reduce technology down to just social media and communication, but it is so much more than that. Major advancements in technology this year have made all aspects of our lives easier. Think about home deliveries, online appointments and e-learning opportunities.&nbsp;
&nbsp;
Businesses and teaching institutions have been forced to harness the true power of technology and make their products and services accessible for all. This has been particularly crucial for our vulnerable community members and their families, who have often been overlooked by companies hungry for footfall.&nbsp;
&nbsp;
Work From Home is Now the Norm
A&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.flexjobs.com/blog/post/survey-productivity-balance-improve-during-pandemic-remote-work/" target="_blank" rel="noopener noreferrer">2020 survey conducted by FlexJobs</a>&nbsp;found that 96% of workers desire some form of remote work. And if you thought that was staggering, a whopping 27% of them said that they would be willing to take a 10-20% pay cut just to be given that freedom. If this doesn&rsquo;t say something about&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/can-flexible-working-improve-engagement" target="_blank" rel="noopener noreferrer">the impact of remote working on employee satisfaction</a>, we don&rsquo;t know what does!&nbsp;
&nbsp;
Of course, the pandemic quite literally&nbsp;forced&nbsp;businesses to allow their staff to work from home - many of whom, pre-pandemic, would have considered remote working impossible for their company. Funny how much a business can change their minds when delivered an ultimatum!
&nbsp;
Naturally, those with families have largely welcomed remote working with open arms. It helps workers maintain a better work/life balance, and massively reduces the cost of childcare, which, of course, can be extremely expensive.&nbsp;
&nbsp;
We&rsquo;ve All Saved Humongous Amounts of Time
Regardless of how you&rsquo;ve used technology over the past year, you can be sure it&rsquo;s saved you time.&nbsp;
&nbsp;
Instead of nipping out to do the groceries, we fill our virtual baskets on Deliveroo and our order&rsquo;s with us in 30 minutes. Rather than waking up at 6am to get ready for a pre-work networking event, we roll out of bed at 7.30am and switch our webcams on. No more sitting in tailbacks afterwork on a Friday, we simply get up from our at-home desks and crack open the wine.&nbsp;
&nbsp;
All this extra time can be spent focusing on the things that matter most to us in our life, like family. It&rsquo;s no wonder that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://globalnews.ca/news/7397575/covid-19-family-relationship-research/" target="_blank" rel="noopener noreferrer">families feel like they&rsquo;ve become closer</a>&nbsp;throughout the pandemic.&nbsp;
&nbsp;
We&rsquo;re so proud to be a business at the forefront of this new technological movement. We provide solutions that help companies improve employee satisfaction, so that everyone can love what they do.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">Visit our website</a>&nbsp;to see how we can help your business.&nbsp;

We've taken a closer look at how technology has impacted on families over the last year.

How Technology Has Helped Families Through the Pandemic

It&rsquo;s a well-known fact that stress is a direct cause of many physical and mental illnesses. But what role does stress play in creativity? And is there a way of combating it in the workplace? While it&rsquo;s easy to assume that creativity would be&nbsp;negatively impacted by stress, it&rsquo;s not that black and white.&nbsp;
Stress, in its most instinctive sense, is the body&rsquo;s reaction to dangerous and/or challenging situations. It&rsquo;s a reflexive function specifically designed for&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.frontiersin.org/articles/10.3389/fpsyg.2020.585969/full" target="_blank" rel="noopener noreferrer">performance, growth or survival</a>. For this reason, stress can actually&nbsp;enhance&nbsp;our productivity in certain situations. This is why it&rsquo;s important to look at the&nbsp;kinds&nbsp;of stressors, as well as&nbsp;time spent&nbsp;under stress, in order to determine its effect on creativity.&nbsp;
&nbsp;
<h3>The &lsquo;Good&rsquo; Stress</h3>
Otherwise known as &lsquo;constructive&rsquo; or &lsquo;meaningful&rsquo; stress, this arises when an employee is challenged, set targets, or given a mission. This sort of stress can be a fantastic motivator and engager, giving an individual a greater sense of purpose in the workplace. BUT, it must strike a perfect balance between pressure and meaningfulness:
<ul>
<li>Asking an employee to do a high volume of repetitive tasks all day long is a no-go. It goes without saying that this form of stress via repetition and deadline puts an employee on autopilot. This will, without a doubt, have negative effects on creativity, ergo employee engagement.&nbsp;</li>
<li>Giving them a purposeful problem to solve at their own pace with considerable reward upon completion is an example of a meaningful form of stress.&nbsp;</li>
</ul>
If you feel like your team members&rsquo; creativity is suffering due to a lack of &lsquo;good stress&rsquo;, try switching up their routine. Challenge them with a more meaningful task. They&rsquo;ll feel more appreciated in the work environment, and you&rsquo;ll likely see an increase in your productivity as a result. Creating a fulfilling role for your employees, is a really key element of employee engagement to drive creativity.&nbsp;
&nbsp;
<h3>The &lsquo;Bad&rsquo; Stresses</h3>
Today&rsquo;s most common conception of &lsquo;stress&rsquo; is the unfavourable kind. The kind that keeps you up at night, makes you ill, and leads to more complicated mental health issues such as anxiety and depression.&nbsp;
This sort of stress can arise from an array of factors, such as deadlines, money worries, family issues, or job security. There&rsquo;s absolutely no doubt that this form of stress leads to killed creativity, as concluded by countless&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1467-8691.1992.tb00052.x" target="_blank" rel="noopener noreferrer">academic studies</a>. And while an employer can&rsquo;t combat&nbsp;every stressor, they can certainly help alleviate work-related pressure on a team member.&nbsp;
So here are some ways to help combat workplace stressors and increase your team members&rsquo; creativity and engagement.&nbsp;
&nbsp;
<h4>Look After Their Wellbeing&nbsp;</h4>
Ensuring your team members feel safe, secure and supported in your business is a key element of tackling workplace stressors. Ensuring you know how to spot the signs of stress, so you can support your employees in the way they need is a key leadership skill. Knowing the red flags and&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">how to spot the signs of stress in your team</a> can make all the difference to how your team feel in the workplace.&nbsp;
<h4>Allow Them More Time Away From Their Desk</h4>
We associate our desks with work. And if we associate our work with stress, then simply working in a different environment can help reduce any strong work-stress connotations.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.gallup.com/workplace/283985/working-remotely-effective-gallup-research-says-yes.aspx" target="_blank" rel="noopener noreferrer">Offering remote working</a>, or hybrid working is also a great way for companies to increase employee engagement and satisfaction rates. Offering a choice, being able to work where your creativity takes you, can be a really powerful motivator.&nbsp;
<h4>Make Your Workspace a Green Space&nbsp;</h4>
Studies have shown that including plants in a work environment can increase&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.prnewswire.com/news-releases/global-study-connects-levels-of-employee-productivity-and-well-being-to-office-design-300058034.html" target="_blank" rel="noopener noreferrer">productivity by up to 15%</a>. Touching and smelling indoor plants can also&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4419447/" target="_blank" rel="noopener noreferrer">alleviate psychological stress.</a> It seems like a simple measure, but may make a huge difference in the long run.
<h4>Talk It Out</h4>
Of course, nothing can help you understand how to combat a team member&rsquo;s stress better than having a meaningful conversation. Let them know you&rsquo;re there for them, that you&rsquo;ll provide any support they need, and ask them what else you could do to help. You&rsquo;d be surprised how much a 10 minute chat away from the desk can do. Sometimes offering a way to do this anonymously, can unlock additional insight that might help.&nbsp;
&nbsp;
If you&rsquo;re leading a creative team and you&rsquo;d like to understand their levels of engagement better, to turn up their creativity and productivity, Ten Space can help - victoria@tenspace.co.uk.

How Stress Impacts on Creativity in the Workplace

If you've ever questioned the value of gathering employee feedback via a survey, it might be because you aren't making best use of the data and feedback. Used well, this insight can inform, improve and grow your business.
Here we look at some of the smart ways you can use the insight in your business, to drive improvement and growth. By the end of the read, we hope to have converted you to a raving survey fan! And if you already have feedback and you're doing nothing with it, we hope we inspire you to re-examine it and how it can help improve your business.
&nbsp;
<h3>1. Taking Action</h3>
Gathering employee feedback, then doing nothing with it can be really damaging. You have effectively ignored the feedback and wasted your team's time, which can negatively impact the trust you have with your team. The smartest thing you can do with the feedback is take action!
If you've got lots of feedback and areas to tackle from your latest survey then you might need to prioritise. Look out for key themes, repeat concerns and also some quick wins. Let your team know the top 3 to 5 things you intend to work on and then go and get them done.
&nbsp;
<h3>2. Supporting a Business Case&nbsp;</h3>
Don't overlook your employee engagement insight as evidence for your business case. If there are themes in your feedback they can be powerful to validate and support your arguments.&nbsp;
Let&rsquo;s consider that you were thinking of introducing a new piece of software to your business. Have you had direct feedback that there is a problem to solve in the first place? Or that this would make their working lives easier? Asking these questions first can help mitigate some costly mistakes further down the road.&nbsp;
&nbsp;
<h3>3. Company Communications</h3>
Planning a company update? Again take a look at the feedback you&rsquo;ve obtained. Is there anything in your survey feedback that your team would like to hear about?&nbsp;
Have a look where your lowest scores were, or any areas that were mentioned in written feedback. These are the areas that are important to your team and you can shape really impactful communication sessions around exactly what they want to hear. Similarly talk about success and the strengths of your team. A shot of positivity goes a long way.
&nbsp;
<h3>4. Process improvement</h3>
Broken and inefficient processes can have a noticeable impact on employee engagement. Often we see employees sharing ideas and improvements via our engagement surveys, which shouldn't be overlooked. If your customer service team is telling you via their feedback that they are frustrated, there are wins to be had by addressing their concerns, using the feedback they've already given you.&nbsp;
There&rsquo;s a clear link between employee feedback scores and customer satisfaction scores. If your employees are happy and performing exceptionally, then your customers will be happy too. The answers to unlocking both are likely to be in your survey feedback.&nbsp;
&nbsp;
<h3>5. Investing in skills</h3>
Often there are good indications in a survey, about training needs for leaders. Use the data and the feedback to look at what the team is telling you about it&rsquo;s leadership. Are there key themes where you can place your investment in their skills?&nbsp;
Return on investment when it comes to learning and development spend is important, so it makes sense to use feedback you already have to identify the biggest gaps and get the most from your training budget.
&nbsp;
<h3>6. Recruitment</h3>
One of the things we often talk about with our customers is the "story" behind a survey. What are your team telling you about what it's like to work in the business? What are your strengths and what does the team really enjoy about working there?&nbsp;
This is fantastic information to share during a recruitment process. "Our team has recently told us this&hellip; lots of our team really enjoy this... we're currently focusing on this.... as it's an area we'd like to get better at" . If you want to give candidates a good flavour of what it's like to work in your business, this is great information to repurpose.
&nbsp;
<h3>7. Improving Your Induction Process</h3>
Being a new starter in a business can be nerve-racking. No matter how positive the person is, they will be constantly assessing their new employer through the entire process. The good things will be expected, the bad will be remembered!&nbsp;&nbsp;
Here you&rsquo;re looking for feedback such as gaps in information, gaps in knowledge and cracks in process. If you can address these early in an employee&rsquo;s journey with you, then you can prevent them from becoming bigger issues further down the line.&nbsp;
&nbsp;
<h3>8. Leavers&nbsp;</h3>
Last but not least, are you marrying up the data you get from your engagement surveys, with the insight you get from your exit interviews? Are there common themes? Are there any areas for improvement that might be impacting on employee engagement and causing people to leave?&nbsp;
If so, you might need to prioritise these actions or else it can become a much bigger problem in your business. Don't overlook the insight that bringing these two areas of feedback together can bring.
&nbsp;
The Ten Space platform uses WhatsApp to quickly and easily gain feedback and insight. We've got a great way to capture written feedback from your teams too, so it isn't just data - your team can tell you directly what's on their mind. We can help you create a great employee engagement process that builds constant value in your team . For more information contact alec@tenspace.co.uk

8 Smart reasons to use Employee Feedback to make big changes in your business.

How can employee feedback change your business?

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

view

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>

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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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