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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?

It's fair to say that the 2020 hasn't been the year that most people expected. Covid 19 has turned people's work and personal lives upside down.
Entire industries have been decimated, hundreds of thousands of people have been made redundant and many more jobs are being propped up by the furlough schemes.
It's not all bad news though. Many industries are thriving and many new companies have emerged, started by determined entrepreneurs backed into the corner but ready to come out fighting.
From a social perspective, one of the most significant shifts is the amount of people now working from home.
The <a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/bulletins/coronavirusandhomeworkingintheuk/april2020">Office for National Statistics</a> recently published the following;
<ul>
<li>In April 2020,&nbsp;46.6%&nbsp;of people in employment did some work at home.</li>
<li>Of those who did some work from home,&nbsp;86.0%&nbsp;did so as a result of the coronavirus (COVID-19) pandemic.</li>
<li>Of those who did some work from home, around one-third worked fewer hours than usual (34.4%), and around one-third worked more hours than usual (30.3%).</li>
<li>Women were slightly more likely to do some work at home than men,&nbsp;47.5%&nbsp;and&nbsp;45.7%&nbsp;respectively.</li>
<li>People aged 16 to 24 years were less likely to do some work from home than those in older age groups.</li>
<li>Occupations requiring higher qualifications and more experience were more likely to provide home-working opportunities than elementary and manual occupations.</li>
</ul>
These figures make pretty interesting reading. To see that&nbsp;86%&nbsp;of people working from home were doing so because of COVID -19 shows what a huge impact this pandemic has had on working society. We don't know if or when society might return to normal or even what normal is anymore.
&nbsp;
12 months ago I'd regularly get a train to London from Manchester for meetings, but now this doesn't seem so necessary. What else will change?
The thoughts of business leaders towards home working have shifted significantly too. I repeatedly hear things like;
"we no longer require an office if our people can work remotely"
"we can work more flexibly, with jobs being part home, part office based"
"we find our teams are getting a better work life balance at home"
"we've found that our people are just as productive working from home as they were from the office"
These statements might be true, or just the opinions of the most vocal. But are these leaders really talking to their employees to measure how they're feeling?
&nbsp;
The Ten Space engagement model has 4 pillars for engagement - Connection, Fulfilment, Leadership and Wellbeing.
In brief, we examine;
<ul>
<li>Connection -&nbsp;Do employees have a voice, feel informed, buy into your mission?</li>
<li>Fulfilment -&nbsp;Do employees feel proud to work for you, get rewarded and feel challenged?</li>
<li>Leadership -&nbsp;Are you bringing out the best in your teams and helping them to thrive?</li>
<li>Wellbeing -&nbsp;Do employees feel safe, secure, and supported, both emotionally and physically?</li>
</ul>
For some employees, working from home can have an extremely negative impact across all 4 pillars. They might lose their connection with the business because they don't have the exposure to the leaders like they did before. They my feel less fulfilled with their work and disengaged with the leadership team which could affect productivity.
Finally they might start to feel less safe and secure in their role and start to welcome conversations about other opportunities.
&nbsp;
If you let your people work from home its vital that you put the correct framework in place to make sure they remain engaged. Working from home is solitary by nature so its really easy for people to become disengaged, unhappy and unproductive. Business leaders need to work harder and find new, more innovative ways to engage with their employees.
Our top tips for keeping your employees engaged when working from home are;
<ul>
<li>Get really clear on what success looks like, set great goals, objectives, outcomes and timeframes and let your team get on with it.</li>
<li>Create time in your day / week to connect with your team. On a one to one basis, this is a great opportunity to check in on wellbeing, address any personal concerns they have, offer them support and continue any career conversation you've been having</li>
<li>On a team basis, it's an opportunity to keep the collaboration and team working vibe going and to provide them with updates on business performance and any changes that they may need to know</li>
<li>Don't forget about recognition, a little can go a long way. Recognising the heroics, the sacrifices or even just the reliability and consistency will be really valued by teams who are being challenged</li>
<li>Role model great behaviour for working from home and setting a balance; e.g. set your own working hours and stick to them - this will signal to your team you don't expect them to always be "on"</li>
<li>Keep embracing their families and their personal lives, their cats, their dogs, their goldfish and their kids. This personal connection is what great working relationships are made of and will really help to keep engagement high</li>
</ul>
&nbsp;
For help and support with your employee engagement strategy, contact Victoria Bond at Ten Space - victoria@tenspace.co.uk

Maintaining engagement from the home office

Remote working in the covid era

If you&rsquo;re worrying about engaging your millennial workers, I&rsquo;m afraid you&rsquo;re way behind!
The oldest millennials (1980-1994) are now 40 and well into their careers. They're likely managing a team or even running their own businesses. Either way they're likely to be worrying about how to keep their Gen Z team-mates and employees engaged.&nbsp;
'Gen Z' is the newest generation to be named. Born in the mid-90's and the oldest are now in their 20's. They're highly digitally aware, having been born and raised with the internet and social media... and they're playing a more prominent role in today's workforce.
As with each&nbsp;generation before, they bring a fresh wave of engagement challenges.&nbsp;Here we look at why engagement of your Gen Z's is so important and what they might be expecting from their employers to keep them engaged.
&nbsp;
<h3>A Tough Start</h3>
Gen Z have had a tough start to their careers - the odds are not in their favour. Some of the circumstances impacting this generation include;
<ol>
<li>Covid&nbsp;19 -&nbsp;The world stopped and global economies crashed. The full impact is yet to be understood, but the job loss statistics seem to suggest that young people are being disproportionately impacted by job losses. Their educations have also been severely disrupted.</li>
<li>Brexit&nbsp;-&nbsp;Political upheaval and uncertainty since 2016 making decisions about future career choices much harder</li>
<li>University&nbsp;fee cap&nbsp;-&nbsp;This increased in 2016 to &pound;9,000 per year, making university financially inaccessible for many students. This has forced alternative career choices from the point of leaving full time education</li>
<li>Apprenticeship Framework failure -&nbsp;Launched by the government in 2014, it was unfinished and created confusion. Even in 2020, employers are still catching up and working out the best way to use the scheme. The number of apprenticeship places offered by employers dropped dramatically, reducing options for Gen Zs entering the workforce.</li>
</ol>
&nbsp;
<h3>Getting It Right</h3>
But regardless of the challenges this generation faces, they are the future potential of your organisation. And if nurtured correctly they will be key to your future innovation, growth and success.&nbsp;
As &ldquo;digital natives&rdquo;, they don&rsquo;t remember a time before the internet existed. They are connected via social media like no other generation before them and lockdowns have made this more intense.&nbsp;
If you can engage this generation and get it right for them, they&rsquo;ll tell their friends. Get it wrong, they&rsquo;ll tell their friends and all of social media!&nbsp;
So how do you get it right for them? What is it that Gen Z is looking for from an incredible workplace experience? Drawing on McKinsey&rsquo;s work on Gen Zs;
<ol>
<li>Great Tech -&nbsp;Old or out of date technology will turn them off sharpish. They like to be connected, mobile, social and well informed.&nbsp;</li>
<li>Authentic Values -&nbsp;Integrity&nbsp;is key for this group, their search for the truth extends to all corners of their lives, they want to be themselves and they want businesses to have the same level of transparency and authenticity.</li>
<li>Sense of purpose -&nbsp;They&nbsp;care deeply about what it is your business does, what your mission and vision is. They want leadership they can get behind.</li>
<li>Diversity &amp; Inclusivity -&nbsp;Gen&nbsp;Z's are naturally diverse and inclusive and will be immediately turned off in an environment that doesn&rsquo;t support that ethos.&nbsp;</li>
<li>Safety &amp; Stability -&nbsp;With&nbsp;so much uncertainty early in their careers, this should come as no surprise! Whilst the temptation of freelancing might be appealing to millennials, Gen Z value a stable income and employer more and they&rsquo;ve come to realise that as a rarer thing than the generation before them.</li>
</ol>
So get out of your comfort zone and build a generation of talented Gen Z'ers into your business.&nbsp;This generation have so much yet to offer to the workplace and the future of our economy so make sure that your business is bringing out the best in them - they deserve it!&nbsp;
&nbsp;
For engagement strategy and support with the Gen Z , contact Victoria Bond at Ten Space - victoria@tenspace.co.uk

Engaging your future superstars

No matter how engaged your team is, you can be sure that occasionally people will leave. But just as you wouldn't employ a person without interviewing them, its probably not a good idea to let a person leave your business without interviewing them either. Why? Lets give this some thought...
Everyone that came to work for you did so for a reason. Maybe for the money, for the job, for the brand or for the leadership team. When you hired them both parties felt good about the decision, but over time the employee started to think differently and made a decision to move on.
So what changed? When did it change? Why did it change? How can you get these answers?
&nbsp;
<h3>The Exit Interview</h3>
Most businesses don't put enough value on the exit interview. They decide that the employee wasn&rsquo;t a good fit anymore and dismiss feedback in favour of recruitment. But understanding an employee's motivation for leaving could unlock some really good insight on how to improve your business and/or engage better with your employees. It could also stop you wasting a lot of time and money on expensive recruitment exercises.
Ask yourself the following;
<ol>
<li>Do you conduct exist interviews in your business? If yes, what value do you place on the information you get back? If no, why not? The person is leaving anyway. You might just learn something!</li>
<li>What questions do you ask? Are they helpful in extracting the information you want from the existing employee?</li>
<li>What do you do with the information afterwards? Do you feed the trends and learnings from your leaver process into your employee engagement plans and activity?</li>
</ol>
&nbsp;
<h3>Lasting impressions&nbsp;</h3>
Exit interviews conducted at the time of leaving tend to be polarised. Typically those willing to participate have some intense opinions they want to share, or they just want to get it over with as quickly as possible. Either way, you&rsquo;re probably not going to get the quality insight and information you are hoping for.&nbsp;
But once the employee have been out of the organisation for a few months they form their lasting impressions. These are the real opinions and insights that have stayed with them - the ones they are likely to share with others, good or bad. This is the contribution they&rsquo;ll be making to your employer brand if anyone asks their opinion on your business.&nbsp;
So wouldn&rsquo;t you like to know what they are saying? Positive feedback could help you recruit. Negative can add to your engagement plan to address and improve retention.&nbsp;
&nbsp;
<h3>Benchmarking</h3>
3 months in and your leaver is likely to be established in their new job. They are making comparisons, forming opinions and making recommendations. This can be really powerful information about what are they are really loving about their new employer.&nbsp;
But, now they have a benchmark what do they miss about working in your business? What is the new company getting right that you didn&rsquo;t? Do they have any recommendations for you to help you improve?&nbsp;
3 months after they&rsquo;ve left and the answers to these questions now have additional useful context for your business.&nbsp;
&nbsp;
<h3>Maintaining relationships&nbsp;</h3>
Getting back in touch with an employee after they&rsquo;ve left to make them feel heard, valued and respected one more time can help to establish a positive ongoing relationship. You create a highly valuable brand ambassador for your business!
This person will promote your company and help smooth the path for new colleagues to find you. If they regret their decision, it could keep the door open for a return in the future too!
&nbsp;
<h3>How to do it</h3>
We suggest you ask permission to contact the employee again as part of the leaver process. Explain why you&rsquo;d like to and get an email address to send an online survey too. Then send out a survey at the 3 month mark. Make sure it's short and won't put them off.
For this kind of survey, you may find that allowing them to write their own responses (qualitative data), rather than rating you on a scale (quantitive data), is more useful and effective. Don&rsquo;t be concerned if you don&rsquo;t get a response, some people leave and never look back, but those that do could help you be better leaders in the future and prevent the same mistakes happening again.
And as with any data you receive, don&rsquo;t waste it! You&rsquo;ve gone to the effort of collecting it, so make sure it has the impact it deserves.&nbsp;
So double-down on collecting insight from your leavers by enhancing and extending your exit interview process. Collecting data and insight 3 months after an employee has left your business, offers a clearer picture of what went wrong, what went right and where improvements can be made.&nbsp;
The feedback you obtain could be vital in helping you attract and retain better employees and put a better Employee Engagement framework in place. It could prevent the next good person leaving and help you build an outstanding company culture.
&nbsp;
For help and support with your exit interview framework, contact Victoria Bond at Ten Space - victoria@tenspace.co.uk

Exit Interviews... Is ignorance bliss?

#lockdown2uk will undoubtedly impact employee engagement and wellbeing. A hard lockdown followed by a long period of home-working has hurt many businesses.
So as we head into a second lockdown how can you make sure your team remains connected, fulfilled and inspired to uphold the mission and values of your business?
Here's our top tips to set you and your team up for success...
&nbsp;
<h4>1.Learn from last time</h4>
This time round, we&rsquo;re more prepared. Speak to your leaders, reflect what worked and what didn't work and prepare you plan accordingly.
&nbsp;
<h4>2. Address concerns early</h4>
Make it clear how you will be responding to lockdown. Communicate what it means to your business and the impact it may have. Sometimes, saying&nbsp;&ldquo;I don&rsquo;t know right now&rdquo; is an opportunity to demonstrate transparency and build trust.
&nbsp;
<h4>3. Connect and listen</h4>
Informally speak to your team and find out what they are worried about regarding a second lockdown. Is there anything you can solve before it becomes a problem? Is there advice you can give, or signpost them towards?&nbsp;
&nbsp;
<h4>4. Address work-life balance</h4>
What responsibilities and life admin do your team have? Can you accommodate it? Can you make things easier to relieve some of the pressure and acknowledge their life outside of work?&nbsp;
&nbsp;
<h4>5. Check your tech&nbsp;</h4>
Have you and your team got what you need to be a productive remote team? Can&nbsp;everyone remember their log ins?! Is everyone&rsquo;s equipment still fit for purpose. Not having the basics can be really frustrating and disengaging.&nbsp;
&nbsp;
<h4>6. Set personal boundaries</h4>
What hours will you work? Can people contact you always? Will you not take calls after a certain time? Set a great example for&nbsp;your team and role model good practice so your team can follow suit.&nbsp;
&nbsp;
<h4>7. Connecting as a team</h4>
Agree how and when you&rsquo;ll come together as a team - agree on what you&rsquo;ll use the time for&nbsp;so that it is focused and productive -&nbsp;get the dates and times in diaries in&nbsp;advance&nbsp;and demonstrate how important it is to you.
&nbsp;
<h4>8. Goal setting</h4>
Set short term goals, ensure you and the team are focused on what&nbsp;you need to deliver over the coming weeks - set some clear deliverables and deadlines if you need to, to keep everyone on track and engaged.
&nbsp;
<h4>9. One-to-ones</h4>
Plan one to ones and team updates in your diary, make them non-movables, these are important times to check in on the wellbeing and engagement of your team, don&rsquo;t let them slip - put them in your diary now!&nbsp;
&nbsp;
<h4>10. Wellbeing warnings</h4>
Refresh your memory on wellbeing in the workplace, so that you have resources to draw on if you see any of your team struggling.
<a href="https://www.mind.org.uk/media-a/4662/resource3_howtopromotewellbeingfinal.pdf">This is a good resource.</a>
Of course, these are all things you really should be doing anyway, so why not use #lockdown2uk as an excuse to put a better Employee Engagement framework in place. The benefits will be felt far beyond #lockdown2uk as productivity and performance increases and your retention of great people guarantees an outstanding company culture.
&nbsp;
For help and support with your employee engagement strategy, contact Victoria Bond at Ten Space - victoria@tenspace.co.uk

Remain engaged in lockdown2uk 

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

CEO / Founder

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

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

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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.

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An engaged workforce helps companies achieve so much more. The Ten Space platform captures the valuable insights you need to foster a positive culture and improve employee engagement in your organisation. With this deeper understanding, people managers and leaders can take action and drive meaningful change that enhances workplace performance and addresses critical issues.

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.

At the core of the platform lies the Ten Space engagement model, which serves as the secret sauce for gathering incredible insights and creating exceptional employee experiences. Through our platform, we support you in evolving your surveys over time ensuring that you consistently capture relevant feedback and trends that fuel your people strategy and increases productivity. 

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Capturing employee feedback frequently is no longer a daunting task with Ten Space. Our platform offers the tools and expertise to help you design the right feedback process that aligns with your organisation's unique needs, leadership and teams. By establishing this regular employee voice, you gain the insights necessary to drive your employee engagement strategy, align goals, create accountability and foster a purpose-driven workplace environment. Ten Space equips you with resources that will help you understand the importance of employee engagement.

Let us take you on a journey.... If you're serious about employee engagement, you need to be obsessed about employee experience! Explore the journeys & experiences of your employees. Capture data and insights that will help you improve employee experience and engagement and take productivity to the next level.

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.

We work with you to map your employee journeys, so that we can explore the experience of your employees in more detail than ever before. With our tools, we'll design a series of surveys to capture regular data and insights of your employee’s journeys to give you incredible visibility and clarity. We help you take a proactive approach to the effective management of employee experience. 

We create journeys that align to all your key projects or strategy in your HR team. Giving you a performance dashboard with all the scores and analytics you need to demonstrate your team's impact. By tracking the engagement trends of key initiatives, we can help you show return on investment more easily and further enhance employee engagement strategies. 

We'll automatically step your teams through the processes we've created. Regularly capturing their feedback. So you don't need to worry about who is giving feedback and when, you can just keep an eye on your dashboard as your data comes in.

We'll 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. 

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.

Elevate engagement. Retain talent. Supercharge performance.

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

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

Accelerate the performance of your teams to drive business performance.

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Employee Engagement Insights

Employee Experience Management & Retention

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