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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

You&rsquo;ve completed a great survey, you&rsquo;ve got tons of awesome feedback. But what do you do now? How do you turn that insight into action?
It goes without saying that you should be taking action from each survey, but it can be easier said than done.
Look at it another way. By not taking feedback seriously you risk losing valuable team members. Employees who don&rsquo;t feel comfortable providing upward feedback are<a href="https://en-gb.workplace.com/blog/employee-voice?t=b" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://en-gb.workplace.com/blog/employee-voice?t=b" target="_blank" rel="noopener noreferrer">16%</a> less likely to stay in their organisation.
Encourage employees to share their thoughts and ideas to show their opinions matter. It helps to improve feelings of recognition and increase employee retention.
&nbsp;
<h4>Taking action is key!</h4>
Employee feedback via surveys are most powerful when you create a culture of feedback and action in a business.
There are a few ways to speed up the growth of employee engagement:
<ul>
<li>Bake employee feedback into your culture</li>
<li>Demonstrate action</li>
<li>Deliver each and every time</li>
</ul>
In 2018,<a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://genhq.com/generation-z-research-2018/" target="_blank" rel="noopener noreferrer">a study</a> found that over 65% of Gen Z employees reported needing frequent feedback. They preferred to get feedback at least once a week. This need for feedback goes both ways. Their desire to provide feedback is also strong.
Feedback and approachability play key roles in combating disengagement. In that sense, Gen Z pushing for a more feedback-centric work culture could have far-reaching benefits for staff of all ages.
The journey to an incredible workplace doesn&rsquo;t need to be a radical transformation. It's often achieved in small incremental steps. To show progress link action, improvement and investment to the feedback your employees have given you.
Here&rsquo;s our top 5 tips to getting into a great cycle of feedback and action&hellip;
&nbsp;
<h4>1. Before you begin &hellip;</h4>
Get everyone charged up and ready! Setting the scene in advance is a valuable use of time. In advance of the survey, plan out the time needed to analyse &amp; share results. Make time and space for action planning. This will make sure it happens soon after the survey takes place.
Make sure that your leaders understand the part they play and what is expected of them to support the feedback &amp; action process.<a href="https://www.dalecarnegie.com/blog/leadership-affecting-employee-engagement/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.dalecarnegie.com/blog/leadership-affecting-employee-engagement/" target="_blank" rel="noopener noreferrer">A study</a>&nbsp;shows trust in leadership has the biggest influence on employee engagement. Make sure your teams know that their leaders care about bettering the workplace. This way, your employees are more likely to give honest feedback.
&nbsp;
<h4>2. Tell a story with your results</h4>
You can help create extra insight from your results by sharing them effectively. It can help people connect with them and understand the action that they need to take next. It&rsquo;s easy to get lost in the data - try not to! Consider key themes, quick wins and longer term big wins from each survey.
&nbsp;
<h4>3. Create accountability</h4>
If you&rsquo;ve ended up with a huge action plan, that&rsquo;s great. How will you know when it&rsquo;s completed? Where does the accountability sit? Using an action planning tool in the survey platform can be a great way to keep the action close to the results. We&rsquo;ve created a Space HR tool that does just this!
&nbsp;
<h4>4. Keep the conversation going</h4>
It&rsquo;s important to talk about engagement and action planning regularly. Is there time at board / leadership / management meetings? Not just the first meeting after a survey, but every one. Continue to share actions with wider employee groups. You can share the continual progress and show that you're keeping the conversation going.
It can take some time for your action plan to gain traction in your business. In fact, on average it takes more than 2 months before a new behaviour becomes automatic - 66 days to be exact. So being consistent with your action plan is the best way to get a new workplace habit to &lsquo;stick&rsquo;.
&nbsp;
<h4>5. Survey regularly - to keep the action happening</h4>
You&rsquo;re aiming to create a culture and habit around employee feedback. Shorter, more regular surveys and check-ins will help your team get into a great cycle. They will be able to accept feedback and take action for improvement. 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.
At Ten Space we offer quarterly 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. We also provide tools which help you with reporting. These enable you to take the feedback to your leaders quickly and effectively.&nbsp;
&nbsp;
It&rsquo;s important to make the most out of your survey. You need to make sure that you are creating an effective action plan every time you receive feedback from your team. Use our tips and tricks to create an incredible workplace.
At Ten Space, we can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.

You’ve completed a great survey, you’ve got tons of awesome feedback. How do you turn that insight into action?

5 Tips on Turning Results into Action

Resignations can be painful when they come as a surprise. Often you might find that a few people hand their notices in together. This has made us wonder&hellip; are resignations contagious?&nbsp;
We&rsquo;ve taken a deep dive into the drivers of resignations in order to answer the question: Are resignations contagious?
&nbsp;
<h3>&lsquo;Spate&rsquo; or Coincidence?</h3>
A recent&nbsp;<a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf" target="_blank" rel="noopener noreferrer">survey&nbsp;</a>found that 38% of respondents planned to quit their job in the next six months to a year. More people are setting off to pursue their dream jobs, or are quitting working life altogether to spend more time with their families.&nbsp;<a href="https://www.hrdive.com/news/most-employees-would-grade-their-jobs-a-b-/553087/" target="_blank" rel="noopener noreferrer">50%</a>&nbsp;of employees say that they&rsquo;d sacrifice their&nbsp;<a href="https://www.spacehr.co.uk/blogs/the-great-resignation" target="_blank" rel="noopener noreferrer">salary for a job they enjoyed more.</a>
When deciding whether or not to change jobs, employees don&rsquo;t just take into account their own career development, pay and benefits. They take note of how their colleagues feel about the team culture. When one employee leaves, it signals to others that it may be time to weigh up their options. This has been named &ldquo;turnover contagion&rdquo;.
The strength of turnover contagion depends on which employees leave, and the kind of circumstances they leave under. So, especially in today&rsquo;s uncertain labour market, it&rsquo;s critical to be focusing on employee engagement &amp; retention, to avoid being left captaining a ship without a crew.&nbsp;
&nbsp;
<h3>When are people most likely to resign?</h3>
Understanding why an employee has chosen to leave their position is undeniably valuable information. Knowing&nbsp;when an employee is most likely to quit can be equally helpful.&nbsp;
Research by&nbsp;<a href="https://www.gartner.com/en/newsroom/press-releases/2021-03-04-gartner-hr-research-finds-sixty-eight-percent-of-employees-would-consider-leaving-their-employer-for-an-organization-that-takes-a-stronger-stance-on-societal-and-cultural-issues" target="_blank" rel="noopener noreferrer">Gartner</a>&nbsp;has revealed there are key moments in an employee's life that are likely to spur them into resigning. Identifying these moments in advance can help an organisation preemptively act to retain its talent.
&nbsp;
<h4>1. Work Anniversaries</h4>
Work anniversaries are significant milestones in a person's career, but they often aren't met with the enthusiasm that they should be. This can prompt an employee to consider what direction they'd like to take their career in.&nbsp;
Gartner&rsquo;s data&nbsp;<a href="https://hbr.org/2016/09/why-people-quit-their-jobs" target="_blank" rel="noopener noreferrer">shows</a>&nbsp;that job-hunting activity rises by 6% around the anniversary of when someone first joins a company. It increases by 9% on the anniversary of when they first assumed their current position.&nbsp;
&nbsp;
2. Social Events &amp; Networking
Job hunting spikes by&nbsp;<a href="https://hbr.org/2016/09/why-people-quit-their-jobs" target="_blank" rel="noopener noreferrer">16%</a> after major social gatherings and networking.&nbsp;
Hearing peers discuss their careers can be the catalyst for an employee to take stock of their own progress and goals. Often, the connections that their peers have can help employees obtain their new roles. So you might want to keep a close eye on any employees who are attending a school reunion!&nbsp;
&nbsp;
<h4>3. Birthdays</h4>
Birthdays are a time when people reflect on their lives and jobs. They prompt a&nbsp;<a href="https://hbr.org/2016/09/why-people-quit-their-jobs" target="_blank" rel="noopener noreferrer">12%</a> rise in job hunting around this period. It seems that the big 40th and 50th birthday milestones are especially inspiring in this aspect.
Any event that can cause an employee to reflect on their career can be a career risk trigger. Whether this turns into an actuality depends on the employee&rsquo;s personal circumstances, engagement, job fulfilment and career progression.&nbsp;
&nbsp;
<h3>How do you overcome the risk?</h3>
It&rsquo;s not really practical (or ethical!) to ask employees to limit their social engagements to reduce your resignation risks!&nbsp;
So the best way to combat the risks, is to make sure that your employees are highly engaged. So the consideration of leaving your organisation isn&rsquo;t a factor for them whether they&rsquo;re nearing a big birthday or not.&nbsp;
Here&rsquo;s a model we use at Ten Space, to break down engagement and provide areas of focus to limit resignation risks:
<ul>
<li>Connection -&nbsp;Ensuring that your team are bought into your vision, know key goals and how they can contribute. Sharing your organisations &ldquo;why&rdquo;, mission statement and values can provide powerful ways for your team to super charge your team. A huge area here is communication and employee voice. Ensuring employees feel informed, have a voice and influence on the organisation.</li>
<li>Leadership&nbsp;- Employees are looking to their leaders to keep them informed, updated, supported &amp; inspired. Ensuring leaders are maximising individual and team performance, are fair and provide great recognition are also key elements for relationships between people managers and their teams.&nbsp;</li>
<li>Fulfilment&nbsp;- Employees want to feel personally fulfilled by the work that they do. This can come from challenging and interesting work, great work-life balance, career development and a sense of pride in the work they are doing and the organisation they are working for.&nbsp;</li>
<li>Wellbeing - Employees need to feel safe, secure and supported in the workplace. This can be about job security, feeling that the organisation truly cares about them, or feeling a true sense of belonging in an inclusive culture.&nbsp;</li>
</ul>
&nbsp;
Employee feedback is the critical element to employee engagement, understanding how teams are feeling about all of the above factors, so that you can celebrate strengths and close gaps is key.&nbsp;
We believe in regular, anonymous feedback, to really get to the heart of what is happening in a workplace. It can help identify resignation risks before they take hold, or to understand further how to prevent more of the same.&nbsp;
<a href="https://www.spacehr.co.uk/contact" target="_blank" rel="noopener noreferrer">Get in touch with us</a>&nbsp;to see how can help.

We’ve taken a deep dive into the drivers of resignations in order to answer the question: Are resignations contagious?

Are your resignations going viral?

Recognition (or lack of it) is a topic that comes up a lot in our surveys. We often describe recognition as a timely acknowledgement of a person's contribution.
Employee recognition done right is easy, but it&rsquo;s not simple!&nbsp;
According to a<a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T" target="_blank" rel="noopener noreferrer">2021 study</a>, 73% of employees would consider leaving their jobs for the right offer. Employees will consider a move for all kinds of reasons, and recognition might have a key part to play.&nbsp; In this article, we take a deep dive into recognition and its link to employee retention.
&nbsp;
<h3>Why is making people feel recognised so important?</h3>
<h4>1. It makes people feel valued</h4>
A&nbsp;<a href="https://www.businessinsider.com/great-resignation-labor-shortage-workers-thinking-about-quitting-joblist-report-2021-10?r=US&amp;IR=T" target="_blank" rel="noopener noreferrer">survey</a> found that feeling valued at work is linked to better physical and mental health. Feeling valued affects levels of engagement, satisfaction and motivation as well. All these things lead to a healthy and productive employer/employee relationship.
But don&rsquo;t just recognise the heroes!
Employees need to know that the company they work for doesn&rsquo;t just care about sales revenue and profit. People need to form lasting connections to the colleagues they work with and the work that they do. Knowing that their contribution is valuable to the organisation is a key part of this.&nbsp;
People can see how much you value them from what you celebrate. If you&rsquo;re celebrating business wins without any acknowledgment to the people who gained those wins, then employees can quickly feel underappreciated. It&rsquo;s important that you don&rsquo;t forget about those people who deliver for the business day in, day out, even if they are chalking up revenue on the leaders board.&nbsp;
&nbsp;
&nbsp;<img src="https://lh3.googleusercontent.com/A1BBVEkhsgGYklG5OluK-o7C8BLwDIJxEyzZV-M0KIbgAdU_LUQsQSL_EO_z7qhHqUDcpbMDzu7XEmPNXwJrvLFqWvqN1nE5wySrGbx0GNicvc98Ohzsx5uffUUr86r2QeB8QMoBlhZzWnoeEw" width="454" height="254">
&nbsp;
<h4>2. It Builds Engagement</h4>
Taking employees for granted is a sure-fire way to drop down the levels of employee engagement.
Engaged employees outperform those that aren&rsquo;t. In fact, companies with high employee engagement are<a href="https://blog.smarp.com/what-is-the-true-cost-of-poor-employee-communication" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://blog.smarp.com/what-is-the-true-cost-of-poor-employee-communication" target="_blank" rel="noopener noreferrer">21% more profitable</a>.
You can ensure your team is engaged by conducting feedback surveys. These surveys can cover areas such as: connection, leadership, fulfilment and wellbeing of your team. For more information on how to increase employee engagement using feedback surveys, read our&nbsp;<a href="https://www.spacehr.co.uk/blogs/what-is-employee-engagement" target="_blank" rel="noopener noreferrer">blog post</a>.
Layer up recognition
There isn&rsquo;t one solution to making people feel recognised. Sometimes it&rsquo;s a heartfelt &lsquo;Thank you&rsquo;, sometimes it&rsquo;s an early finish and sometimes it&rsquo;s a bonus payment or a career move.
Like compensation and benefits, you might need to make it personal to the individual to get it right. Don&rsquo;t assume everyone sees recognition in the same way. You need to be aiming to make the individual feel recognised and build up a recognition culture at the same time.
By doing this, you will be able to successfully recognise your employee&rsquo;s work whilst also showing them that you truly care about their individual achievements.
&nbsp;
&nbsp;<img src="https://lh5.googleusercontent.com/fjzzqY2f7Ob5NtFZolM-BhDiQwKZP4O8Rgh_nRIwtAwsfwgfEx--EuhpE1cDt2DMT0oL0EiSOBZhvFbna76oCh3duFSKSXs4BJohyVe6zxwXOKnrnNxSajHFzvUbfyOMLr9tKO7WaYthbArtbg" width="452" height="253">
&nbsp;
<h4>3. It Builds High Performance</h4>
&ldquo;The State of Employee Recognition&rdquo;&nbsp;<a href="https://www.zippia.com/advice/employee-recognition-statistics/" target="_blank" rel="noopener noreferrer">reveals</a> that whether it is an individual or a team recognition; organisations observe a 14% improvement in their performance compared to companies that do not have any recognition programs at all.
Recognition leads to increased motivation, a sense of pride and increased self-confidence at work. Companies that actively recognise and reward their employees are more likely to see increased levels of accountability, responsibility and leadership initiatives. In short, higher performance.&nbsp;
Aim to have an impact
Thank yous never get old, but free lunches on a Friday can quickly become the norm and expected. Make sure you&rsquo;re not giving out recognition just to tick the box, you need to actually mean it. Aim to have an impact. You may need to rethink your approach on a regular basis, to make sure that it continues to have effect of creating an engagement boost in individuals or your teams.
Check it&rsquo;s working&nbsp;
Make sure you're checking that recognition is working in your business. Employee feedback is a great way to do this. Ask your employees whether they feel more engaged and valued due to the recognition they&rsquo;ve been receiving. By doing this, you can ensure that you&rsquo;re on the right track and make adjustments and changes if not.
&nbsp;
&nbsp;<img src="https://lh4.googleusercontent.com/myWjLI0wbxc1nILLqt3N5tVcP0h_wYEGQQkhh9FsZpBuEJkH7JvkKf3a3wlc5BOjU95DKidTtrgNJTn6wX0PGpG4ceyNzSMJqtfDkpbmbePp9sxptrpEBSC7j_ATz_UZxzyMNLvCkRc_ofRdgg" width="454.4999158382416" height="254">
&nbsp;
You&rsquo;ll know when it&rsquo;s time to switch it up and try something new, as recognition will become background noise. Our employee feedback survey allows teams to be grouped, so you can see what is working for each team and where you might need to take a new approach to ensure you&rsquo;re getting the maximum engagement and performance boost for your efforts.
&nbsp;
If you&rsquo;d like to understand more about how we can help you with team retention, engagement and performance, you can find out more about the work we do here: www.tenspace.co.uk.

Employee recognition done right is easy, but it’s not simple!

3 Keys points to getting recognition right in your team

What comes first - A high performing team or a highly engaged team? We&rsquo;re clear that there is a link between these two desirable team states. Once you have one, you&rsquo;ll also have the other.
We conducted our own<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">survey</a> and asked the question:
On a scale of 1 (low) to 10 (high). To what extent do you agree with the statement- &ldquo;high employee engagement and high performing teams are linked&rdquo;?
Our average score from our panel was 9.2. This indicates that high employee engagement and high performing teams are closely linked.
To create a high performing team, you&rsquo;ll need to start with employee engagement.
&nbsp;
<h3>Employee engagement</h3>
<a href="https://www.spacehr.co.uk/blogs/employee-engagement---why-consistency-is-critical" target="_blank" rel="noopener noreferrer">Employee engagement</a> is about your employees bringing their best selves to work and doing their best work when they get there.
Focus on key aspects of employee engagement to create high performing teams. These fuel higher engagement and incredible work cultures.
Once you&rsquo;ve got a high performing team, it&rsquo;ll improve engagement further. Then you&rsquo;re on an upward trajectory, which can gain incredible pace if you get it right.
<a href="https://insync.com.au/insights/impact-of-employee-engagement-on-profitability/" target="_blank" rel="noopener noreferrer">Research</a> shows that employees can do great things when they engage. The company is more likely to exceed the industry average in one-year revenue growth.
Where do you begin? Great team engagement and performance starts with individuals themselves being engaged. This builds up to focus on the team. But when it comes to focusing a team on high performance, there are some elements that need to be in place.
&nbsp;
Here we take a look at what we&rsquo;ve observed through our employee feedback surveys:
<h4>1. Ability for employees to be themselves around each other</h4>
This is the most fundamental part of creating a high performing and engaged team. Teams need to feel safe in the workplace and safe with each other. Psychological safety is a huge element of a high performing team.
<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> found that the highest-performing teams have one thing in common: psychologically safe workplaces. Psychologically safe workplaces promote healthier, more productive and more inclusive workforces. They provide an environment where innovation can thrive and people can perform at their best.
Teams will naturally come up against conflict and challenging situations. The feeling that they are able to navigate it in a healthy way is important.
Diversity, inclusion and belonging are extremely important in the workplace. Employees want to feel they can bring their whole selves to work so they can be their best when they get there. They need a place of feeling safe to be able to do their best work.
Environments that encourage diversity &amp; inclusivity practices promote trust and employee engagement among employees. Research shows that<a href="https://www.gartner.com/en/documents/3979855/how-hcm-technologies-can-scale-inclusion-in-the-workplac" target="_blank" rel="noopener noreferrer">&nbsp;inclusive teams</a> perform up to 30% better in high-diversity environments.
When diversity and inclusion exist, employers give themselves a greater chance of gaining access to a larger talent pool. This ensures they can hire employees with the skills, experience, and knowledge needed to build high-performing teams. Employee performance<a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">&nbsp;in diverse organisations is 12% higher</a>&nbsp;than in companies with no inclusivity efforts.
&nbsp;
<h4>2. Clear direction of travel</h4>
If you don&rsquo;t have clarity on the direction of travel, the team can drift. It doesn&rsquo;t mean that they aren&rsquo;t still working hard, but it could mean a lot of wasted time, effort and money.
We asked a panel of leaders which factors they thought had the highest impact when it came to the<a href="https://www.spacehr.co.uk/blogs/space-hr-feedback-500-jan22---topic-high-performing-teams" target="_blank" rel="noopener noreferrer">&nbsp;engagement of high performing teams.</a> 32% said connection &amp; the communication of goals, vision, mission and values was the most important factor. 32% said personal fulfilment such as reward, work-life balance and career development.
It&rsquo;s also important to make sure that teams are clear on how the work they are doing fits into the bigger picture. That&rsquo;s when they&rsquo;ll get a sense of pride and satisfaction from what they are delivering.
&nbsp;
<h4>3. Communication matters</h4>
Communication is one of the most common topics that comes up in our engagement surveys as being lacking. It&rsquo;s the single biggest &ldquo;ask&rdquo; we see teams asking their leaders to work on.
From business, to team, to individual feedback - engaged employees like to understand what is going on in the business and how it impacts on them.
High performing teams like communication to go both ways. They need to feel like they have a voice and an influence on their work and working environment too. That&rsquo;s where the<a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/how-it-works" target="_blank" rel="noopener noreferrer">power of anonymous engagement surveys can really help.</a>
<a href="https://rh-us.mediaroom.com/2013-10-22-Survey-Human-Resources-Managers-Cite-Lack-of-Communication-as-Main-Source-of-Low-Employee-Morale" target="_blank" rel="noopener noreferrer">Accountemps</a> research shows the number one cause for low morale is poor communication. Sharing important updates with employees, recognising their achievements and ensuring people collaborate is essential for successful internal communication.
Communication is a critical part of employee engagement. It promotes better performance, employee retention and wellbeing. Employees are more likely to engage and contribute when there&rsquo;s an open organisational culture.
Good communication enables employees to stay connected to their workplace and understand their organisation&rsquo;s purpose &amp; strategy. It allows them to identify with its values and develop a sense of belonging by understanding how they contribute to its wider purpose.
&nbsp;
<h4>4. Great performance management</h4>
This isn&rsquo;t about tackling poor performers, it&rsquo;s about creating healthy performance cultures.
Poor performance needs tackling swiftly and fairly. Nothing creates resentment and toxicity in a team like letting poor performance fester.
A survey shows low performers can have<a href="http://eaglehillconsulting.com/opinions/low-performers" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://eaglehillconsulting.com/opinions/low-performers" target="_blank" rel="noopener noreferrer">significantly negative effects</a> on an organisation. Below are a few excerpts from the survey respondents:
<ul>
<li>68% say low performers lower workplace morale</li>
<li>44% say low performers increase the work burden on high performers</li>
<li>54% say low performers contribute to a lack of initiative and motivation, resulting in a work culture where mediocrity is accepted</li>
</ul>
When low performers are identified, how should they be handled? Immediately firing them may not be the best solution as leaders owe every employee the opportunity to succeed.
&nbsp;
Morale can be lacking for many reasons:
<ul>
<li>Lack of direction or alignment&nbsp;</li>
<li>Lack of feedback</li>
<li>Confusion/fear about the work environment.&nbsp;</li>
</ul>
Clarify what success looks like for those employees. Give them a chance to perform and engage by delivering these things regularly.
It&rsquo;s also about great performers feeling recognised and appreciated for their contribution.
Much of this sits with leaders. They need to handle performance fairly and create great working environments for their teams to thrive. Building trust and respect in teams is important for high engagement and performance.
It can be a useful exercise to check in that performance culture is where it needs to be. You can address any issues that might be preventing high performance from developing.
&nbsp;
<h4>5. Fulfilling roles</h4>
High performing teams are made up of high performing individuals. Individuals want to be challenged and have a sense of autonomy &amp; control over the work that they do and how they do it.
<a href="https://www.spacehr.co.uk/blogs/can-flexible-working-improve-engagement" target="_blank" rel="noopener noreferrer">Flexible and hybrid working&nbsp;</a>is so often talked about. It's having such a big impact on engagement - employees can have great control over how they do their work.
The traditional working week of 9-5, 5 days a week seems to be hard wired into our society. Most workers build their days, weeks and years around this working pattern. But for many people, it doesn't align with their life outside of work.
Many juggle a near impossible balance of work and life outside of work. This makes it difficult to be fully engaged in their job.<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">5 million people</a> in the UK are juggling caring responsibilities with work - that's 1 in 7 of the workforce.
According to a<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeetypes/articles/familiesandthelabourmarketengland/2019" target="_blank" rel="noopener noreferrer">recent survey</a>:
<ul>
<li>When working long hours more than a quarter of employees feel depressed (27%), one third feel anxious (34%), and more than half feel irritable (58%).</li>
</ul>
Moving away from the traditional working week and offering more flexible ways of working can offer solutions to these challenges. In return, you'll build long lasting employee engagement and create competitive advantage.
Flexible working options open up new, often more diverse talent pools. It also gives employees a greater reason to stay in your business. When this sense of challenge and autonomy is blended together into a team environment, it creates a fantastic team culture and generates high performance.
&nbsp;
Having a high performing team is necessary for your business to succeed. Employee feedback surveys are a great way to find out how you can improve in ways that will benefit your team. To find out more about how Ten Space can help you create high performing teams, visit our website<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.&nbsp;

What comes first - A high performing team or a highly engaged team?

5 tips on creating a high performing team

High employee engagement is when your employees bring their best selves to work and do their best work when they get there.
Some consider engagement to be about happy employees. But it&rsquo;s much more than that.
High engagement occurs when employees are channelling that happiness and energy into achieving the goals of the business. This speeds up individual and team performance.
Employees align with the values and believe in the vision of the company. The culture is healthy and employees are thriving.
&nbsp;
<h4>Why should you care about employee engagement?</h4>
Research suggests that organisations with high engagement, outperform organisations with low engagement by&nbsp;<a href="https://www.gallup.com/workplace/229424/employee-engagement.aspx" target="_blank" rel="noopener noreferrer">202%</a> .&nbsp;
With highly engaged teams&nbsp;<a href="https://thecircularboard.com/employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">estimated to&nbsp;</a><a href="https://thecircularboard.com/employee-engagement-statistics/" target="_blank" rel="noopener noreferrer">sell 20% more</a>&nbsp;than teams with low engagement and enjoying&nbsp;<a href="https://news.gallup.com/poll/241649/employee-engagement-rise.aspx" target="_blank" rel="noopener noreferrer">21% higher</a> profitability, it&rsquo;s easy to see how it impacts on revenue and business performance.&nbsp;
On the flip side, the cost of&nbsp;low&nbsp;employee engagement can have a significant negative impact on business performance.
Consider the cost of under-performance, where an employee is only working at 60% of their potential. Or the cost of replacement if they resign? Add on the cost of extra training for a new starter and a couple of lost clients that they&rsquo;ve taken with them. It starts to add up.
If you&rsquo;d like to do some maths on the cost of low engagement in your team or business, you can find more information<a href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/the-cost-of-low-employee-engagement-" target="_blank" rel="noopener noreferrer">here</a>.
&nbsp;
<h4>How do you achieve high engagement?</h4>
At Ten Space we use a simple model. It helps us to explore what is happening with engagement in an organisation. It shows us where we need to focus to improve.
&nbsp;
<h4>Connection -&nbsp;How connected employees feel to the business. Employees feel informed, heard and bought into the company vision and values.</h4>
When a company leads with purpose, employees are&nbsp;&nbsp;<a href="https://www.porternovelli.com/findings/purpose-perception-porter-novellis-implicit-association-study/" target="_blank" rel="noopener noreferrer">78% more likely</a>&nbsp;to want to work for that company.&nbsp;<a href="https://www.porternovelli.com/wp-content/uploads/2021/01/02_Porter-Novelli-Tracker-Wave-X-Employee-Perspectives-on-Responsible-Leadership-During-Crisis.pdf" target="_blank" rel="noopener noreferrer">93% of employees</a>&nbsp;believe companies must lead with purpose and&nbsp;<a href="https://www.porternovelli.com/wp-content/uploads/2021/01/02_Porter-Novelli-Tracker-Wave-X-Employee-Perspectives-on-Responsible-Leadership-During-Crisis.pdf" target="_blank" rel="noopener noreferrer">70% of employees</a> wouldn&rsquo;t work for a company that lacked purpose.
Employees can be involved with the company's mission by contributing to them. Companies need to work harder to engage their people in the process and think creatively to encourage everyone to find their voice.
When an employee feels heard, that person is<a href="https://www.salesforce.com/blog/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.salesforce.com/blog/" target="_blank" rel="noopener noreferrer">4.6 times more likely</a>&nbsp;to perform to the best of their abilities. When your people feel heard, they feel connected, motivated and engaged.&nbsp;
&nbsp;
<h4>Leadership -&nbsp;How confident employees feel about their leaders and managers. Employees feel inspired by their leaders. Leaders bring out the best in the team. They provide great recognition and create amazing working environments.&nbsp;</h4>
Employee turnover is expensive, and people don't quit jobs; they quit managers. Recent DDI<a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.prnewswire.com/news-releases/new-ddi-research-57-percent-of-employees-quit-because-of-their-boss-300971506.html" target="_blank" rel="noopener noreferrer">research</a> found that as many as 57% of the employees quit because of their boss. The strength of your leadership team makes a huge difference to the culture and success of your teams.
Sadly, many organisations aren&rsquo;t making this investment in leadership.&nbsp;<a href="https://www.cipd.co.uk/knowledge/strategy/leadership/purposeful-leadership-report" target="_blank" rel="noopener noreferrer">According to a recent survey</a>, a third of employees said they operate in an &lsquo;ethical void&rsquo;. They rate both their leader&rsquo;s ethical behaviour and the alignment of their own values with those of the organisation as low.
<a href="https://www.adp.com/" target="_blank" rel="noopener noreferrer">38%</a>&nbsp;of employees don&rsquo;t feel their manager knows them well enough to understand their full potential. This lack of understanding goes far beyond leadership and management. It's crucial that your managers understand the importance of listening to their team.
&nbsp;
<h4>Fulfilment -&nbsp;How well roles meet employee&rsquo;s needs, personally &amp; professionally. Rewards match the contribution that's made. Employees enjoy the challenge of their roles and feel proud of the work they do.</h4>
Research by<a href="https://worldatwork.org/" target="_blank" rel="noopener noreferrer">&nbsp;WorldatWork</a> shows that organisations that do not invest in training and development of their employees lose them to their competition. Employers can differentiate themselves from competitors by investing in their employees' career development. Even a relatively small investment has a positive impact on loyalty.
According to&nbsp;<a href="https://blog.clearcompany.com/5-surprising-employee-development-statistics-you-dont-know" target="_blank" rel="noopener noreferrer">ClearCompany</a>, 74 percent of employees say that a lack of professional development is preventing them from reaching their full potential. With only 29 percent of organisations with clear learning and development plans, many employees are set up to feel&nbsp;<a href="https://www.spacehr.co.uk/blogs/duty-of-care" target="_blank" rel="noopener noreferrer">undervalued and underdeveloped</a> will inevitably result in a disengaged workforce and high turnover rates.
Investing in employee development not only allows your talent to feel good about growing their skills, but these learning opportunities can also translate into integral promotions that allow you to retain top talent.
The demand for flexibility is at an all-time high.<a href="https://timewise.co.uk/article/flexible-working-talent-imperative/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://timewise.co.uk/article/flexible-working-talent-imperative/" target="_blank" rel="noopener noreferrer">Research</a>&nbsp;indicates that 87% of employees either work flexibly already, or wish they could. A<a href="https://www.scottishwidows.co.uk/about_us/centre_for_modern_family/supporting_families.html" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.scottishwidows.co.uk/about_us/centre_for_modern_family/supporting_families.html" target="_blank" rel="noopener noreferrer">survey by the Centre for the Modern Family,</a>&nbsp;found that 23% of UK workers are willing to take a pay cut to have more flexible working hours.
&nbsp;
<h4>Wellbeing&nbsp;-&nbsp;Employees feel safe, secure and supported emotionally &amp; physically in the workplace. They feel supported by the business &amp; feel able to be their true selves at work.</h4>
A study by<a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://rework.withgoogle.com/print/guides/5721312655835136/" target="_blank" rel="noopener noreferrer">Google</a> found that 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.
In the case of<a href="https://www.gartner.com/en/documents/3979855/how-hcm-technologies-can-scale-inclusion-in-the-workplac" target="_blank" rel="noopener noreferrer">&nbsp;ethnic and cultural diversity,</a>&nbsp;research shows that inclusive teams perform up to 30% better in high-diversity environments. When diversity and inclusion exist, employers give themselves a greater chance of gaining access to a larger talent pool. This ensures they can hire employees with the skills, experience, and knowledge needed to build high-performing teams. Employee performance<a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.achievers.com/blog/diverse-teams-at-work/" target="_blank" rel="noopener noreferrer">in diverse organisations is 12% higher</a> than in companies with no inclusivity efforts.
Environments that encourage diversity &amp; inclusivity practices promote trust and employee engagement among employees. This trust leads to a feeling of psychological safety, which, in turn, leads to respect. Organisations that trust their employees increase their employee engagement by<a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.gartner.com/smarterwithgartner/the-leader-checklist-to-foster-trust-on-remote-teams" target="_blank" rel="noopener noreferrer">76%</a>. This has become important as many organisations shift to a remote or hybrid team model. Trust in the workplace allows employees to feel secure, reduces turnover and increases engagement.
&nbsp;
<h4>How can Ten Space help?</h4>
At Ten Space, we help organisations understand what is driving, or holding back engagement in their teams. We do this through frequent, bespoke engagement surveys, designed to get to the heart of engagement.
We don&rsquo;t believe in just measuring engagement for a board report. We&rsquo;re here to explore what&rsquo;s really going on, so we can help you reduce your risk of employee turnover and drive up performance.
&nbsp;
But we won&rsquo;t just throw some tech at you and let you get on with it! We give all our clients a client success partner - an expert who can help you run great surveys and get the most out of each and every one. You&rsquo;ll get to know our team, just as we&rsquo;ll get to know yours - to make your engagement activity targeted and impactful.
&nbsp;
Find out more at&nbsp;<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>.&nbsp;

What is Employee Engagement and Why Does it Matter?

What is Employee Engagement?

Do you know if anyone in your team is thinking of resigning? Do you know&nbsp;why they might be thinking of resigning?
By the time a member of your team has handed in their notice, they&rsquo;ve likely already been working below par for 6 months. During this time they would have been making their decision and finding another role.
The notice period and getting a new employee up to speed takes up a lot of time. It can be 12 months of lost opportunity surrounding a single resignation in your team. This is why it&rsquo;s so important to understand why your employees might resign.
A recent<a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://hr.personio.de/hubfs/EN_Downloads/202104_HRStudy_UKI.pdf" target="_blank" rel="noopener noreferrer">survey</a> found that 38% of respondents planned to quit their job in the next six months to a year. This shift is due to the pandemic making people question their priorities.&nbsp;
Right now, more and more people are setting off to pursue their dream jobs. Some are quitting working life altogether to spend more time with their families. In fact, a whopping<a href="https://www.hrdive.com/news/most-employees-would-grade-their-jobs-a-b-/553087/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.hrdive.com/news/most-employees-would-grade-their-jobs-a-b-/553087/" target="_blank" rel="noopener noreferrer">50%</a> of employees say that they&rsquo;d sacrifice their salary for a job they enjoyed better. Times are changing!
Here are the top 5 reasons why your team might be thinking of resigning:
&nbsp;
<h3>1. They have more choice</h3>
UK job vacancies are at a record high with approximately<a href="https://www.peoplemanagement.co.uk/news/articles/employers-warned-expect-challenges-vacancies-reach-another-record-high#gref" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.peoplemanagement.co.uk/news/articles/employers-warned-expect-challenges-vacancies-reach-another-record-high#gref" target="_blank" rel="noopener noreferrer">1 million fewer</a> people in the labour market. In 2021, Covid19 forced many to change careers. Technology accelerated a &lsquo;work anywhere&rsquo; mentality. Simply put, it&rsquo;s a candidate&rsquo;s market place at the moment.
The average cost of salaries is creeping up.<a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/earningsandemploymentfrompayasyouearnrealtimeinformationuk/february2022" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghours/bulletins/earningsandemploymentfrompayasyouearnrealtimeinformationuk/february2022" target="_blank" rel="noopener noreferrer">figures from HMRC</a>&nbsp;state: 'the number of employees on UK company payrolls rose by 184,000 in the month to 29.5 million'. Polls suggest that<a href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">most people aspire to earn &pound;44,500-&pound;58,500</a> per annum to eradicate money worries.
This means that employees might seek higher pay to take care of their money worries, moving more often between employers to achieve their financial goals. The increase of job vacancies makes this easier for the employee, and in turn, more concerning for the employer.
&nbsp;
<h3>2. More flexible options</h3>
Covid19 has caused technology to rise to the aid of the workforce. Working from home has become increasingly common.<a href="https://digital.com/the-real-reasons-people-want-to-keep-working-from-home/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://digital.com/the-real-reasons-people-want-to-keep-working-from-home/" target="_blank" rel="noopener noreferrer">Digital.com</a> surveyed 1,000 remote workers to find out what&rsquo;s keeping them tied to their work-from-home lives. The findings include:
<ul>
<li>72% want to be able to take a nap or exercise during the day</li>
<li>73% want to be able to watch TV while they work</li>
<li>14% will not go back to the office, even if required by their employer</li>
</ul>
Along with this, 75% of remote workers want to stay home with their pets. A total of 3.2 million households in the UK have acquired a pet since the start of the pandemic, according to the<a href="https://www.pfma.org.uk/news/pfma-confirms-dramatic-rise-in-pet-acquisition-among-millennials-" target="_blank" rel="noopener noreferrer">&nbsp;Pet Food Manufacturers' Association.</a> A whopping 74% said their pet had helped their mental health while they were coping with the struggles of the pandemic.
The need for a flexible schedule has caused an increase in the want for remote working. Employees want to take breaks when needed and to look after pets during work hours. Is it possible for your employees to work from home? If so, it might be worth looking into.
&nbsp;
<h3>3. Poor leadership</h3>
As true today as it has ever been; is the saying that employees don&rsquo;t leave their employer, they leave their manager. The people who have the biggest impact on how it feels to work in an organisation are your leaders. They set the tone and shape the culture more than anyone else in a business. In its<a href="https://news.gallup.com/businessjournal/106912/turning-around-your-turnover-problem.aspx#:~:text=Gallup%20conducted%20two%20polls%20in,position%20in%20the%20same%20company.&amp;text=The%20polls%20found%20that%20the,was%20between%20%2425%2C000%20and%20%2435%2C000." target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://news.gallup.com/businessjournal/106912/turning-around-your-turnover-problem.aspx#:~:text=Gallup%20conducted%20two%20polls%20in,position%20in%20the%20same%20company.&amp;text=The%20polls%20found%20that%20the,was%20between%20%2425%2C000%20and%20%2435%2C000." target="_blank" rel="noopener noreferrer">studies on employee turnover</a>, Gallup found that the reasons people quit jobs are often due to their managers.
It found that at least 75% of voluntary turnover is because of factors such as:
<ul>
<li>A lack of opportunity for career progression</li>
<li>Poor fit to the role</li>
<li>Flexibility and scheduling</li>
<li>The environment or management</li>
</ul>
Some types of leadership that might &lsquo;persuade&rsquo; talented employees to quit their jobs:
<ul>
<li>managers who don&rsquo;t offer feedback</li>
<li>managers who don&rsquo;t know their employees&rsquo; strengths</li>
<li>managers who micro-manage</li>
<li>managers who encourage a toxic workplace</li>
<li>managers who are bad at managing.</li>
</ul>
Making sure that your leaders are engaged with their teams ensures that your business&rsquo; culture is a healthy one. You can build a stronger leadership team with employee feedback. It&rsquo;s a great way of targeting what support your leaders might need. Any teams that might be at risk if they haven&rsquo;t got strong leadership can be identified as well.
&nbsp;
<h3>4. Burnout</h3>
If HR leaders had to choose one word to define their focus over the last year, &ldquo;wellbeing&rdquo; would rank near the top.
Employee well-being is now a critical issue, and it&rsquo;s a major factor driving the<a href="https://www.spacehr.co.uk/blogs/the-great-resignation" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="https://www.spacehr.co.uk/blogs/the-great-resignation" target="_blank" rel="noopener noreferrer">Great Resignation</a>. In an era of record quit rates and reshuffling of jobs, how employees feel about their working lives has never been more openly discussed.&nbsp;<a href="https://www.cipd.co.uk/Images/health-wellbeing-work-report-2021_tcm18-93541.pdf" target="_blank" rel="noopener noreferrer">The 2021 Mental Health At Work Report</a>, found that 84% of employees reported at least one workplace factor negatively impacts their mental health.
In fact, study respondents who felt supported by their employer with their mental health were 2.5 times more likely to intend to stay at their company for two years or longer, compared to those who didn&rsquo;t feel supported.
This isn&rsquo;t all due to the company. Many employees are still feeling the effects of the pandemic in 2022. Let 2022 be the year you consider what you can do to improve happiness in the workplace. This will help to prevent Covid fatigue (and the mental health issues it amplifies) becoming the next pandemic.
&nbsp;
<h3>5. Career development</h3>
If employees can&rsquo;t see a clear path of development in their career - they&rsquo;ll go somewhere they can. Employers need to show that they can provide their team with meaningful development opportunities.
By asking employees how they feel about their career development, organisations can create meaningful opportunities. This helps employees recognise that their employer is serious about their development. If they can see this, employees won't find the need to look elsewhere.
We know that many leaders are living in fear of the next resignation from their team. It&rsquo;s no longer enough to sit back and hope. It&rsquo;s important that leaders are proactive with how they manage retention in their teams. It helps them to understand risks and prevent the worst from happening.
&nbsp;
At Ten Space we can help you understand engagement levels in your team and capture individual feedback that helps you strengthen your team, reduce attrition and prevent surprises!<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;www.spacehr.co.uk</a>

Do you know if anyone in your team is thinking of resigning? Do you know why they might be thinking of resigning?

5 reasons your team is thinking of resigning

Are you constantly looking at your notifications? Is that red bubble above Instagram constantly on your mind? Did you know that in 2021 the number of smartphone users in the United Kingdom rose to&nbsp;<a href="https://cybercrew.uk/blog/smartphone-usage-statistics-uk/" target="_blank" rel="noopener noreferrer">53.5 million</a>, making it 78.9% of the population?
We increasingly miss out on valuable moments when our faces are buried in our screens, documenting every thought and action on social media. If you notice any of these mannerisms in yourself, then maybe consider taking part in the National Day of Unplugging which is a 24-hour period running from sunrise to sunset on Friday 4th March 2022.
It&rsquo;s a chance to connect with friends, family and colleagues.&nbsp;Take this day to carve out precious time to unplug, relax, reflect, be active, visit the outdoors, and connect with loved ones.&nbsp;
&nbsp;
<h3>The Right to Disconnect Law</h3>
A right to disconnect gives employees the right to disconnect from work outside of their normal working hours. That means once workers are off the clock they will not receive or be required to answer any work-related calls, emails or messages.
The UK is very much behind the rest of the world when it comes to a right to disconnect with several countries introducing rules to prevent employees from working outside their allotted hours.
Portugal has introduced a law that would make it unlawful for bosses to text or email their employees outside of working hours.&nbsp;<a href="https://www.gov.ie/en/press-release/6b64a-tanaiste-signs-code-of-practice-on-right-to-disconnect/" target="_blank" rel="noopener noreferrer">Ireland</a> introduced a code of practice in April 2021 that gave workers the right to disconnect.
While employees don&rsquo;t have a legal right to disconnect, they can take action against employers at the Labour Court or Workplace Relations Commission if they feel they have been penalised for refusing to attend work to work outside normal working hours.
French employers with more than 50 employers have been legally obliged to create a charter of good conduct since 2017. That involves working with union representatives to decide the hours when staff are not supposed to send or answer emails.
There is currently no specific right under EU law for a right to disconnect, although the EU&rsquo;s working time directive, like its UK equivalent, sets working hour limits. However the EU directive also stipulates minimum daily and weekly rest periods.
&nbsp;
<h3>Digital Detox</h3>
In a poll conducted by<a href="https://www.commonsensemedia.org/blog/tweens-teens-and-phones-what-our-2019-research-reveals" target="_blank" rel="noopener noreferrer">&nbsp;Common Sense Media</a>, 50% of teens reported that they felt that they were addicted to their mobile devices. A whopping 78% of the teen respondents said that they check their digital devices hourly.
&ldquo;Detoxing&rdquo; from digital devices is often seen as a way to focus on real-life social interactions without distractions. A digital detox refers to a period of time when a person refrains from using tech devices such as smartphones, televisions, computers, tablets, and social media sites. Here are a few benefits of a digital detox:
&nbsp;
<h4>Technology can be Stressful</h4>
While most can&rsquo;t imagine their life without digital devices. Research has found that technology can actually increase levels of stress.
<a href="https://www.statista.com/statistics/1134262/negative-effect-of-tech-on-employee-s-well-being-in-the-uk/" target="_blank" rel="noopener noreferrer">According to a survey</a> carried out in 2019, 86% of respondents in the United Kingdom said that the inability to switch off out of work hours was having a negative effect on employee well-being.&nbsp;
Furthermore 70 percent of respondents also said that technology has a negative effect on employee well-being due to the stress caused when technology fails.
It&rsquo;s the constant need to keep checking emails, texts and social media that is causing the majority of tech stress.
&nbsp;
<h4>Digital devices can disrupt sleep</h4>
<a href="https://doi.org/10.1177/2333794X17736972" target="_blank" rel="noopener noreferrer">One study</a>&nbsp;found that children who use digital devices at bedtime had significantly worse and less sleep. Researchers have also found that&nbsp;<a href="https://doi.org/10.1016/j.sleh.2017.12.004" target="_blank" rel="noopener noreferrer">in-bed electronic social media</a> use has adverse effects on sleep and mood.&nbsp;
70% of participants checked social media on their phones while in bed, with 15% spending an hour or more on social media while in bed.&nbsp;
The results found that using social media when you are in bed at night increases the likelihood of anxiety, insomnia, and shorter sleep duration.
It is vital that in order to be productive and engaged during the day, you have to first get a good night's sleep with no distractions.
<h3>&nbsp;</h3>
<h4>Health benefits</h4>
One study conducted by&nbsp;<a href="https://doi.org/10.1186/1471-2458-11-66" target="_blank" rel="noopener noreferrer">researchers in Sweden</a> found that heavy technology use among young adults was linked to sleeping problems, depressive symptoms, and increased stress levels. The study also found a connection between nighttime tech use and increased body mass index.
In this ever changing world, health is a number one priority. If a few days of no screens here and there can have a positive impact on your physical and mental health, then it seems like a day of unplugging is worth it.
&nbsp;
<h3>Signs you might need a digital detox</h3>
<ul>
<li>You often find yourself staying up late or waking up early in order to go on your device</li>
<li>You are afraid you might miss something if you&rsquo;re not constantly checking your phone</li>
<li>You feel compelled to check your phone for notifications every few minutes</li>
<li>You feel anxious or stressed when you can&rsquo;t find your phone</li>
</ul>
Committing to the National Day of Unplugging is a chance to relax, unwind and refresh. It&rsquo;s a time to make plans with loved ones and create more human connections with the people around us. Start your day with a coffee and a conversation with a loved one. Read the newspaper. Meet a friend for breakfast. Turn off your notifications and recharge yourself instead of your phone.&nbsp;
&nbsp;
At Ten Space, we can help you check in on the engagement and wellbeing of your team through anonymous employee feedback. Check out how we can help at www.tenspace.co.uk.

Are you constantly looking at your notifications?

National Day of Unplugging

If you have a healthy relationship with the people in your team, a resignation shouldn&rsquo;t come as a surprise; here&rsquo;s why.
There are 3 reasons why a member of your team would resign;&nbsp;&nbsp;
- Career development,
- Personal circumstances
- Personal engagement in the business or team.
As a leader, you have an opportunity to see a problem emerging in every one of these circumstances. As such you should see a resignation coming. To understand more about how you can identify these problems, let&rsquo;s dig in a bit deeper.&nbsp;
&nbsp;
<h3>Career development</h3>
A key part of a leader's role is to actively manage the careers of their employees (for those who want it). As such, a well managed employee would stay in an organisation if presented with the right opportunities.&nbsp;
Leaders can have a huge impact on the progression of an individual in their team and beyond. This could be through creating opportunities for them to progress. But it might also be knowing when the opportunities have run out.
If you&rsquo;re working with your employees to understand what they want in their careers; you&rsquo;ll know if you&rsquo;re able to meet those needs. You&rsquo;ll know if their compensation is enough for them; if the next role they want to move into is achievable and if there are enough opportunities to keep them feeling challenged and valued.
So when they get contacted via LinkedIn about a &lsquo;great opportunity&rsquo;, you&rsquo;ll have a good sense of whether they are going to take the call or not. And whether that call might lead to a resignation.
There might even be times when you are expecting that resignation. You might even have been the catalyst. Maybe you&rsquo;ve been transparent and said that you don&rsquo;t think that new opportunities exist for them in the organisation in the future. Your work as a leader is done, they&rsquo;re ready to fly the nest!
&nbsp;
<h3>Personal circumstances</h3>
Good leaders should have an understanding of their employee&rsquo;s circumstances outside of work. This includes their health, their family and their personal motivations for coming to work. It&rsquo;s all part of taking care of the wellbeing of employees.
Having a good understanding of a person&rsquo;s personal circumstances will help you understand if a resignation might be on the horizon. This is not about being intrusive into employee&rsquo;s lives. It&rsquo;s about understanding the whole person. So when Dave&rsquo;s wife gets the big promotion in Scotland and they need to relocate, it isn't a complete surprise.
These types of resignations can still blindside you. People&rsquo;s circumstances can change in a moment (hello lottery win!). But they can also be the most preventable. It&rsquo;s possible to support employees through ill health, through caring responsibilities and even relocations, depending on the role.
&nbsp;
<h3>Personal engagement in the business or team</h3>
The final reason why someone might leave an organisation is a big one. They just don&rsquo;t enjoy it anymore.&nbsp;
Maybe the organisation has moved on and they didn&rsquo;t move with it, maybe they&rsquo;ve changed and the organisation hasn&rsquo;t. Maybe they&rsquo;ve fallen out of love with the vision and don&rsquo;t see their part in it anymore. Maybe their job is just not challenging them any more.
You should be able to get a feeling for an individual's personal engagement through open and honest communication. Having a strong relationship with your team will help you to understand where there might be cultural gaps opening up.
You can use tools such as employee feedback surveys to gain more insight. These can give you a sense of common challenges across a team and will help give you a starting point of where individual engagement might be waning.
If an unhappy employee has opened up to you about their personal engagement levels, it's an opportunity to have a conversation about whether it&rsquo;s something that you can fix. If it isn&rsquo;t, you can be honest and they can make an informed decision about their future. Again, when a resignation comes, it shouldn&rsquo;t be a surprise.
Let&rsquo;s be realistic, there is always going to be the occasional time you get caught out. Something you didn&rsquo;t see coming. But maybe think about your team now, which of the above reasons is the most likely reason you&rsquo;d end up with a resignation on your desk? Can you do something about it? If you can, go do it before it&rsquo;s too late!
&nbsp;
At Ten Space we can help you understand engagement levels in your team and capture individual feedback that helps you strengthen your team, reduce attrition and prevent surprises!<a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">&nbsp;</a><a href="http://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">www.tenspace.co.uk</a>

A resignation shouldn’t come as a surprise; here’s why.

Why ‘zero resignations' should come as a surprise

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!

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Employee engagement and experience surveys. Supporting your strategy from data and outcomes, to actions and ROI.

Surveying via WhatsApp, email and SMS - familiarity and accessibilty to enhance the user experience and reach your whole team, no matter where they are.

Engage with your surveys in realtime - reply to anonymous feedback, gain instant insights and enable quick reporting.

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

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

<div>No matter how big your team is, where they are based, or how they work, our survey platform sends feedback surveys to gather responses back quickly for super-quick analysis.</div>

<div>An effortless employee feedback service that lets your HR team focus on what they do best - building your engagement strategy.</div>

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

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

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

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

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

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

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

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

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

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

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

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

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

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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. 

We believe in providing a seamless and enjoyable experience for every individual within your organisation, regardless of their location or work arrangements. Our platform utilises a variety of communication channels such as email, WhatsApp and SMS to create a great employee experience while facilitating feedback sharing. This means that no matter where your employees are or how they work, there is always an easy way for them to contribute and for you to gain insights on employee engagement.

With our user-friendly dashboard, we have simplified the process of understanding insights, data, trends and feedback. As your surveys are happening, the dashboard displays real-time information, allowing you and your managers to access valuable insights at any time. This allows you to spend less time collating data and analysing, enabling you to take action more quickly. Our dedicated team will provide post-survey support, assisting you with action planning and reporting to ensure that your surveys translate into tangible results.

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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