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

How BEAM used their engagement scores to expand their business

Case Study: BEAM Fieldwork

I&rsquo;m so incredibly fortunate to have two awesome girls who we brought into the world via IVF. My eldest is getting ready to go to school in September, my youngest is now 18 months. Our house is noisy and messy!
IVF is one of those little talked about &ldquo;mysterious&rdquo;, sometimes controversial, processes. As such it can be difficult to know how to support families going through treatment in the workplace. In 2018 an estimated 54,000 patients went through IVF treatment in the&nbsp;<a style="color: rgb(17, 85, 204); background-color: transparent;" href="https://www.hfea.gov.uk/about-us/publications/research-and-data/fertility-treatment-2018-trends-and-figures/" target="_blank" rel="noopener noreferrer">UK</a>.
By sharing a little of my personal story, I hope to inform and show how employers can support employees and their partners, going through this emotionally charged and physically demanding process.
IVF is time demanding and very time critical - there is very little wiggle room on when things happen once the process is in full swing. It&rsquo;s full of anxious waiting, poking, prodding, awful phone calls, hope and disappointment. I consider myself relatively fortunate in that I knew I wasn&rsquo;t going to be able to get pregnant naturally. So I was spared the many months and years of disappointment before we entered the clinic. But it still took us many years, many rounds, a lot of money and a lot of heartbreak before we completed our family.
&nbsp;
Not everyone&rsquo;s process looks the same, there are different protocols that patients may be put on. I&rsquo;ve shared mine, but there are so many different ways IVF can play out. If you are reading this as an employer, be thinking about the amount of appointments, time, physical and emotional demands needed at each step. The mental health and general well-being strain that IVF puts on a family is unreal.
<ul>
<li>Appointment with consultant, make an initial plan</li>
<li>Meet with a counsellor to make sure we&rsquo;re aware of the emotional implications and where we can access support from if we need it</li>
<li>Blood tests and scans</li>
<li>Appointment with consultant - outcome of results. Make another plan.</li>
<li>Appointment with nurse to show how to administer injections and medication</li>
<li>2 weeks of injections administered at home - had to be the same time every day and needed to be refrigerated</li>
<li>Scans to check everything going as expected</li>
<li>Final scan to make sure my body is ready</li>
<li>Stimulation shot - done at a specific time with egg collection exactly 12 hours later - no earlier, no later</li>
<li>Day surgery to collect eggs - general anaesthetic - from this point on, it&rsquo;s a waiting and numbers game... My numbers were 12 collected.</li>
<li>Phone call to say how many eggs had fertilised - 6 left :-(</li>
<li>Call at day 5 - how many are actually good enough to use - 3 in my case - this is a typical drop off rate. It&rsquo;s an awful phone call to take...</li>
<li>Then there&rsquo;s the big appointment to put an embryo back in</li>
<li>Two week wait - this is a horrific time of symptom spotting, googling &amp; worrying (some women take this time off work - I decided not too and to keep myself distracted)</li>
<li>Pregnancy test - ❤️ Or 💔</li>
</ul>
&nbsp;
This is just one process, if it doesn&rsquo;t work first time, embryos can be frozen and the last couple of steps repeated until all embryos are used. The phone call from the clinic to hear if your embryo has successfully thawed prior to them being implanted is also horrendous!
So how as an employer can you support this? I&rsquo;d encourage you to get clear on what your stance would be if one of your team told you there were going through IVF. I&rsquo;m not one for a whole raft of policies, but many larger employers do have one - either way , it can be helpful and supportive to talk upfront with employees about how you can support and help.
&nbsp;
Here&rsquo;s some of the key considerations:
<ol>
<li>Ask them to share their process with you if they are comfortable to do so. There is a lot of information, medical terms and jargon used in IVF. I was mostly dazed and confused throughout, so don&rsquo;t automatically assume your employee will know exactly how it will play out!</li>
<li>Appointments can be last minute and frequent. Where you can, be flexible and understanding. Not every job can facilitate that - but what can you do? What information would you like so you can keep work things moving, but support your employee at the same time? Consider unpaid leave, annual leave entitlement, or a period of temporary flexible working as a way of enabling the employee to take the time out that they need.</li>
<li>If you offer your employees mental health support, make sure you are sharing the details of how to access that (I&rsquo;m thinking here about EAP schemes, or private medical insurance). They will likely have been signposted to support via their clinic, but you can also play a part in supporting their mental health through the journey</li>
<li>Whatever your usual medical appointment process is, you should follow the same. Don&rsquo;t treat it any differently. I don&rsquo;t want to hear any comments about it being and &ldquo;optional&rdquo; thing - don&rsquo;t be that employer. This includes time off sick as a result of side effects from IVF treatment, you should treat this as you would any other period of sickness.</li>
<li>The medications are pumping hormones into your body. They can make some people extremely unwell and can change their appearance. The bruises from injecting every day are horrid and you feel bloated, uncomfortable and at times in pain. Are there ways you can make the physical demands of the role easier for the employee during this time?</li>
<li>Case law suggests that an employee is considered to be pregnant from when an egg has been fertilised, before it is put back into the uterus. Wrap that same care and support around them that you would any other pregnant employee. Usually if you&rsquo;re talking about &ldquo;rights&rdquo; then you&rsquo;ve lost the engagement game - but pregnancy and maternity rights do apply here - you can read more in this&nbsp;<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://workingfamilies.org.uk/articles/workplace-rights-for-those-undertaking-ivf-treatment" target="_blank" rel="noopener noreferrer">article</a>.</li>
<li>The two week wait is HORRENDOUS. You want to wrap yourself in cotton wool - you worry about every little twinge, every knock - everything is hyper exaggerated. Your employee may need support from you here too.</li>
<li>Please think about the partners of the employees going through this too. They also need to be at appointments and are experiencing all the emotional highs and lows even if their body isn&rsquo;t experiencing it.</li>
<li>If the IVF doesn&rsquo;t work, medically it&rsquo;s a miscarriage. Emotionally it is no different. Miscarriage is a whole different article, but it should go without saying that it is devastating to experience. Support your employee, and their partner.</li>
</ol>
&nbsp;
Hurrah - you&rsquo;re pregnant. We&rsquo;re done right?! Well not really! I was still taking medication to help protect my pregnancy. I needed early scans to check on what was going on in there. My anxiety was at an all time high once I&rsquo;d got that positive. The baby is so precious, I&rsquo;d been through so much to bring it into the world. My Googling at this point was out of control! Don't skip out on that important health and safety risk assessment that you should be doing for all pregnant employees, however early on in their pregnancy they are, you may identify area of adjustment that can help.
I&rsquo;d really encourage you to support families in your team going through this as much as you can. If they feel comfortable talking about it, listen and offer as much support as you can. Yes it&rsquo;s a lot of time away from work, but what&rsquo;s more important? The work, or their potential to start family? If the work can get done and you can help them fulfil their dreams of having a family, isn&rsquo;t that what a wonderful employer would do?
&nbsp;
If you&rsquo;d like to ask me any questions about how to support your employees, or build a policy around this, I&rsquo;d be delighted to help. Email me at victoria@tenspace.co.uk. I&rsquo;d also love to hear of any best practice in this area, so I can add it in to this blog.🙂

My story and how you can support employees going through IVF

Supporting IVF in the workplace

The eight-hour workday: like it or absolutely loathe it, it&rsquo;s still the most popular working routine in the world of employment. But, over the past few years, we&rsquo;ve started to see a shift towards more flexible working hours.
And although this change has been undoubtedly expedited by the pandemic and the rise of the gig economy, it does beg the question - have we&nbsp;outgrown the need for an eight-hour workday?&nbsp;
As evidence would suggest, yes. We have.&nbsp;
&nbsp;
<h3>The Origins of the Eight-Hour Workday</h3>
The eight-hour workday was introduced as a method of making working conditions more humane for employees during the industrial revolution. During this time, workers would typically work 10-16 hour days to cope with the 24/7 operational demands of running a factory.
Robert Owen, textile manufacturer and philanthropist, coined the slogan, &lsquo;Eight hours' labour, Eight hours' recreation, Eight hours' rest&rsquo;, to reform these extreme working habits. But the eight-hour workday wasn&rsquo;t actually mainstream in the US until 1926, when it was mandated by Henry Ford throughout his company&rsquo;s factories.&nbsp;
So it turns out that the oh-so familiar 8-hour day isn&rsquo;t, in fact, based on science or research. It&rsquo;s merely a slight improvement of far more extreme working conditions, and a labour structure designed specifically for factories. Not so compatible with today&rsquo;s working world, which is filled with blog writers, graphic designers, and various other creativity-dependent roles, right?
&nbsp;
<h3>Is It Even Productive?&nbsp;</h3>
It seems foolish to think that one could spend eight hours on one task with unwavering concentration, so why do we expect workers to do just that?&nbsp;
As&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.vouchercloud.com/resources/office-worker-productivity" target="_blank" rel="noopener noreferrer">research</a> suggests, the average worker is only productive for 2 hours and 53 minutes in the working day. This means that almost 100 hours of productivity is lost per month simply by adopting the antiquated &lsquo;9 to 5&rsquo; routine - yikes!&nbsp;
It&rsquo;s no surprise then that companies who offer their employees flexitime or remote working are&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.forbes.com/sites/victorlipman/2016/05/02/are-remote-workers-happier-and-more-productive-new-survey-offers-answers/%2311f970b96663" target="_blank" rel="noopener noreferrer">significantly more productive</a>&nbsp;than those who don&rsquo;t. These same companies also reap the benefits of a happier workforce i.e.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-1" target="_blank" rel="noopener noreferrer">better employee engagement</a>, reduced turnover and lower absenteeism.&nbsp;
Without a doubt, the evidence suggests that the eight-hour workday could be hindering the output and staff morale of many modern businesses. So what&rsquo;s the right answer? How can a business combat the negative implications that the 9 to 5 brings?
&nbsp;
<h3>There&rsquo;s No &lsquo;One-Size-Fits-All&rsquo; Answer</h3>
It&rsquo;s worth remembering that no two people have the exact same daily structure, and so trying to implement a working routine to suit everyone is impossible. Giving your team a little freedom - or at least wiggle room - with regards to when they work can really do wonders. Offering remote working once a week, or giving your team frequent breaks can be super helpful if you don&rsquo;t want to wave goodbye to the 9 to 5 just yet.&nbsp;
At the end of the day, the happiest employee is the&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://warwick.ac.uk/newsandevents/pressreleases/new_study_shows/" target="_blank" rel="noopener noreferrer">most productive</a>&nbsp;employee. So keep morale high and the rest will follow - even if that means ditching the eight-hour workday altogether!&nbsp;
&nbsp;
If you&rsquo;re interested in finding out more about creating an awesome workplace for your team, visit our&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">website</a>.

Are We Outgrowing The 8-Hour Workday?

The book, "The 7 Habits of Highly Effective People" had such a huge influence on me. I got introduced to it at a point in my career where I really needed it. It brought me so much clarity and renewed energy in my career and leadership style and it's continued to shape so much of my thinking from that point on.
I revisit it often, I think I'm up to 3 copies of it now! I'll often share parts of it when I'm mentoring or coaching, directing people to read parts of the book, or watch videos and lectures online.
The original version was published in 1989. But don't let that put you off, the key messages are as relevant today as they ever have been.
The book is about personal effectiveness. But it's hard to separate that from great leadership. From there, it's then hard to separate that from leading in an engaging way. I've found that the lessons that I learned in that book have naturally migrated into my work on employee engagement.
So having taken it down from my shelf to have a look through for the 1001 time, I thought I'd share just a little of what I see in the book about employee engagement. There is way too much to include in one blog, so I've gone killer content only!
I give you...&nbsp;The 7 Habits of Highly Engaging Leaders!
&nbsp;
<h3>Habit One - Be proactive</h3>
Let's start with the habit of making and keeping commitments.. So much of engagement is wrapped up in the trust and confidence employees hold about their leaders. Employees join a business and leave a manager and I've seen that playing out time and time again in my career.
This habit is just doing what you say you are going to do - every. single. time.
Are you about to change your mind, pivot or let someone down? It happens. Be proactive about telling them. Protect the trust they have in you - it'll protect their engagement too.
&nbsp;
<h3>Habit Two - Begin with the end in mind</h3>
I did a 3 day course on the 7 Habits, I remember sitting in a training room and them playing a video. The video asks you to imagine yourself on your 80th birthday and what you'd like people to say about you, how you lived your life, the kind of person you were. I found myself crying!
If you're interested, you can check out the video here - tissues at the ready! (OK, maybe it's just me!).
<a style="background-color: transparent; color: rgb(17, 85, 204);" href="https://www.franklincovey.com/the-7-habits__trashed/habit-2/" target="_blank" rel="noopener noreferrer">https://www.franklincovey.com/the-7-habits__trashed/habit-2/</a>
At Ten Space, we talk about the impact of being an inspirational leader. Someone who brings out the best in their team. Who draws the outlines and lets their teams colour in the picture how they want.
I'm not sure "be inspirational" is a particularly helpful piece of advice for me to give out as a habit! But I'd encourage you to consider if you are a consistent leader, are you true to your values and do your team see the best of you? We can really see great habits on this topic play out in engagement scores and feedback.
&nbsp;
<h3>Habit Three - Put first things first</h3>
Quadrant planning was a game changer for me. It made me realise that my measure of success to others wasn't on how many emails I'd sent (their urgent) - it was on the pro-active value I add (my important). It was the moment that made me get out of my inbox and start creating strategies and delivering great change instead!
I see "inbox dwelling" happening all the time in the written feedback we get from our surveys. It's the pleas for more one-to-ones, more career management, more time spent on proactive communication.
Building team engagement is about doing more than fixing issues as they come up. that's the basics. Building engagement is about doing the things that are not urgent, but are important to that employee.
So don't make a habit of cancelling one-to-ones. They might not matter to you, but they do to your employees.
&nbsp;
<h3>Habit Four - Think win/win</h3>
This habit is about a mentality of abundance. "There is enough to go round". "For me to win, that doesn't mean someone else has to lose".
So how does this play out into engagement? For me, this habit is about teams. It's about great habits of collaboration, of valuing everyone's contributions. Of recognition that stretches across the entire team. Of not playing favourites with team members. I come to realise how damaging the concept of "Top Talent" is on employee engagement - but I'll save that for another blog!
&nbsp;
<h3>Habit Five - Seek first to understand, then to be understood</h3>
There's another great video for this!&nbsp;<a style="color: rgb(0, 0, 233); background-color: transparent;" href="https://www.franklincovey.com/the-7-habits__trashed/habit-5/" target="_blank" rel="noopener noreferrer">https://www.franklincovey.com/the-7-habits__trashed/habit-5/</a>
The habit we're trying to create here is listening to your team. Like really listening! It&rsquo;s one of the things I'm so passionate about with our employee survey platform. The anonymity of it allows you to surface feedback that employees might not share in another way. Once you know what's happening, you can take action. Once you've taken action, you've delivered on a promise. You've built trust and you've built engagement. Hurrah!
&nbsp;
<h3>Habit Six - Synergise</h3>
The sum of the parts is greater than the whole. The habit here is about being mindfully inclusive. Of recognising the contribution that all of your team can make and bringing out the best in them.
It's about operating in a really inclusive way, that allows your team to really shine. The habit of putting your ego on hold!
&nbsp;
<h3>Habit Seven - Sharpen the saw</h3>
Last but not least, &lsquo;sharpen the saw&rsquo; is creating a habit of wellbeing and self-investment. There is no end of content about this online already, this again isn't the place for my thoughts on creating great personal wellbeing habits (but I'm happy to share them if you want to DM me!).
The habit here, which really builds engagement, is about leading by example when it comes to sharpening the saw. Your team seeing you investing in your personal development, or creating healthy work boundaries is a powerful example of what your values are as a leader. Wellbeing of the team is key to engagement, but it can get lost in translation if your words and music don't match!
&nbsp;
Franklin Covey, if you're reading this and need my bank details for a commission payment, give me a shout! Does that count as a win-win?! 🙂

7 great habits to engage your team and lead with success

The 7 Habits of Highly Engaging Leaders

We&rsquo;ve all wanted to leave work early at some point because the sun is shining outside. But does the weather have a direct impact on our performance or engagement?
It may seem like a radical concept, but the weather actually has a profound effect on our cognitive state. Our ability to focus, solve problems and remain engaged throughout the day can all be swayed by meteorological affairs. Let&rsquo;s explore the different ways in which the weather can impact employee engagement rates.&nbsp;
&nbsp;
<h3>The Impact of Good Weather</h3>
It&rsquo;s no secret that little doses of sunlight can do wonders for our mental and emotional health, and can help us stay positive. In fact,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://medicalxpress.com/news/2021-01-explores-effects-morning-weather-people.html" target="_blank" rel="noopener noreferrer">studies have shown</a> that the better the weather is in the morning, the more motivated and happy employees feel throughout the day at work. And while these things are all fantastic for productivity and employee engagement, there can always be too much of a good thing!&nbsp;
A study conducted by Andrews Sykes found that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.andrews-sykes.com/info/office-beach-heatwave-study/" target="_blank" rel="noopener noreferrer">30% of office workers</a>&nbsp;exceed their lunch hours by almost 13 minutes during the warmer months. That adds up to a 4.3 hours per month, if you&rsquo;re wondering! On top of this,&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.andrews-sykes.com/info/office-beach-heatwave-study/" target="_blank" rel="noopener noreferrer">a third of these workers</a> also admitted that being inside on a sunny day makes them feel trapped.&nbsp;
Great employee engagement happens when employees are happy and they are channelling that happiness towards the goals of the business. So whilst great weather can improve employee mood, they might like to be having a great time elsewhere! So how can you combat the negative effects of great weather on employee engagement?&nbsp;
&nbsp;
<h3>Temperature Control&nbsp;</h3>
We may be stating the obvious here, but you should never underestimate the power of air conditioning on a hot summer&rsquo;s day.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.independent.co.uk/climate-change/news/weather-heatwave-air-conditioning-hot-stop-brain-working-harvard-university-a8440986.html" target="_blank" rel="noopener noreferrer">Studies have shown</a>&nbsp;that hot rooms without air con can prevent the brain from working properly. This, of course, has many negative implications for employee morale and satisfaction. You should always keep effective temperature controls in place to ensure optimal concentration, productivity and employee engagement.
&nbsp;
<h3>Relax the Dress Code</h3>
Nothing is quite as uncomfortable as feeling overdressed in a hot room. Frankly, it&rsquo;s no surprise&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.andrews-sykes.com/info/office-beach-heatwave-study/" target="_blank" rel="noopener noreferrer">a third of workplaces</a> with formal dress codes reported arguments among colleagues about room temperature. Of course, no one likes workplace conflict, and situations like this are terrible for staff morale.
But can casualwear really make a significant difference? Well, yes. One study found that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.andrews-sykes.com/info/office-beach-heatwave-study/" target="_blank" rel="noopener noreferrer">16% of staff</a>&nbsp;who were able to opt for casualwear were willing to work overtime in warmer weather (as opposed to the 3% who were stuck in formal attire). Smart-casual just got a whole new meaning!&nbsp;
&nbsp;
<h3>The Impact of Bad Weather</h3>
Just like great morning weather sets employees up for a positive day at work, gloomy morning weather has the opposite effect.&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://medicalxpress.com/news/2021-01-explores-effects-morning-weather-people.html" target="_blank" rel="noopener noreferrer">IAAP reported</a> that employees felt fatigued and unsatisfied when faced with gloomy scenes outside their windows at the start of the day.
It&rsquo;s important to remember also that when the sun disappears, we can struggle to get enough&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.myhrtoolkit.com/blog/weather-to-motivate" target="_blank" rel="noopener noreferrer">Vitamin D</a> - that which activates our &lsquo;feel-good&rsquo; chemical, serotonin.&nbsp;
So what&rsquo;s the answer? How can you win in this constant battle with the weather as an employer?
&nbsp;
<h3>Natural Light is Key</h3>
It&rsquo;s worthwhile letting in as much natural daylight into your office as possible. Allowing employees to sit near a window will allow them to catch some rays (if the sun decides to make an appearance). Window seats are the prime real estate of the office environment, and multiple studies have shown that sitting near a window can&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.nbcnews.com/better/pop-culture/sitting-window-can-boost-your-productivity-ncna873991" target="_blank" rel="noopener noreferrer">reduce drowsiness by 10%.</a>
So there you have it! Those are the different ways in which the weather can have an impact on your team&rsquo;s engagement rates and productivity. Of course the weather isn't the be all and end all of employee satisfaction, and there are many other factors at play.&nbsp;
&nbsp;
If you&rsquo;re serious about improving your working environment, check out our&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/" target="_blank" rel="noopener noreferrer">website</a>. We&rsquo;re helping businesses keep their teams engaged with cutting edge technology that can boost employee morale, productivity, and satisfaction.

The impact of good weather on employee engagement

The Strange Effects Weather Can Have On Employee Engagement

I first heard about Net Promoter Scoring (NPS) was when I was doing a course with Goldman Sachs some 10 years ago. I felt like I was quite late to the party - at least half the room had heard of it before.
Having studied marketing and having a wife that works in Market Research, I knew about the application of a Likert Scales and how that could help you determine the attitudes and opinions of your customers, but NPS developed this further. It provided a framework for measurement over time and this appealed to me as a very useful metric for customer-centric companies.&nbsp;
I spent 2 years as a recruitment consultant, then 11 years building a digital marketing agency. I worked with a good number of recruitment businesses as clients. I loved building websites for recruiters because I understood the market and the requirements were always a challenge.
The biggest challenge was one of differentiation from the competition - &ldquo;how can I make a better website than my competitor?&rdquo;.
This is a difficult question to answer, because there are lots of ways that your website can be better but in my efforts with my earlier clients, it normally boiled down to 3 main things;
&nbsp;
1.&nbsp;Design - Brand identity and website design had to be awesome
2.&nbsp;Candidate Attraction - Needed a great job search and easy registration and application&nbsp;
3.&nbsp;Client Attraction - Needed to position you as a better choice than your competitors
&nbsp;
I love consumer psychology and brand identity. I firmly believe that if you don&rsquo;t understand your customer you don&rsquo;t stand a chance of building an amazing brand. When building a website for a recruitment company you really have to put your client and your candidate at the heart of the experience. This made sense to me and made it easy for me to work with recruiters. Some recruitment agencies make some bold claims about their client and candidate experience (without really backing it up) but with one client I learned something that stayed with me and probably (in part) influenced my reason to be part of Ten Space.&nbsp;
This company took NPS seriously. They wore their NPS score on the homepage of their website like a huge badge of honour, and rightly so. They had a great score for their candidate NPS and for their client NPS. They demonstrated true sector knowledge and were meticulous about their brand and the quality of the design. But they didn&rsquo;t stop there.&nbsp;
They put their consultant experience front a centre too. After the obligatory job search splash (which should always be front and centre on a recruitment website in my opinion) they had a huge focus on the reasons to work for their business and the quality of the consultants that worked there too. I was seriously impressed. They&rsquo;d absolutely nailed the thing that many recruitment companies overlook in their marketing - Recruitment is a people driven business, and their consultants were their major differentiator.
But then they took it up another notch - they qualified. They didn&rsquo;t just say &ldquo;we&rsquo;re great and here&rsquo;s some nice things our team have to say about us (with a gun to their head)&rdquo;. They were bold enough to talk about having an amazing Employee Net Promotor Score (eNPS). This is what we use at Space HR to measure the employee engagement or loyalty to a business. It provides data that helps you build a great internal brand and develop incredible loyalty with your employees.
&nbsp;
Just like candidate and client satisfaction can be managed, so can consultant satisfaction and this is the way to do it. It doesn&rsquo;t have to be baked in to an awesome tech platform like ours, you can just send a survey out on paper and hope you get a response, but keep in mind that our platform makes this highly engaging for all parties.
So recruiters, here&rsquo;s my challenge to you. If you&rsquo;re looking for a true differentiator in your business, you truly believe that your people make your business and you want to back it up with some real data, speak to Ten Space.
&gt; We want to help you put your people first.&nbsp;
&gt; We want you to push past the revenue and headcount barriers that most recruiters don't.
&gt; We want to help you build a business for the future.&nbsp;
&gt; We want to help you achieve your vision.&nbsp;
Put your consultants first, listen to their views and let them be part of your growth. You can&rsquo;t do it all yourself and you might learn a whole bunch of amazing new things that help you get there faster and far more enjoyably.
&nbsp;
After all you you hired them for their talent, now let that talent shine.

Put your consultants at the heart of what makes you different

eNPS- Why Recruiters need to take it seriously.

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

How Stress Impacts on Creativity in the Workplace

Last week our new website went live&hellip;.. hooray!&nbsp;
I&rsquo;ve been waiting for the opportunity to tell the world about how amazing Space HR and our platform for Employee Engagement is and now we&rsquo;ve finally done it. I&rsquo;ve got a website that I can be really proud of.&nbsp;
My new website helps me convey the proposition of the business, talk about our amazing technology and showcase some of the great work we&rsquo;ve been doing with some great clients! It feels like all the hard work is starting to make sense and pay off.
I&rsquo;ve learned some pretty incredible things whilst building this website. It&rsquo;s made me think about things that I haven&rsquo;t really thought about before and its tested my skills and my knowledge as a business leader. I had a website already which was fine, but this new one is critical. It&rsquo;ll set a precedent for all my future websites to follow because it&rsquo;s the first one that talks explicitly about the Space HR Employee Engagement platform.&nbsp;
So if you&rsquo;re building a website, whether its your first or your fifth, here&rsquo;s a few of things I learned. Maybe it&rsquo;ll help you avoid a few pitfalls that I navigated along the way&hellip;.
&nbsp;
<h3>1. Building a website is hard!</h3>
Where do you start - genuine question? Well you (sadly) don&rsquo;t start with design that&rsquo;s for sure! I started with a lot of soul searching. I started asking myself some deep questions about my business such as;
&gt; Why does Space HR exist?
&gt; How do we differentiate from the competition?
&gt; What do we offer?&nbsp;
&gt; What is our mission, our vision, our values?
&gt; Who are our target customers?
&gt; How do we benefit our customers?
Once I had this down, it became a lot easier to start writing from a position of conviction and understanding based on the business I wanted to create.
&nbsp;
<h3>2. Put your customer first&nbsp;</h3>
You&rsquo;re not trying to win awards, you&rsquo;re trying to win customers. (Although if there are awards going, I&rsquo;ll take a few please!). Write your copy with your customer in mind and answer the questions that they would ask. These could include;
&gt; Is this product for me?
&gt; Why do I need this product?
&gt; What am I actually buying?&nbsp;
&gt; What is the cost?
&gt; Why you and not your competition?
&gt; What do I do next?
Then break the answers down and serve them back on your pages. Pretty obvious stuff really (once you know that&rsquo;s the aim!). But don't underestimate how long (and how many versions), it might take you to get this right!
&nbsp;
<h3>3. Align with your Category</h3>
I also did a lot of competitor research, but not because I wanted to steal their ideas. I had to make sure I was aligned with my competition so it was easier for my customers to enquire/buy. I needed to think like a customer.&nbsp;
I asked myself the same questions as in point 2 above, to see whether they achieved this. I also put myself in the mind of a customer who gets two quotes through from two suppliers. How do you begin to compare the two if they&rsquo;re wildly different in price, product, proposition, service etc? Answer-you don&rsquo;t. Do some benchmarking, make sure you are aligned with your category. If not, you might end up being discounted or discredited by your customers.
&nbsp;
<h3>4. Building a product website is really hard</h3>
Underpinning Space HR, is a platform that&rsquo;s designed to build a more engaged team. This is our product and with it comes a lot more information that makes the job of building a website even harder. There was a lot more to think about in terms of showing the platform off and talking about the product features that really make us awesome.
Focusing on benefits rather than features was crucial, as was keeping the amount of information just right to keep my audience engaged and not overloaded with info. After all, I can explain more once they&rsquo;ve enquired!
&nbsp;
<h3>5. Write, re-write, burn it and write again</h3>
I must have written about 6 drafts of content for my new website and even then it there was a lot of iteration when it came to building web pages. The first draft involved writing everything I&rsquo;ve ever known about Employee Engagement ever! As you can imagine, it got pretty boring pretty quick and I gave up this approach. Then I did a whole draft of content that explained my entire proposition, but again it was boring.
Less is more when it comes to website copy, knowing what to include and what to leave out is where the real skill is.&nbsp;I&rsquo;m more than sure our site isn&rsquo;t perfect and I will continue to change my website as it develops. Keep iterating as you learn and your copy will refine into something that starts to sound like you.
&nbsp;
<h3>6. Be more genuine&nbsp;</h3>
Just when I though I was happy, I realised it just didn&rsquo;t sound like me. I took a hatchet to my last draft of copy and took out loads of things that either didn&rsquo;t sound like me or that sounded really boring and generic. Clearly I had to leave some more obvious stuff in there, but if it didn&rsquo;t speak to anyone, it probably got the axe.
I&rsquo;m still a small business and until I&rsquo;m a huge corporate, being genuine and unique is something I can continue to be. It&rsquo;s pretty brave to put a huge picture of yourself on your product website! But it isn&rsquo;t just a product, it&rsquo;s a product supported and loved by me!&nbsp;
To round this blog off,&nbsp;I hope you love my new website. It&rsquo;s been a challenge and an amazing experience getting it live. Have a proper look through it,&nbsp;please offer feedback and refer it to your network too!
&nbsp;
If you&rsquo;d like to know more about how Space HR deliver Employee Engagement to companies throughout the UK, contact victoria@spacehr.co.uk

Our CEO Victoria shares her experience on building the new site

The New Website Is Live!

It&rsquo;s one of the golden questions of the corporate working world - does giving an employee a higher salary increase their engagement? While we wish a straightforward &lsquo;yes&rsquo; or &lsquo;no&rsquo; could conclude the matter, it&rsquo;s not all that simple.&nbsp;
Like most things in the world of work, there are a number of factors at play that affect engagement rates - salary is just one of them. In some situations, a higher salary can indeed increase employee satisfaction, but that&rsquo;s not always the case, as we&rsquo;re about to discuss.&nbsp;
&nbsp;
<h3>The Link Between Salary and Employee Engagement&nbsp;</h3>
It&rsquo;s easy to subscribe to the belief that paying your team more will lead to higher rates of satisfaction, and therefore engagement. Money can&rsquo;t buy happiness, of course, but it&nbsp;can buy a certain degree of comfort, and isn&rsquo;t that close enough?
Money worries inevitably lead to&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/how-to-spot-the-warning-signs-of-stress-in-your-team-and-what-you-can-do-to-help" target="_blank" rel="noopener noreferrer">stress</a>, depression, sickness and workplace conflict - things no employer wants to see their team suffer from. A 2018 study by Salary Finance found that a whopping&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://us.salaryfinance.com/uk/blog/healthy-attitudes-to-mental-health-in-the-workplace/" target="_blank" rel="noopener noreferrer">40% of UK employees had money worries</a>&nbsp;- an abysmal statistic that&rsquo;s undoubtedly been amplified by the pandemic. The study also found that employees who were stressed about money were 2.2 times more likely to look for a new job, and were 7.6 times&nbsp;less likely to complete daily tasks.&nbsp;
Of course, none of this is good for your work culture, productivity or employee engagement rates. But it would be a mistake to assume that handing out pay rises left, right and centre will solve all of your problems. More often than not, higher paid jobs lead to increased amounts of stress, as concluded by a study conducted by&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.agencycentral.co.uk/articles/2016-10/does-stress-rise-with-increasing-salaries.htm" target="_blank" rel="noopener noreferrer">Agency Central</a>. This is because employees who are paid more often bear the brunt of increased responsibility.
And if working conditions are already poor, their shiny new salary isn&rsquo;t going to make them feel any better.&nbsp;
The truth is, your employee engagement rates are affected by a number of factors, including working conditions, career progression, recognition, office relationships,&nbsp;as well&nbsp;as monetary reward. And although this isn&rsquo;t an all-encompassing list of factors, it gives you an idea of other components that are easily overlooked by employers trying to boost engagement rates.&nbsp;
&nbsp;
<h3>So How Can You Boost Employee Engagement Rates and Satisfaction?</h3>
<h4>An Increased Salary May Not Go Amiss</h4>
Although everyone has their own idea of a &lsquo;salary sweet spot&rsquo;, the polls suggest that&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" 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>&nbsp;per annum to eradicate money worries. Paying your employees more&nbsp;can have a positive impact on their productivity, happiness and engagement rates, but consider or workplace factors too.&nbsp;
<h4>Improve Communication With Your Employees</h4>
Like with any other relationship, communication is key to fostering healthy workplace connections and levels of satisfaction. Invite your team to&nbsp;tell&nbsp;you what&rsquo;s going on, rather than playing the guessing game (because it never works).&nbsp;Our easy&nbsp;<a style="background-color: transparent; color: rgb(0, 0, 255);" href="https://www.spacehr.co.uk/platform" target="_blank" rel="noopener noreferrer">employee engagement survey</a> is the ideal way to capture employee feedback.&nbsp;
<h4>Consult Our 5-Step Strategy to a Highly Engaged Team&nbsp;</h4>
We&rsquo;ve done the hard work for you and designed a comprehensive strategy that&rsquo;s ready to implement into any workplace. Discover the first step by clicking&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs/5-steps-to-a-highly-engaged-team---part-1" target="_blank" rel="noopener noreferrer">here</a>&nbsp;and get to work building a highly engaged team. For more HR resources and tips on boosting employee engagement rates, check out&nbsp;<a style="background-color: transparent; color: rgb(16, 60, 192);" href="https://www.spacehr.co.uk/blogs" target="_blank" rel="noopener noreferrer">our blog</a>.&nbsp;

The Impact of Salary On Employee Engagement

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.

Drive proactive decision making and demonstrate ROI with our incredible analytics tools.

<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>

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

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

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

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

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

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

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

Understand your data by tagging and segmenting to identify the areas of concern in your organisation.

Don't wait until the end of the survey, view your results as they are coming in to get ahead.

Understand the hidden meanings and trends in responses.

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

The Ten Space survey platform allows HR professionals to easily design, gather and analyse high-quality feedback from across their organisation.

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

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

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

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

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

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

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

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

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

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

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

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

How it works

An engaged workforce helps 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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