9. Read and note the ways to increase productivity of staff. Power to the people

Empowerment is an interesting concept for a business manager. In principle, most managers would agree that a workforce that feels part of the company is going to be motivated, but it’s easy to overlook the downsides. Some people may feel intimidated by the idea, and the more cynical contingent might suspect it’s a thinly veiled means of building more responsibility into employees’ jobs without extra pay to compensate.

This is why it is essential to bear in mind the managerial and cultural changes that empowering employees will involve. People who had power bases built on islands of information within an organization will need to give them up if other employees are to be empowered in any meaningful way; others may need persuading to buy into the IT systems that underpin the sharing of knowledge a business needs to put in place.

This sharing of knowledge and flexibility of approach to working is possible largely through the technology currently available. The basic tool is a corporate intranet: a network based on internet technology and comprising loads of web pages that can be viewed on just about any computer with the right security access to look at them. Staff can then use these for e-learning, for information on their job while they’re working and for extending their workplace into their home or on the road. It puts them very much in charge of their area of work.

The flexibility to work where and how you want is another key benefit of empowerment. Again, employers can expect to see an increasingly motivated workforce as a result.

The Telecottage Association represents home workers and notes a number of reasons why people prefer to work this way. “Cutting out the commute and being able to spend the time saved with your family are probably the benefits that appeal most to people,” says TCA executive director Alan Denbigh.

Richard Thwaite, joint managing director of technology systems company Conchango, encourages staff to work remotely and use the company’s knowledge systems from wherever they are. “The important thing is to create a culture that makes it easy for people to ask for the information and support they need, without feeling inadequate or stupid,” he says. “This ‘lack of blame’ culture is fundamental to effective flexible working, as it means that everyone is focused on a common goal.”

So, there’s a lot to come in terms of flexibility in approach to employing someone. For the moment there’s a lot that can be done in terms of improving a company’s flexibility. And this is becoming less of a choice and more of a necessity. Recent research from printer manufacturer Epson says that 46% of smaller businesses are having to change their products according to their customers’ requirements, 48% say their customers require a more tailored approach, and 62% were building flexibility into their business plans.

And the technology to start making this happen, at least on the employee side, is there already.

• contingent – group

• thinly veiled – poorly disguised

• buy into – become involved in

• underpin – form the basis of

• commute – travelling to and from work