Companies have been urged not to ignore the positive effects that text and online marketing can have on their business strategy if implemented into a workplace.

David Murphy, editor and founder of online and print publication Mobile Marketing, has acknowledged that there are many ways to jump on the bandwagon of mobile marketing.

On top of this, Chris Robinson, managing director of consultancy Boost Marketing, believes the best way to take advantage of online marketing is to “experiment”.

In this regard, the expert explained that – as with many things in life – trying out something new is usually always better than never sampling the trend at all.

“It would always be a bad decision to avoid an online marketing channel because you assume it cannot work. I also believe it is almost as bad to give up on a channel just because it does not work first time,” Mr Robinson pointed out.

When it comes to where to start with online marketing, the expert acknowledged that a simple email sent out to customers detailing upcoming award entry deadlines can go a long way to gaining more consumer support.

However, Mr Robinson noted: “But if I gave up after my first attempt – and most newsletter ideas do flunk after all – then we would never have discovered this.”

Another marketing strategy which has grown by leaps and bounds over the past few years has involved advertising through mobile phones and smartphones.

Mr Murphy pointed out that loyalty CRM – or customer relationship management – can be particularly effective, if done right. The initiative involves sending customers text messages every once in a while to alert them about a promotion, a snippet of news or a must-see deal.

The expert underlined that businesses should never attempt to just spam people about such topics as a car crash which never happened though, as this is more likely to put a black mark on the company’s name.

Instead, Mr Murphy advised: “You actually say ‘give us your mobile number with your permission and we’ll send you a relevant message when we’ve got something relevant to say to you’ and people are quite up for that.”

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This is one of the main recommendations delivered by Adecco, which has offered advice on entering into the unknown when heading down a new career path.

In order to create a good first impression, the organisation first believes that a good physical appearance is critical. To start with, head into an office space with a walk of confidence and sit up straight whenever in a meeting or at a desk.

“Make sure you are dressed smartly, and have ironed your clothes and polished your shoes. Paying attention to small details will go a long way,” Adecco also advised.

It is not just the look that new workers should be using to impress though, with a courteous attitude also sure to tick the right boxes. This can be achieved simply by always smiling and looking a person in the eye when in a conversation.

Adecco added: “Good working relationships from day one will only benefit you in the future.”

The organisation was also keen to state that sending personal emails or making phone calls to friends or family members should be avoided unless absolutely necessary – at least for the first week or two in a new job.

“Your friends and loved ones can wait until you have finished work or until you are on a break before finding out how you are getting on,” Adecco attested.

Other ways to get ahead in a new job include trying to keep on top of a workload from the off, having a small chat with employers if the pile of work seems to be becoming too much and listening to any advice and then trying to put the words to good effect.

One strategy for keeping on top of a demanding workload could be to get some small tasks out of the way on the commute to the office. In fact, a recent survey by daisygroupplc.com highlighted that one in five Brits now complete some of their job’s demands on a daily basis while travelling on a bus or train.

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Employees across the UK are no longer carrying out all of their daily work within office space.

This is according to a new study carried out by business communications specialist daisygroupplc.com, which has revealed that many people will choose to do some of their tasks on their way to and from work.

In fact, one in five Brits have admitted to completing some of their job demands on a daily basis while on a train or a bus.

Tasks undertaken during these situations include checking any unread emails, making important phone calls, working out to-do lists for the day or week ahead and updating spreadsheets.

On top of this, the study of 2,000 commuters also revealed that many members of staff feel smug when they complete a task at a time when they believe their colleagues are still in bed.

Andrew Goldwater, from daisygroupplc.com, pointed out: “The average British commuter spends over an hour a day travelling to work by train or by bus so hosted or cloud technology services that facilitate mobile working means this has become the real start of the working day.”

He also acknowledged that many Brits will use the morning rush hour to plan for their working day and look through any emails which they have received overnight or during a weekend away from the desk.

The evening rush hour is then commonly a time when staff members take a moment to sit back and enjoy a little bit of down time.

Mr Goldwater commented: “The hour-long commute is a long time to be sitting and doing nothing. It is positive news that people can use this time more productively.”

Although work is becoming more popular on a daily commute, the daisygroupplc.com survey highlighted that daydreaming is the most common pastime while travelling on a train or bus.

Observing the actions of fellow passengers, listening to music and texting friends are also frequently a part of many people’s commute to and from the workplace.

Cloud computing is one strategy which can help employees to complete tasks on the move, with Helen Stuckey, cloud leader for IBM Global Business Services in the UK and Ireland, recently stating that the technology is currently being adopted by businesses of all shapes and sizes.

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This is the opinion of Gregg Corbett, marketing director at Avery, who believes that “empowering staff is the key when it comes to reducing energy usage”.

Mr Corbett was speaking in the run up to Green Office Week 2012, which runs between May 14th and May 18th and was founded by Avery.

According to the business expert, Green Office Week has regularly delivered the message that being more energy efficient is the best approach with a bottom-up strategy.

As such, Mr Corbett commented: “Of course, the set-up of the workplace – the equipment and suppliers – used are all major contributing factors in reducing energy usage but it’s staff who have the power to really make a big difference.”

However, the current work culture in the UK seems to be putting people off becoming greener in their office space.

A survey by Avery to hype up Green Office Week 2012 acknowledged that 40 per cent of staff members would avoid suggesting ways to become more energy efficient due to the fear that it may come across as nagging.

Another reason why many workers are keeping quiet about their greener working initiatives is that they feel that it could end up reflecting badly on their career progression with a company.

Mr Corbett therefore advised: “Small business owners must recognise that long-term sustainable change is a two-way process, attained through creating a working culture that reflects this and openly values employees’ contributions.”

By working together, the expert also believes that business managers will begin to “see real and measureable differences” around their workplace.

To get the ball rolling, employers may want to introduce interesting and engaging activities that allow staff members to lead greener lives without it feeling like a chore.

“It may sound simple but these sorts of activities really get staff thinking about issues like energy saving in a way that isn’t all about enforcing strict policies and penalties around saving energy,” Mr Corbett went on to state.

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Richard Costin, managing director of office supplies firm Banner Business Services, pointed out that Britain’s unstable economy is leading to many employers adopting a rationing mentality.

However, managers are hoping to cut back on the amount of money they spend without having to say goodbye to any staff members.

To help, Mr Costin advised: “The ‘Four Rs – Reduce, Reuse, Recycle and Rethink’ are the new ‘make do and mend’ mantra for the savvy credit crunch office manager.”

Every workplace can adopt this mentality by being a little more stubborn when it comes to using and disposing of office supplies.

For one, employers who make use of mailing lists to stay in touch with their customers should aim to regularly keep these up to date.

This could be achieved simply by checking through a list every month or so and taking out anyone who no longer wants to be a part of it, so that unnecessary letters are not delivered out.

Having a strict policy around how a printer is used in an office space could also make a world of difference.

Mr Costin recommends deleting unneeded parts of an email trail before hitting the print button, as well as trying to only print in black and white.

Making the writing on a page just a little smaller and setting the printer so that pages print on both sides should also see a mountain of paper saved on an annual basis.

Of course, one of the best ways to become greener in the office is to try everything possible to embrace the digital culture.

Instead of printing out page after page of guidance or physical handbooks, create a subnet which allows members of staff to easily access the same documents over the web.

“With just a few small green changes, business owners can pocket the pennies,” Mr Costin added.

The advice comes soon after Robert Hokin, chief executive of ecoConnect CIC, acknowledged that there has been a “strong increase” in companies looking to make their office space greener.

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Ken Clarke pointed out that the current British justice system is flawed in that many prisons are simply acting as “warehouses”.

This is because people are being sent down for a crime and given little guidance on how they can improve their lives. This then leads them to going back into the world after their sentence and repeating their crimes again.

However, Mr Clarke acknowledged: “Many prisoners do not want to be part of that cycle.”

Therefore, the justice secretary is calling on employers in all corners of the UK to give prisoners an opportunity to show their work skills while they are behind bars.

“Introducing work experience and training to people who are serving their time and being punished in prison is altogether a more intelligent way of running the prison service,” he pointed out.

Mr Clarke will take to Downing Street later in May to highlight that, if given the right direction and opportunities, prisoners can become highly motivated and aim to progress up their career ladder.

He went on to state: “I want eventually to see businesses manufacturing, providing services, from prisons on a commercial basis.

“There’s no reason why they shouldn’t help pay for themselves and the cost of the prison.”

Locksmiths and shoe repairer Timpson are setting the standard when it comes to helping prisoners back into work.

The company has recently become the first major organisation in the UK to establish open workshops dedicated to serving prisoners.

Such a unique initiative has had a positive effect, with management at Timpson stating that only seven of more than 200 prisoners which it has employed have gone on to re-offend.

The Daily Telegraph reports that Virgin and Marks & Spencer are now “expressing a strong interest” to introduce a similar platform.

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Paul Hitchens, a brand consultant at Verve.co.uk, believes that start-up companies who try to copy their rivals in their office space strategy are very likely to struggle to get customers through the front door.

He pointed out: “Every market is full of me-too brands trying to capitalise on the halo of the market leader’s success.

“Tomorrow’s super brands will be those brands that think and behave differently and offer relevance to their customers.”

However, people should not feel disheartened and think they need to be a big name to succeed. Mr Hitchens referenced data from the Federation of Small Businesses which noted that almost 60 per cent of private sector employment comes from SMEs.

In order to become one of the most talked about firms in this area, the brand consultant advised seeking out help, as one person rarely has the know-how and the expertise to keep a brand above water.

“Strong brands require the expertise of a team of specialists with a thorough knowledge of the many facets of building, implementing and protecting a strong brand,” Mr Hitchens stated.

For those choosing to bring specialists into their workplace though, managers are advised to look for those who have similar cultural ideals and are “suited to your method of working as you may be spending a lot of time together”.

Earlier this week, Clare Richmond, director of Speakto.co.uk, said the fact that many SMEs make up a community provides them with an advantage that large corporations cannot experience.

As far as I’m concerned local businesses have the greatest opportunity, because they’re on the doorstep of people’s homes – on their local high streets which are almost an extension of people’s living rooms,” she explained.

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Small businesses have plenty of advantages that allow them to keep up with larger organisations, and perhaps even surpass the efforts of big corporations.

This is the opinion of Clare Richmond, director of Speakto.co.uk, who acknowledged that while the size of a small to medium-sized enterprise’s (SME’s) office space is usually more condensed when compared to that of a large business, their heart and drive can easily be more advantageous.

She explained: “I think in terms of promoting themselves [and] distinguishing themselves from larger companies, the great opportunity that smaller businesses have is the customer experience.”

Ms Richmond was keen to note though that the rise of the digital age can easily take away communication with customers, but small businesses should try all they can to prevent going in this direction.

“They need to be able to offer a service or a hub and add value, above and beyond just being there,” the expert advised.

SMEs looking to be more connected with their community could organise an event which keeps members of the public entertained but also heighten the awareness of the company, its name and its values.

From a business standpoint, Ms Richmond pointed out: “The key competitive areas are obviously price and range and most local businesses are not able to offer those things, but they are able to offer value in very different ways.”

Seeing as though many small businesses are usually within walking distance of many of their consumers’ front doors, it could also prove valuable to study what a community wants, what they enjoy and the service which they appreciate most.

“As far as I’m concerned local businesses have the greatest opportunity, because they’re on the doorstep of people’s homes – on their local high streets which are almost an extension of people’s living rooms,” Ms Richmond added.

Her advice comes soon after James Scouller, executive coach with Thescoullerpartnership.co.uk, acknowledged that companies which are just starting out have a greater chance to succeed if they have a clear and strong vision in mind.

“That’s not knowing the company’s purpose – be very clear why you are setting up this company,” the expert stated.

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Beverley Stone, a chartered business psychologist who is a member of the British Psychological Society, pointed out that many people are scared of causing friction in their workplace.

There are three main reasons why this is the case. For one, workers are concerned that saying something that disrupts the status quo will cause other employees to speak up in disagreement and cause an argument.

On the other side of the coin, Ms Stone acknowledged that workers are worried that when they try to sort out a situation, they will fail to handle it in a skilful way.

As a result, the potential to bring a dispute to a close could end up increasing the problem if the wrong thing is said or comments come across in a negative light.

Ms Stone also believes that some people are scared to speak up because they feel that the atmosphere is bad enough as it is.

However, the business psychologist stated: “The way that you need to learn to handle conflict at work is to have the courage of your convictions.

“Learn how to handle conflict collaboratively and emotionally in a win-win way and to put it on the table in the real meeting.”

By approaching situations in this way, employees should be able to limit the tension that is felt in an office space, as well as reducing the likelihood of fellow members of staff leaving a workplace at the end of the day and complaining about their job.

Major recruitment company Adecco recently acknowledged that a workplace which is filled with happy people usually has a positive knock-on effect on the company’s overall morale, while staff turnover is lowered significantly.

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Dr Suzanne Doyle-Morris, director of FemaleBreadWinners.com, first explained that a lack of role models is proving a large stumbling block.

Another barrier for concern in the eyes of Dr Doyle-Morris is that many women are distracted by the long hours culture of managerial positions.

“So, the male model of being very visible and working long hours doesn’t tend to sit with the way women want to work,” she explained.

Dr Doyle-Morris added that commitments outside of the workplace can also mean that staying past 5pm is something some women simply cannot achieve.

Should women get past these stumbling blocks and find themselves in a boardroom, there are many pieces of advice to ensure they achieve as much as their male counterparts.

Here are just a few tips:

Make staff members comfortable within a workplace

Unhappy members of staff are highly likely to have a negative knock-on effect to the productivity that is achieved by a company.

Managers can easily avoid this by listening to the queries and problems that employees have about their current line of work.

Perhaps a person feels like they have an excessive workload which they are struggling to balance or are being made to do a job that they do not like. Could these tasks not be restructured so that everyone is comfortable with what is expected of them?

Career progression should always be available

Even if an opportunity of promotion is currently impossible to achieve due to a tight workplace structure, just giving employees the chance to work towards an aim could make the world of difference.

Set up career-development courses which the whole workforce can get involved in, should they choose to.

Not only will this expand a person’s knowledge of a job, but helps to give them a greater chance of securing a promotion if and when an opportunity comes along.

No promotions on offer? Then create some

There will be some office spaces which have members of staff who feel comfortable in their line of work for years at a time.

Managers cannot be expected to force these people out of their positions – after all experience is highly important – but can new opportunities not be created instead?

For example, if an office has a number of sales managers who are governed by one head of sales manager, the opening is there to create senior sales manager roles.

It may not seem like much on paper, but people will surely make more of an effort inside a workplace if their career ladder has more rungs to climb up instead of only giant leaps and bounds.

A strict manager can have negative effects

There is nothing wrong with putting across a sense of authority in a workplace, but overstepping the work will only lead to resentment and a lack of motivation in the office space.

Ease up on keeping an eye on when every worker is entering and leaving a workplace – surely being one minute late or going a moment before clocking off time will not have catastrophic consequences.

Of course, if a member of staff is seen to be flouting the rules in a workplace time and time again, it may be time for a manager to step in. But will it not be better for everyone to talk with an employee in private rather than in front of their peers?

Award success to maintain workplace motivation

Ok, this does not mean giving out treats and presents every time when a little bit of sweet success is achieved in a workplace.

However, when the productivity of a team goes through the roof or the annual sales figures jump to unseen heights, surely the members of staff should be rewarded as much as the company’s name and profits.

This does not need to be anything over the top either – a small gesture is sure to be enough to make employees feel like their hard work has been acknowledged and appreciated.

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