As we move into this new age of hybrid working environments, most companies have adopted a BYOD policy. Although it is convenient for employees, does it increase engagement?
Bring Your Own Device, or BYOD policy is a popular strategy among employers and employees alike. Based on Zippia’s survey, even before the pandemic happened, 75% of the U.S. workforce already used their personal cell phones for work.
Some respondents stated that by using their own devices, they have their job saved in one place and they don’t have to adapt to a new device. However, the same survey reported that 80% of employees would rather have separate work and personal devices.
Using their own device for working means blurring the work-life balance. In a 2014 survey conducted by Egnyte, most of the respondents said that they would most likely work overtime under a BYOD policy. This, then, raises a concern regarding employee engagement.
Despite its convenience, does it increase the engagement rate? This article will try to answer that question.
Employee engagement and employee satisfaction are two different things. Glint Inc stated that employee satisfaction focuses more on the perks and benefits, like free snacks in the office. In contrast, employee engagement is more like the degree to which employees invest their energies toward positive organizational outcomes.
BYOD ‘benefits’ like easier access to work or not having to adapt to a new device are considered employee satisfaction. Although it makes the working environment more attractive, it doesn’t really motivate employees to work at their maximum capacity.
That is why, despite the ease of access, employees still prefer to use different devices for work and personal use since it blurs the line between work-life balance when the same device is used for both. This could lead to potential burnout.
Additionally, BYOD policy’s perks favor the company more than its employees. Things like reducing operational costs, increasing employee productivity, or earning more revenue in positions like customer success are examples.
In fact, it isn’t easy to maintain an employee engagement rate, according to Kincentric’s report. A number of external factors influence employee engagement and make it difficult to sustain stability.
Creating a familiar environment for employees to increase productivity isn’t enough. In the Kincentric report, it is also stated that employee expectations are increasing in terms of diversity, equity, and inclusion. With the policy in place, it might be more challenging to implement.
Taken from several sources, here are several things to consider when planning or revising a company’s BYOD policy:
It is not likely that the BYOD policy will die down in the near future. Zippia’s survey reported that 58.3% of respondents said that their usage of personal devices for work has increased during the pandemic. In addition, following the hybrid work environment trend post-pandemic, business owners are likely to implement BYOD policies in their companies.
Furthermore, it is predicted that 30% of IT companies will permit wearable technology in the workplace. Devices like smartwatches are becoming more useful in the workplace context. Protocol revealed that there’s a trend in technology focusing on predicting personal health. With this, workplace wearables can monitor workers’ health and prevent burnout.
In conclusion, the emergence of new technology and regulations can make it easy for employers to view human workers as mere machines, especially with the BYOD policy running in the background. Therefore business owners and leaders need to take a balanced approach to this policy by maintaining positive employee engagement.