Introducing the ‘bring your own device’ (BYOD) concept into the office can promote mobile working practices in the long-term, potentially saving companies plenty of money.
Allowing staff to use their own laptops and tablets within the workplace means all the information that they need to complete their work is with them at all times.
By encouraging these remote and mobile working practices, smaller companies would then be in a position to drastically cut their overheads through the use of hot desks or virtual offices – with staff connected to one another by technologies such as email, instant messaging and telephone.
BYOD can also boost the morale in the office space and reduce energy costs as employees will feel more confident about working on their own devices. However, it is important to ensure that you have network security policies in place that are flexible enough to cope with various consumer devices.
Alex Rabbetts, managing director of data centre specialist Migration Solutions, said: “Staff using their own devices in the business can be beneficial.
“They are more likely to look after them, there are potential cost savings in equipment and they are likely to be more engaged in the business.”
BYOD also offers cost savings in terms of energy use as workers can charge their mobile devices at home before going into the office.
These devices also tend to be much more energy efficient, meaning companies will save significantly on their energy bills compared to a scenario in which all staff are using desktops, according to Darren Clare, head of internet protocol services at business IT distributor Zycko.
While BYOD has benefits, there are some issues that can arise in terms of security. Mr Rabbetts explained that staff can have important data and work information on their own device, which they could then pass on to an external party if they are unhappy with their employer.
He gave some advice on how to reduce the chances of data theft when employing BYOD.
“Employee leaver processes must be significantly enhanced, as must the process for management of disgruntled staff,” Mr Rabbetts concluded.
