A recent article from Mobile Enterprise on survey findings from theEMPLOYEEapp found that 70% of employees are not provided with mobile devices by their employer. These employees are either not classified as road warriors that merit corporate paid devices, or their employers do not have programs to pay for their devices. However, just because they aren’t provided with a mobile device for work doesn’t mean they don’t use one. Some key findings:
- 49% of these employees report that they use mobile devices for work.
- 28% use tablets for their work.
- Mobile access and employee satisfaction are correlated: 62% of the respondents said that easy access to company information directly impacts job satisfaction.
- 51% say they are more productive when they are able to use their mobile device to access corporate data.
- More than half or 55% indicate they travel for their job, and 40% of employees say that they do not work in a traditional office setting.
- 41% of the respondents indicated they are unable to access company documents and information on a mobile device.
- 36% either had trouble gaining access while outside the office or they were unable to do so at all.
While the findings from theEMPLOYEEapp report make a strong case for organizations to develop more comprehensive mobile support for employees, this support may come with expectations that employees will be available during their personal time. The U.S. Department of Labor is updating overtime regulations, raising the salary floor, and sweeping more Americans under the Fair Labor Standards Act that protects the right of workers to earn overtime pay.
The data seems to support the premise that employee job satisfaction and productivity will rise if organizations provide better support for applications that links mobile technology to corporate databases. At the same time, it is important to consider that this technology will allow employees to work remotely, and drive more job tasks to off hours. Telecom managers should explore all the issues with help from human resources and legal departments. The best approach will balance technology rollouts with corporate policy that sets reasonable expectations for how much work employees will do during their personal time.