How the Right BYOD Policy Can Reduce Turnover

A new report finds service-industry workers are frustrated by limited BYOD options on the job.
By: | March 28, 2019 • 2 min read
BYOD

Everyone seems to love their smartphones these days. Yet, according to a new survey, the rise of personal smartphones among service-industry workers has not been enough to drive adoption of more “bring your own device” policies among employers.

The new research from WorkJam—a digital workplace platform provider based in Montreal—found that that more than half of hourly employees say their current role prevents them from maximizing their full potential at work. Specifically, 61 percent of those frustrated employees cite “scheduling and communication pain points” as reasons for leaving.

The survey polled 1,000 U.S.-based hourly employees and employers across the retail, hospitality, logistics, healthcare and banking industries. Titled “Embracing a Bring Your Own Device Policy in the Workplace,” it found that, for example, 57 percent of millennials would prefer to use their personal mobile devices to access information such as schedules and training materials. WorkJam also found that 69 percent of employees believe that with the right application, they’d have an easier time picking up shifts that accommodate their schedules, according to Steven Kramer, co-founder, president and CEO of WorkJam.

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“Our smartphones are an extension of who we are, and being able to integrate aspects of our work lives into our personal devices creates ease and comfort for employees,” Kramer says. “Today, every U.S. workplace relies on smartphones and the service industry is no exception. When used in conjunction with a strong BYOD policy, employers can foster a more productive, engaged and loyal workforce.”

According to Kramer, these findings should call attention to the impact implementing a BYOD policy can have when it comes to building a more engaged, productive workforce.

“It’s never been more imperative that employers put the power of communication and scheduling into employees’ hands,” Kramer says. He adds that having access to a central repository of training information that can be updated instantaneously will enable employers to retrieve information on their own time, from anywhere.

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“Additionally, there is no longer confusion when policies change. Entire departments are alerted immediately when there’s a change in operations,” he says.

This is where a digital workplace platform can help employers boost employee productivity, increase transparency throughout the company, and improve the employee experience by harnessing the power of employees’ personal devices.

With digital platforms, Kramer says, getting and keeping in touch with a manager is just a few taps away. Also important training materials can be accessed whether the employee is at home or work. Kramer explains that this gives employees greater control over their work-life balance, boosting morale and lowering turnover. Employers that make this investment, he says, now can gain a competitive edge while enhancing culture and creating opportunities for increased efficiency.

“It’s no longer a question of whether organizations should adopt a digital workplace policy,” Kramer says. “It’s about when they should make the change.”

Tom Starner is a freelance writer based in Philadelphia who has been covering the human resource space and all of its component processes for over two decades. He can be reached at [email protected]