Forrester Research suggests 95% of workers are using at least one-self purchased device for work, which can help explain the blurring between work and play, and the growing adoption of BYOD within businesses.
But, when it comes to Workforce Mobility, BYOD is only a part of it, as TechTarget and Computer Weekly IT priorities survey, found 67% of enterprise plan to issue employees with mobile devices such as laptops, tablets and smartphones in 2014 – suggesting that employers are also starting to see the benefits of remote working, by empowering employees with the ability to choose where they work.
By offering remote working or telecommuting it can remove recruitment geographic limits, employers can employ the very best and employees can work for who they want without worrying about the location of the offices – the ability to be able to work anywhere and workplace flexibility can help to attract and retain staff. With the amount of communication tools available cross-boarders conference calls can all be cost-effective.
Researchers at Stanford University found that remote workers are 13% more productive and have less sick days. The increase in productivity could be because it provides employees with the freedom of working from a personalised space, a space that can support individual workflow and processes, no compulsory commute (which can sometimes be stressful!!), a space that has no interruptions from colleagues which in turn can increase job satisfaction.
By offering employees the option for flexible working it displays trust (although there will be times where this is abused). Employees would appreciate the flexibility of tailoring their work-life balance = they would be as focused and productive. In theory. But, when working from home there may be distractions due to domestic circumstances which could have opposite effect so, its not something that is suitable for everyone.
Not everyone sees workplace mobility in a positive light – In 2013 Yahoo ended its remote working program and BestBuy quickly followed suit. Both argued employees working together within one building will promote interaction, creativity and the sharing of information – which is a valid point. This idea is supported by Google where Patrick Pichette CFO commented “The surprising question we get is: ‘How many people telecommute at Google?’ And our answer is: ‘As few as possible’”.
The lack of uptake of remote working could be that many organizations lack trust with their employees, they have an innate belief that performance and productivity can be measured within office buildings, as Managers can see physical presence – the question is, just because someone is sitting there, does it really mean they are being productive? The answer can be debatable.
Even though there is a low uptake in remote working currently, as technology and user habits change, ‘Work Mobility’ and ‘Flexible Working’ is predicted to grow. Leading to a popular view that work is something not confined to a particular building, it is an activity that can be conducted anytime, anywhere.
Of course certain jobs are not suited to remote working like manning a production line and there are a number of disadvantages. In short mobility in the workplace can be beneficial
for businesses and individuals but, before the decision is made an assessment of suitability is required. If workplace mobility is something that is suited to different roles and organisational culture then, it must be planned, deployed and managed securely.