Carrying around two phones, one for work and one for personal use, is no fun. Neither is using an old, dusty, worn out company computer when you have a new, shiny laptop sitting on your desk at home. It's these reasons, and many more, that have made BYOD so popular.
Consumers are more educated and technically aware than ever. They know which devices suit their needs, and are comfortable using a specific product. For example, Apple users hate everything but Apple, and Microsoft proponents won't touch anything but Windows. A windows user will be much happier and more productive with a windows machine than with a MacBook. As a result, it makes sense for employees to work on the machines they're most comfortable with. However, organisations can't have every device available upon request. Instead, it's easier to let employees bring in and use their personal devices.
Many industries recognise the benefits of implementing BYOD policies and are quickly adopting the trend. However, a recent California court decision may have dealt it a blow. The court ruled that companies must reimburse employees for work-related use on personal mobile devices. Meaning if you use your personal iPhone at work, a portion of the bill must be paid by your employer. Currently, the ruling only applies to phone calls, but it could soon expand to data usage and app downloads. Even further, while the ruling focuses on phones, there is a possibility it could apply to other devices, like tablets or laptops.
The concern isn't really the fact that employers would have to pay a portion of the bill. Some small businesses may suffer from the added expense, but for the most part, companies are actually saving money because of BYOD. Afterall, they no longer have to buy and supply so many phones and computers. The problem comes from the ambiguity of the law and the list of complications it introduces. The lack of clarity presents another obstacle in the decision to allow BYOD. In some cases, it's easier to just issue company devices and avoid the hassle.
Not to mention, there are a number of other legitimate issues worrying companies about BYOD. The biggest of course are security concerns. Most personal devices don't have IT oversight and up-to-date security software, leading them to be vulnerable to external cyber attacks. This could result in data loss or infecting company networks with malware and viruses.
Ultimately, most experts think the ruling will have a minimal effect on BYOD trends. Even if other states or countries apply the ruling, people are too determined to use the devices they like. Employees will continue to bring their devices to work, pressuring employers to compromise and come up with some kind of solution. Some companies may still decide to avoid BYOD, others may have to alter their policies, but the majority will continue to allow external devices into the workplace. Those who choose otherwise will find themselves fighting a current moving swiftly against them.
The widespread usage of these devices, coupled with a very tech savvy younger generation, means the BYOD trend isn't going to disappear. Believe it or not, new college grads and younger professionals use device freedom in their decision making when picking potential employers. They avoid businesses that don't allow personal laptops or phones at work. Instead, these young professionals are looking for more progressive, forward-thinking companies, of which BYOD is an indicator.
The ruling itself shouldn't be that much of a surprise. Companies should cover legitimate work expenses incurred by employees. It may be hard at first to differentiate between work and personal when dealing with devices that do both, but already a number of solutions are available. Some mobile management tools allow companies to monitor devices, and differentiate between work related and personal usage. This makes it much easier to determine what should be reimbursed. However, this introduces additional privacy issues that employees may not be comfortable with. To further help with the process, make sure BYOD policies are clearly communicated to employees, so they understand what expectations are, and what will be covered by the company.