After 10 Years Do.Human Resource On Job Still.Hve Your File BYOD (Bring Your Own Device) and HR Policies

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BYOD (Bring Your Own Device) and HR Policies

Recently I wrote our company’s BYOD (Bring Your Own Device) policy; I spent time reading about best practices and issues to consider. Every article was helpful, identifying issues related to IT support (hardware and software), data and IP security, each of these very important considerations for your own BYOD policy.

Sadly not one article talked about the implication of BYOD on human resources, employees and managers. Not even one article talked about work-life balance. In all fairness they were written by lawyers (for the most part) who are not known for writing beyond the parameters of legalese.

I don’t care whether you are a Millennial, Gen Xer, Boomer or Zoomer when you are instituting a BYOD policy you need to review at your HR policies. BYOD is NOT just about IT, IP, legal or security – it is about Human Resources! (Yes… I am repeating myself… because it’s important.)

Bring Your Own Device policies can be fantastic moral boosters! I am a GenX start-up junkie working with mostly Millennials plus a few Boomer/Zoomers. I have a few ventures of my own, I consult with different companies and mentor students with their own ventures.

I LOVE that everything is in one place -multiple inbox’s in Outlook and on iPhone. ALL files are in one place (thank you Dropbox). One laptop + One iPhone… Brilliant!

I LOVE that I don’t have to carry the capital cost for outfitting everyone in the company with their own device. This is a huge expense that start-ups can’t afford.

I LOVE that everybody is working on a device that makes them happy!

BYOD allows us to work from anywhere, a team can be virtual and really with all my ventures we are absolutely virtual.

I will preempt the next section with the following, 1) I haven’t had a company owned device in 10 years, 2) I am still trying to find something that resembles work-life balance. A different rant on a different day. Right now this rant is about companies and managers who don’t think about the implications of BYOD.

Anyone who has ever worked for me knows that I have a simple rule.. “Just because I work ridiculous hours do not mean you should.” With email going out from 5am to 11pm and Dropbox syncing files during those same hours, it is evident that I am working. Under no circumstances should anyone feel compelled to respond to my email outside of office hours.

It drives me insane that my working hours can be tracked Dropbox is constantly syncing. It is almost impossible to get away from work without shutting down and going to a wi-fi free zone.

It drives me insane that people feel it is okay to work 24/7. It is NOT okay. My husband and family will tell you I fall into the 24/7 category; they will tell you I am a workoholic who needs to learn balance. They are not wrong, I actually enjoy working most of the time. But with BYOD I can’t just shut off work – everything is in one place.

Do as I say, not as I do. Anyone who works with me should feel they have some freedom. Shut down, go outside, jump in the puddles (it’s been raining a lot this summer)!

A lot of my friends who work for large companies – BYOD or not – they are expected/feel compelled to work, respond to phone calls and emails after hours. I wonder if their managers have thought about their work habits and the impact it has on those working for them.

So, what should you consider with BYOD and HR policies? Make sure…

  1. you understand the HR implications.
  2. the value system in your organization promotes balance.
  3. all managers understand these values and promote balance.
  4. have an open dialogue about BYOD to address the challenges employees may face with shutting down.

Try enforce some rational working, email response hours. Just like flex time and flex hours there should be standards set for when it is reasonable to respond to email, phone calls, etc.

BYOD should NEVER end up as a form of 24/7 up-time for employees.

I challenge most companies in North America to follow the Brazilian law – company emails to workers are equivalent to orders given directly to the employee, as such are qualifies for overtime!

Brilliant, Brazil may be the only country where the law is keeping up with technology.

In the meantime, class action suits are popping up throughout Canada and the US to address employee challenge with overtime. Be careful – your company may be next.

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