If there is one workplace trends that dramatically change how an employee performs his or her role that would be BYOD. BYOD stands for bring your own device wherein workers are allowed to bring their own smartphone, laptop or tablet in the workplace to use after connecting it to the firm’s network. 

Based on a 2012 survey conducted by Cisco, about 600 firms with over 1,000 employees allow the staff of bringing their own devices. It was found out that 95% of all IT departments are actually employing this concept, and it is not necessarily a secret why these firms are doing such. Each firm saves up to $300,000 yearly per 500 employees by allowing them to carry with them their own devices. The bigger the company the higher the operational cost savings. 

The question now is: is BYOD so beneficial that it can outweigh the firm’s security risks?

Let’s all remember that BYOD is not 100% about benefits; with BYOD comes greater risks. If these risks (not just security risks though most are related to such) are not addressed during the implementation, this can lead to more organizational and operational issues than what BYOD essentially solves.

There are at least three issues that these firms have to look at-

First, it would be very difficult for any IT department to regulate the wide range of devices brought in the workplace. Definitely, the employees will present multitudes of devices with different operating systems and with different versions.

​Many a reasons why this setup can only lead to systems fragmentation when there are devices, systems and platforms that are agnostic when possible security threats are tackled. For one, implementing management centralization will be harder. 

Second, there will be lack of customer data encryption. For the IT department, protecting customer data will be more challenging since this data are only encrypted on authorized devices most of the time based on the survey conducted by ESET, a firm that basically deals with Internet security.

​The problem with brought devices is that they are owned by the employees and that while they contain company data, these devices cannot be configured based on the preferences of the firm.

Third, the devices are not ‘firewalled.’ Even when the employees use the devices inside or outside the workplace, they still contain confidential data that once a device is subverted other person or entity may gain access to the data contents. The worst part is, he, she, they or it may gain access not only to the data, but also to the entire firm’s network. 

Evidently, there are many benefits to BYOD. However, unless these real security issues are addressed, BYOD will remain to be a contemptuous implementation.

​#bringyourowndevice #BYOD #mobiledevice

If there are two words that best describe the workplaces today, these are understaffed and underpaid. Given the ever-burgeoning operational expenses, not all firms are able to hire additional workers and raise the salaries of current ones.

​These scenarios make providing incentives increasingly important otherwise the firm will risk losing its valued employees. 
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Here are the 5 things that you, as the business owner, manager or supervisor, can do to make your employees feel valued...

1) Offering telecommuting and flex-schedule options

 If some of the works can be done at home, then by all means, let your workers work at home for a day or two provided that they will constantly communicate with their direct superiors during work hours. Your employees will definitely love the idea. This saves not only time, but also a lot of money from travel expenses among others.


2) Making unscheduled thank-yous

Sometimes, a simple ‘thank you’ will do. Most of the employees, if not all, just want to feel appreciated. However, most of them do not appreciate expected thanks yous like during performance-based awarding. So, make them feel special by thanking them whenever the opportunity arises. Unscheduled thank-yous appear more genuine and sincere.

3) Mentioning positive actions

Regardless of the medium that you will use, the idea is to regard an achievement positively. This only takes a minute. For instance, you may stop what your employees are doing and tell them that Employee X has done a superb job in closing a deal. His or her co-employees will be happy to know this, and Employee X will receive praises from the group other than yours.


4) Hosting happy hours

Small occasions need not be lavish. You may conduct an unexpected happy hour at the office wherein you and your employees may feast on pizza and beer especially after a tiring day’s work. Of course, you can always conduct a scheduled happy hour so that your employees will have something to anticipate on a particular date.  


5) Giving personal perks

Surprise your best-performing employees with their choice of gift. For instance, you may have a small ‘gift wall’ where they will put their preferred gifts. You may set a price limit. Place them on the employee’s desk before he or she arrives. This will motivate them to do well at work while having something to hope for when they do.

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Evidently, making your employees feel valued is not all about money. There are many ways to let them know what you care, they are appreciated, and you want them to stay.

​#employeeengagement #organizationaleffectiveness #employeerewards #totalcompensation #employeeperks #employeeincentive

​Many a times, when it comes to cost-cutting, organizations think of cutting down on their workforce. Assuming you had optimally planned your workforce in the first place, then reducing the people count becomes extremely counter-productive.

Typical way senior leaders approach such layoffs is by asking their directors to re-structure their own group in a way, where they are able to let go of couple of their current staff members. Directors in turn look to their managers and supervisors to select people who should stay or go! Doing this in an unstructured way, not only DOES NOT save money for the organization, but in fact, over time, it will cost you a lot more in the longer run!! Because, this typical approach has several issues associated with it!!

Remember, you had hired your current staff for a reason. If you let go of a few people, then it burdens the remaining team- which is not a sustainable solution, since over time they are sure to feel stressed out and fatigued and will probably request special medical absence, which in turn will increase your benefit costs!!

Plus many a times, managers and supervisors choose people who they would like to stay within their team, this may/not be the most productive member. In such instances, the true and total cost of down-sizing (considering severance pay and other payments) is many a times even worse than continuing with the current staff size.

In addition, overwork and low morale leads to missed timelines and unsatisfied customers! The ‘fear’ of possible job loss along with the ensuing negative feedback and angry customers, further lowers employee morale and increases emotional fatigue- finally leading to totally disengaged employees and a toxic work environment.

They become a burden on the organization either ways- if they stay, it costs the organization in lost productivity (not to mention they take all their acquired knowledge and experience with them) and if they go, then the organization needs to hire new people and spend money as well as effort to train these new entrants. 

​#workforceplanning #organizationaleffectiveness #organizationaldevelopment #humanresources #humancapitalmanagement #workforcedevelopment #laborrelations #downsizing #layoffs #workforce

​Whenever companies are trying to save on their Operating Budget, one of the first things they consider is down-sizing. So, before you consider re-structuring or down-sizing your Division, consider doing this instead…

Obtain clear understanding of what exact work each person in a certain position performs on a planned basis. Also, obtain information on typical unexpected activities they are asked to perform. Now, it is true that this becomes easy to measure when the groups in question conduct a measurable service or manufacture components which can easily be measured.

But when it comes to internal service functions such as IT, HR, Finance and so on- such clear understanding of an individual’s daily work function along with performance metrics is usually not available. Though it is not difficult to identify or measure. There are several ways in which it can be done for internal service Functional areas. 

​Sandhya Bhat MSc, CSSMBB, CSSE ​has developed several new (under patent filing) and enhanced existing strategic methodologies to improve technology and human capital utilization, produce greater ROI on investments and streamline service delivery. She is an acclaimed author, speaker, a sought after thought leader and an avid world traveler.

​#workforceplanning #saynotolayoffs #organizationaleffectiveness #humanresources #humancapitalmanagement #layoffs #downsizing #laborrelations #workforce

​There are many organizations, where employees resist providing clear and detailed information about their work. This usually stems from their belief that if they are the only ones knowing about certain critical work item, then it will secure their position within the team.

This is extremely detrimental to the organization, not just from Business Continuity standpoint, but also by creating a toxic work culture! Lack of information causes further confusion, stress, and delays in scheduled timelines! This creates lot of waste which not only consumes operational budget but can also cost the organization in diminished output and lost revenue. 

Simple 3-Step Plan to Break Out of a Clique-Organizational Culture: 
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1. Reward team workmanship with special recognition.
2. Make proactive attempts to break internal cliques and ‘corporate gangs’. Deter such behavior by calling out bad practices and where required, follow-up with strict warnings and even disciplinary action.
3. Make process and procedural documentation, a mandatory work activity. Provide clear directive on how they can complete this work along with realistic timelines. Provide support and mentoring services (where required).

​Sandhya Bhat MSc, CSSMBB, CSSE has developed several new (under patent filing) and enhanced existing strategic methodologies to improve technology and human capital utilization, produce greater ROI on investments and streamline service delivery. She is an acclaimed author, speaker, a sought after thought leader and an avid world traveler.

​#organizationalculture #leanorganization #organizationaleffectiveness