If employee-owned devices use Office 365 or are connected to the company’s email, wireless or storage infrastructure or other business applications, they must be secured and managed like other devices on the company network. IT needs to manage these devices and/or secure company information on these devices.
The good news is that MAM (Mobile App Management) technology has matured so IT can secure Office 365 apps and data without enrolling the employee’s device in MDM.
Likewise, Apple introduced the concept of “user enrolment” in iOS13, which is different to device enrolment. These are two examples of technology breakthroughs that remove common points of tension between the employer and employee.
Smartphones and tablets are typically purchased by employees on the weekend and brought to work on Monday — often with an expectation that the IT service desk can assist with enrolment, configuration, data transfer and support. Unless the service desk is constantly investing in skills to support the full range of mobile devices, there may be a growing mismatch between user expectations and the service experience.
On the other hand, abdicating support to the user may compromise productivity. It is important to provide enough hardware support to keep BYO users connected during work hours, including the ability to borrow a loan device when required.
Everyone has their own phone. They don’t want two. Support them with their device and assure them their privacy is protected.
CORPORATE PLAN OR PERSONAL PLAN?
BYOD implies that employees purchase their own hardware, reducing the employer’s CapEx. But does it also mean the mobile plan should also be purchased by the employee?
Not if you want to bring your OpEx down as well. Opting for a corporate plan for BYO devices gives you a number of advantages: you can negotiate cheaper mobile rate plans without the traditional hardware subsidies factored in, and you still pay corporate rates rather than consumer rates. You may also get other benefits that are not available to individual consumers.
Some clever employers provide their employees with the connection and an unlimited data plan and then collect a reimbursement from their employees to compensate for the plan and offset any fringe benefit liability. This has the potential to become a great retention tool for employees who might be able to afford an unlimited plan at consumer rates.