While every mobility management strategy likely has cost containment at its core, the points of emphasis in each of the following strategies can be as diverse as company cultures. For some, the wireless device is considered a company perk with few restrictions and may, in rare circumstances, extend to an employee’s family members. For others, there could be strict cost guidelines and even more stringent security requirements, which can result in issuing company devices to only a select few and with a preset limitation for business use only. The outcome in this scenario typically requires the employee to carry around two wireless phones, one for business and one for personal use. Other companies have chosen to shift the entire burden of mobility management to employees. For some, that privilege comes with a stipend, and for others, it does not.
Based on culture and mobility emphasis, a solution that fits one company may be a misfit for another. While one company may be seeking a Best-in-Class implementation, this may be the last requirement another company is looking to deploy. In the descriptions below, we share ten dimensions that attempt to characterize a company’s culture and identity. There is no universally correct answer across the spectrum of dimensions. Each aspect represents a range of extremes and allows for a middle ground position as well.
1) Proactive vs Reactive – Is mobile devices considered a strategic advantage to your company? Do you view them as necessary for business communication? If mobile devices are simply a cost of doing business, then when it comes to mobility management, companies will typically exhibit a reactive nature to problem-solving and cost-cutting.
2) Regimented vs. Unregimented – Companies tends to demonstrate a range of behaviors when it comes to corporate assets. One end of the spectrum perceives employees should be trusted to know how to utilize a corporate asset-based on general company guidelines. On the other end are companies with specific restrictions and rules regarding usage.
3) Distributed vs. Centralized Accounting – For companies intent on disbursing wireless costs down to local cost centers, there are additional solution requirements to access workflow inefficiencies.
4) Business Essential vs. Employee Benefit – Some companies view the wireless device as a benefit or perk while others use policies to define which type of device is permitted for which employee classification. In this case, it is typical to find an executive-level approval requirement for higher-cost devices.
5) Security Mandated vs. Security Conscious – Every company today is aware of security concerns, but for some, the risk of data compromise could come at such a high cost that additional layers of security and tighter usage policies are needed, which would require additional security software.
6) Employee Subsidized vs. Company Underwritten– There are typically three stops along this spectrum. One end comprises of companies who don’t require reimbursement from an employee even if incurred through personal use. On the other end, especially with government and non-profit entities, an employee may be expected to pay for the total of all personal usage during a given month. In between, you will find companies who only require employee reimbursement for personal use such as downloads, international vacation usage, or high overage expenses.
7) Employee vs. Corporate Accountability – When a company issues a wireless device, they need to decide if it is the responsibility of the employee to review monthly invoices, so they are aware of their own cost to the company, or if corporate administrators are responsible for tracking down the most costly users each month.
8) Employee Choice vs. Company Constrained – This dimension is all about the level of latitude a company extends to employees. On one end, there is the Bring-Your-Own-Device philosophy. BYOD allows employees to transfer their device onto the corporate-liable account, which could entail some ongoing employee reimbursement for personal cost. A limited device selection characterizes the other end of the spectrum. In other instances, a basic phone model may be the only device permitted for employees requiring mobile communications.
9) Local vs. Central Oversight – Does your company expect management to oversee all budgetary elements of their departments, including wireless expenses? Or is oversight the job of a small group of corporate telecommunications employees? Alternatively, is there a sense of shared responsibility across the company for managing and controlling wireless usage and expense?
10) Outsourced vs. In-House Staffing – Does your company have sufficient in-house expertise when it comes to wireless management and cost control, or do you look for expertise and cost efficiencies from outside sources? Do you have a strategy that favors internal employees versus consultants or contractors?
By using these ten areas, a unique picture of your wireless culture comes into to view and can be used to develop a mobility strategy that fits the needs of your company. If you would like more information, please do not hesitate to contact us at email@example.com.