Mobile Workforce Report Q3 2011: Page 1: Introduction | Page 2: The Always-On Workforce | Page 3: To Connect or Disconnect? | Page 4: Device and Connectivity Trends | Page 5: Conclusion
Last quarter we declared the end of downtime, as 91 percent of mobile workers admitted they checked their smartphones during their otherwise unoccupied moments of the day. This quarter we asked specifically when these mobile workers were doing their work. Not only were they checking their email first thing in the morning, 38 percent worked before their commute, 25 percent worked during their commute, and 22 percent worked again on the way home—each and every day.
And they didn’t stop when they got home either. For many, work is a never-ending cycle; 37 percent work each evening—33 percent work again when they arrived home, 26 percent after dinner, and 19 percent said they work again after they put their children to bed at night. And it didn’t stop at bedtime. 49 percent said they would work in the middle of the night when they were unable to sleep, at least on an occasional basis. The largest percentage recorded was in the category “work before my commute to the office,” with 62 percent responding that they did so at least 1-2 times per week. The early bird apparently does get the worm.
| Daily | 3-4 times per week |
1-2 times per week |
Occasionally | Never | |
| Before my commute to the office | 38.3% | 8.8% | 14.5% | 23.9% | 10.4% |
| During my commute to work | 24.7% | 7.0% | 10.2% | 25.0% | 26.8% |
| During my lunch hour | 36.6% | 16.7% | 12.9% | 22.4% | 7.5% |
| During my commute home | 21.6% | 6.5% | 11.7% | 26.0% | 27.2% |
| After my commute home | 32.6% | 16.8% | 15.6% | 25.0% | 4.8% |
| After dinner, before bed | 26.0% | 15.6% | 16.7% | 30.0% | 7.6% |
| After my child/children go to sleep | 18.8% | 11.1% | 10.6% | 22.7% | 22.8% |
| In the middle of the night/ when I can’t sleep | 8.3% | 2.2% | 5.8% | 32.9% | 43.1% |
| When I am waiting for something (doctor’s office, errand, waiting for a child, etc.) | 18.3% | 6.8% | 9.6% | 48.1% | 12.4% |
Figure 3: Do you work during any of these times of day? If so how often? (Select all that apply.)
And forget about the lunch break! 37 percent of survey respondents worked during lunch every day, 66 percent at least once or twice per week. Not surprisingly, workers in North America were the most likely to work through their lunch hours. 45 percent of mobile workers in North America connected to technology during lunch every day. This trend was slightly lower in other geographies. Just a third (33 percent) in Europe worked during lunch every day and 31 percent of those in Asia Pacific. Perhaps the North Americans could learn from the Europeans and those workers in Asia Pacific who have long understood the value of taking time out during the day to enjoy the art of eating.
Social norms might have an impact on the use of mobile devices (other than smartphones) for work while waiting for something. Americans think nothing of typing away on a laptop while in a doctor’s waiting room, but in Europe and the Asia Pacific region, that public place is usually reserved for reading or talking quietly. 23 percent of responding North Americans said that they worked in these locations on a daily basis, while only 18 percent in Asia Pacific and 14 percent in Europe.
| Asia Pacific | Europe | North America | |
| Before my commute to the office | |||
| Daily | 37.1% | 35.0% | 44.3% |
| 3-4 times per week | 9.1% | 9.0% | 9.6% |
| 1-2 times per week | 15.6% | 16.2% | 13.7% |
| Occasionally | 27.1% | 27.9% | 21.8% |
| Never | 11.2% | 12.0% | 10.6% |
| During my commute to work | |||
| Daily | 26.7% | 28.2% | 23.3% |
| 3-4 times per week | 7.0% | 8.2% | 6.7% |
| 1-2 times per week | 11.4% | 10.1% | 11.1% |
| Occasionally | 31.7% | 25.6% | 26.5% |
| Never | 23.2% | 27.9% | 32.4% |
| During my lunch hour | |||
| Daily | 31.2% | 32.9% | 45.2% |
| 3-4 times per week | 13.0% | 15.7% | 20.1% |
| 1-2 times per week | 15.3% | 14.8% | 11.7% |
| Occasionally | 30.6% | 25.6% | 19.0% |
| Never | 9.9% | 12.0% | 3.9% |
| During my commute home | |||
| Daily | 18.8% | 23.8% | 23.1% |
| 3-4 times per week | 6.6% | 8.6% | 5.5% |
| 1-2 times per week | 11.3% | 13.0% | 12.3% |
| Occasionally | 37.3% | 26.9% | 26.1% |
| Never | 26.0% | 27.7% | 33.0% |
| After my commute home | |||
| Daily | 32.1% | 30.3% | 38.0% |
| 3-4 times per week | 17.6% | 18.4% | 16.6% |
| 1-2 times per week | 17.1% | 18.4% | 14.8% |
| Occasionally | 29.1% | 27.4% | 25.5% |
| Never | 4.1% | 5.5% | 5.1% |
| After dinner, before bed | |||
| Daily | 26.3% | 22.6% | 30.4% |
| 3-4 times per week | 18.8% | 15.7% | 16.3% |
| 1-2 times per week | 16.5% | 18.3% | 16.7% |
| Occasionally | 31.2% | 34.4% | 29.5% |
| Never | 7.2% | 9.0% | 7.1% |
| After my child/children go to sleep | |||
| Daily | 21.1% | 19.6% | 23.3% |
| 3-4 times per week | 14.3% | 13.0% | 12.7% |
| 1-2 times per week | 10.9% | 11.5% | 12.1% |
| Occasionally | 26.1% | 28.3% | 25.4% |
| Never | 27.6% | 27.7% | 26.5% |
| In the middle of the night/ when I can’t sleep | |||
| Daily | 10.1% | 6.6% | 10.2% |
| 3-4 times per week | 3.3% | 2.3% | 2.3% |
| 1-2 times per week | 9.5% | 4.6% | 6.3% |
| Occasionally | 36.8% | 30.5% | 39.0% |
| Never | 40.4% | 56.0% | 42.2% |
| When I am waiting for something (doctor’s office, errand, waiting for a child, etc.) | |||
| Daily | 18.3% | 13.6% | 22.7% |
| 3-4 times per week | 5.8% | 6.1% | 7.8% |
| 1-2 times per week | 13.3% | 9.2% | 9.7% |
| Occasionally | 44.6% | 51.0% | 49.0% |
| Never | 18.0% | 13.8% | 10.8% |
Figure 4: Do you work during any of these times of day? If so how often? (Select all that apply.)
Mobile workers are not only shifting their work periods to different times of day, they are also working from a variety of different locations. The most common place outside the office is the homes, with 47 percent working from home daily and 99 percent at least occasionally. But these mobile workers do get out from time to time. 88 percent worked from the road; 84 percent from a coffee shop, restaurant or bar; and 77 percent worked outside using a city-mesh Wi-Fi at least on an occasional basis.
It is interesting to note that 72 percent of the 3,100 respondents said that they used a mobile device on a daily basis within the office. Whether it’s in the cafeteria, in a conference room waiting for a meeting to begin, or even texting while walking between buildings, the days of the worker tethered to a desk in a cubicle or an office are long behind us.
| Daily | 3-4 times per week |
1-2 times per week |
Occasionally | Never | |
| Coffee shop, restaurant or bar | 5.7% | 5.0% | 14.4% | 54.7% | 16.1% |
| Home | 46.5% | 19.6% | 17.2% | 14.4% | 1.0% |
| The road (auto, bus, train or airplane) | 15.4% | 8.2% | 15.6% | 44.9% | 11.8% |
| The office | 71.6% | 10.3% | 5.8% | 7.3% | 2.8% |
| Outside (using a city-mesh Wi-Fi) | 8.5% | 6.3% | 11.1% | 47.4% | 22.6% |
Figure 5: Do you work from any of these locations? If so, how often? (Select all that apply.)
But how is this workshifting trend affecting mobile workers? We found that they are thriving. They value their freedom and put in more hours on the job. This quarter’s survey revealed that 75 percent worked more hours because of the increased flexibility in when and where they could work. More than half (55 percent) were working at least 10 or more additional hours each week. But some were working significantly longer. 12 percent were working 20 or more additional hours each week as a result of the freedom to choose when and where to work. Clearly, the flexibility brought about from workshifting can be a very good practice—for employees as well for as for their enterprises.
Figure 6: If you have a flexible work schedule, do you find yourself working more or less because of your schedule?
(Click Image to Enlarge)
In addition to working more hours, these mobile workers also felt more productive when their schedules were flexible. 54 percent said that their productivity was substantially improved and an additional 24 percent stated they were marginally more productive. Only 3 percent felt that the additional flexibility in work times and locations decreased their productivity.
Smartphones have reached close to 100 percent penetration among mobile workers. Across the generations, 96 percent of mobile workers under the age of 45 have a smartphone and 91 percent of those over the age of 55. Relatively new on the market, tablets continue to be the big story of 2011. Currently, 41 percent of mobile workers have a tablet and an additional 34 percent of mobile workers intend to purchase a tablet in the next six months. Taken together, we expect to see 75 percent of mobile workers with a tablet this fall.
Among tablet-owning mobile workers, iPads dominate with 72 percent of the current marketshare in this study. It looks like this will remain the case this year with 63 percent of mobile employees indicating that they plan to purchase or receive an iPad 2 in the next six months, bringing the potential future marketshare for iPads to 71 percent of tablet-carrying mobile workers.
Figure 7: Does flexibility in where and when you work affect your productivity?
(Click Image to Enlarge)
Not only did workers feel more productive, their efficiency improved as well. 78 percent believed they worked more efficiently if they could choose the time and locations for work. It is amazing how much can be accomplished without the continual interruptions and frequent meetings that plague us when we are working in a traditional office environment.
These statistics indicate that to maximize productivity, workers naturally seek out comfortable and non-distracting environments. When working in these places, time often seems to fly, and there is great satisfaction in getting a lot done.
Figure 8: Does flexibility in where and when you work affect your efficiency?
(Click Image to Enlarge)
Workshifting provides significant benefits to the employers as well as employees. Not only could a company’s profitability increase with more productive and efficient workers, it also improves the work/life balance for the majority of mobile employees. 64 percent of respondents felt they were better able to balance their work load with personal commitments, and not surprisingly, more than half (51 percent) felt more relaxed as a result of this improved balance. And it’s a proven fact—happy employees create successful companies.
Figure 9: Does flexibility in where and when you work impact your work/life balance?
(Click Image to Enlarge)
Figure 10: Does flexibility in where and when you work reduce or increase your stress?
(Click Image to Enlarge)
So mobile work, and specifically workshifting, makes for a more productive workforce. But can you ever have too much of a good thing? Today’s mobile workers don’t think so. Even with 95 percent of employees stating that their employers currently either encouraged or tolerated workshifting—40 percent would like to have an even more flexible work environment.
But can you ever reach “too much flexibility”? Loosening up the work environment should be done in manageable steps, where the results can be accurately monitored and measured. Am I getting more out of my employees after that change? Can I see a positive impact on employee morale and productivity? If the answer is yes to any of these questions, you are headed in the right direction.
Figure 11: Does your management support flexibility in where and when you work?
(Click Image to Enlarge)
Figure 12: Would you like more or less flexibility in your current work situation?
(Click Image to Enlarge)
Today’s mobile workers place a high value on their flexibility. According to this quarter’s survey results, if mobile employees aren’t getting enough flexibility at work, 33 percent would seek employment elsewhere, 57 percent would be less satisfied with their job, and 45 percent would feel less productive.
Employee turnover is a significant expense for any company. The cost to rehire a third of your workforce would clearly cause most companies to fail. This is an important finding that enterprises should consider when making their strategic mobility decisions going forward. Because perceptions are often as important as fact, companies should take care to move forward in these areas, and should not reduce or take away policies that speak to work flexibility. There are many firms that could use this against you in their recruiting practices.
Figure 13: If your management did not support flexibility in where and when you work, would it…? (Select all that apply.)
(Click Image to Enlarge)
Recommendations for IT:
Consider a volume discount on employee access to hotspots at nearby coffee shops and restaurants, or other places they are roaming. Your employees will appreciate the effort, and perhaps will get in a bit of work while saving you money.
If they are going to work remotely, make it safe for them. Workers who are connected while working might be driving a car, an unsafe practice without the proper equipment. Buy them a handsfree smartphone kit, and issue a safety manual on proper practices while commuting.
Safety should also work its way into usage policies. Create a usage policy (that all employees must sign) that allows them to use a mobile device for work purposes, and covers data security and physical security.
Planes, commuter trains, and waiting rooms/terminals are the most likely place for mobile device and data theft. Remind employees of this possibility, and provide them with laptop-tethers and other security devices.
Workshifting makes employees more productive, efficient, and relaxed with a better work/life balance. Organizations should use this as guidance for setting up a productive work environment in the office. Cubicles and even individual offices often have too much distraction to enable peak efficiency. Consider adding "plugged-in lounges"—a quiet, dimmed-light room with several small work desks and comfortable chairs, where employees can go to write an important report or complete their overdue expense reports without the distraction of the phone or the practical jokes of people gathered around the water cooler. Thousands of colleges can’t be wrong-nearly every such institution finds these lounges full of students studying and writing away from the noise of their everyday routines.
It is important to share these statistics with both the HR department and upper management. Certainly many are already aware (at least on a generalized basis) of these important findings, but they will come as a wake-up call to others. An IT "mobility advisor" can help them understand the cost saving and productivity gains associated with a mobility strategy that addresses workshifting. You can play a big part in crafting policies and changes that make everyone more productive and happier in their work.
Our findings were the result of polling over 1,100 companies. Because your institution is likely to have many points of uniqueness, you should consider polling your own employees with a similar questionnaire on an annual basis, to craft mobility strategies that have the most impact.
Many enterprises fear that if you give employees too much flexibility, it will be abused. The data shows that employees will take advantage of flexibility are more productive, but the organization has the right to set guidelines around the best usage of personally liable and IT liable devices when used for work-related purposes. Enterprises also have the right to monitor and track usage against those guidelines. This may help some within the organization to be more comfortable with pushing access outward.
Mobile Workforce Report Q3 2011: Page 1: Introduction | Page 2: The Always-On Workforce | Page 3: To Connect or Disconnect? | Page 4: Device and Connectivity Trends | Page 5: Conclusion
