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Unlike Apple and their ecosystem lock strategy, Microsoft rarely produces Windows-based hardware. In fact, one of Microsoft?s most strategic moves over the years has been licensing their software solutions (operating systems, productivity apps, and more) to partner original equipment manufacturers (OEMs), so they could profit from the dissemination of this software without taking on the cost of manufacturing the devices themselves. As a result, over 95 percent of all desktop PCs and laptops run some version of Microsoft Windows. With other software manufacturers finding success in the mobile market, including the skyrocketing popularity of Google?s Android platform (using the same OEM strategy) the world?s largest software developer decided to enter the fray with their Microsoft Surface line of tablets in 2012. Using their ?new? metro user interface, they built a platform deliberately designed to work on mobile; however, there were problems. The first Surface was only offered with the Windows RT operating system. At the time Microsoft was years behind their competition in the most essential element of running a mobile computing system: they lacked applications. The RT version of the Windows 8 software doesn?t support legacy applications, and there weren?t many options on the fledgling Windows Store. It was easy to see how most serious mobile consumers didn?t consider Windows-based tablets viable computing platforms to use for business. This was remedied soon after when Microsoft delivered its first tablet complete with a full version of Windows 8. The Surface Pro provided users the ability to have access to any piece of software they would normally use on a PC, on a mobile computing interface. Since then Microsoft, and its OEMs, have been delivering tablet computers that have the advanced capabilities that come with the Windows 8 operating system. So while application development hasn?t come as far as users would hope (due in large part to a small share in the tablet-computing market), Windows 8 provided an interesting, albeit questionable, opportunity. It was only after Microsoft launched the first service pack to Windows 8, titled, Windows 8.1 that users started to see the viability of the interface for productivity. This is mainly a result from the security and networking capabilities improvements integrated into Windows 8.1. The update added BYOD enhancements, improvements to device mobility (VPN, mobile hotspot integration), and security improvements (remote management, enhanced encryption). With these options more businesses have taken notice of the mobile Windows 8.1 platform. Since it took literal years for Microsoft to develop the software to the point where the ease of use, app development, and integrated security was at the level of the more popular Android and iOS-based platforms, many OEMs haven?t pushed as hard to create and sell consumer-viable tablets that run Windows 8.1. The Windows 8.1 interface, however is one that proposes a great deal of benefit for building a modern office. In part two, we will provide specific examples and suggest devices that can work to securely increase your company?s mobility.

Some more statistics of the research include the following: 86 percent of companies suffer from an inadequate leadership pipeline. 79 percent have retention and engagement troubles (i.e. high turnover rate). 75 percent have significant trouble attracting the employees they need. In other words, these problems stem from poor leadership, or at the very least, a poor leadership system. Why is this Happening?To put it simply, today?s workers want more out of their jobs. They don?t want a position where they sit around and do meaningless work for eight or more hours a day. They want their work to mean something to someone, somewhere. They want an experience. They, just like clients, are demanding and know what they want. If they can?t get it at one place, they leave and try somewhere else, hence the low retention rate. Overwhelming OddsPerhaps one of the prime reasons why there is a 26 percent turnover rate in the US workforce is that two-thirds of the 21st-century workforce feel as if they are overworked. That?s right – two out of three of your employees feel like they are doing too much for too little. To put it in economic terms, the costs outweigh the benefits, and they feel like they are sacrificing too much of their home life for their workplace. 40 percent of them work more than fifty hours a week, and the majority of them would like to work fewer hours. There are too many distractions at work that can hinder performance, and realistically, people can?t do as much without being weighed down by emails or conference calls. A lot of people find themselves working outside of work via their smartphones or other mobile devices. Not-so-Simple SolutionsThis is clearly a problem that needs to be addressed, lest companies lose a quarter of their employees annually simply due to boredom and poor leadership conditions. This shouldn?t happen, and there are ways to correct this imbalance of engagement. Some companies have well-established work practices that have been around for years, and aren?t so sure they want to make any drastic changes. Some might be concerned that if they give the leash some slack, the dog will run free. Their problem in this situation is that part of building a great business is using trust as a foundation. If everyone gets along and trusts each other, relationships will flourish and take the company to greater heights. Tips on How You Can Be an Engaging LeaderWhen it comes down to it, how engaged a worker is with their job is dependent upon their manager finding ways to motivate them. To that end, here are six tips from Forbes on what ?Wise Leaders Can Do to Engage Their Employees.? Stop unknowingly creating tension by expecting them to behave a certain way, rather than allowing them to be their authentic selves. Detect the most positive capabilities in people. Stop micromanaging and start empowering them to discover their full potential. Put employees in a position of influence and allow them to discover their own potential. Share your success to build their momentum. Be consistent and have their backs. We would add to this list the necessity of having working technology. Nothing causes an employee to disengage with their work quite like a painfully-slow workstation and unreliable network connection. Of course, reliable […]

For employers, what?s the best way to approach monitoring? There Should Be an Understanding of Company PolicyAs the business owner, you have complete legal authority to go through your employees? internal emails and instant messages. After all, you own the network. While acting on this right opens up a ton of insight into who might be wasting away their workday, it doesn?t necessarily mean that you should read every message that?s been written. If you do, you might find a couple of messages that will get you hot and bothered. Furthermore, if your employees are unaware that you?re reading their every message, they may find it unfair when you judge them based on opinions which they thought were expressed in private. If you foresee a future where you?ll need to dig through company messages, then it?s your responsibility to communicate to your employees that their messages are being monitored. This is best for everybody and will help keep the peace in the workplace. Objectivity is a NecessityFor example, one issue that you, as an employer, might encounter when investigating employee messages is the office trash-talker. For the purpose of ascertaining the extent of the damage done to the company culture, you may decide to go through their messages. In the worst case scenario, this rogue employee might have messaged everyone in the office (even your most loyal workers), spreading their negativity. When you review internal messages like this, it?s important to remember that there are two sides to every conversation. In the aforementioned scenario, a loyal worker might find themselves hesitant to respond to their fellow employee?s trash talking messages; yet, they might feel it rude to not respond at all. From your perspective, it?s important to identify when an employee is participating in an attack, versus when they?re responding with neutral language for the sake of being polite. Take for example this hypothetical IM conversation between two employees; a loyal employee (LE), and a disgruntled employee (DE). DE: I?m so sick of this policy, it?s unfair and the boss is a tyrant with a bad hairpiece!LE: There are some policies here that can be improved upon.DE: This isn?t the first time the boss has messed with me like this, he?s a jerk and I?m sick of everything.LE: The boss can be strict. After reading this exchange, the employer (who may be offended and biased prior to the investigation) is now in a difficult position. Without a proper understanding of context, it would be easy to come down on both employees for this conversation. However, a more careful and objective reading of this hypothetical conversation shows that LE didn?t say anything wrong; rather, LE responded to DE in a way which appeased his/her feelings while preventing the problem from spreading. This subtle peacekeeping strategy might be overlooked by an employer who?s on a witch hunt. Everyone Needs an OutletEveryone needs a monitor-free place where they can vent about their day-to-day frustrations. Venting can be therapeutic, and it?s important that workers dealing with stress have a way to express their thoughts and opinions without worrying about losing their jobs for being too vocal. Sound familiar? This used to be the role of the office water cooler; but now, since today?s society is comfortable expressing itself through digital mediums, people have no […]