This has been a year of monumental challenges for business owners and workers across Australia as they seek to manage the impacts of COVID-19 on their practices.

The primary challenge for employers across all industries and occupations has been the need to re-imagine the traditional models used to deliver goods and services due to the lockdowns imposed in an effort to stop the spread of the novel coronavirus.

As an industry that necessarily requires face-to-face consults with patients, allied health practitioners, including physiotherapists, were one of the key groups forced to confront this problem and find a workable solution.

As restrictions ease (and businesses start to reopen), it is worthwhile for employers and their workers to review the flexible working arrangements that were adopted over the past few months.

As a part of this conversation, it will be valuable to consider whether the adjustments that were made could continue to be accommodated in a post-COVID world.

We do not intend to suggest that all flexible working arrangements businesses have put in place to sustain their operations during the pandemic can or should be retained.

In some cases, this simply wouldn’t be practical. However, it may be the case that the changes, which were previously seen as impractical to implement, are in fact more feasible than imagined.

The team at the APA HR in Practice service have compiled examples of flexible working arrangements that practices may have introduced, some of which could continue to be viable options post-pandemic.

Job sharing and compressed working weeks

As a result of a decrease in demand during lockdown, many practices were forced to explore options to manage wage costs.

This may have involved having staff job- share and working compressed weeks. Pre-pandemic, it was far less common for employees of small-to-medium businesses to job-share, let alone work compressed weeks.

The need to pursue this strategy due to the unprecedented circumstances facing us this year worked to break down the barriers that have traditionally blocked these types of arrangements from being considered.

Speak to your employees, as the introduction of these options may have yielded unexpected results. Some may have appreciated the flexibility to work several days a week and have more time to dedicate to other pursuits.

Others, such as practice managers, may have realised they are able to work effectively and efficiently over four days rather than the traditional five.

Not everyone will wish to continue working according to these arrangements, although it may be the case that some do.

Take this time to consider how these types of arrangements have functioned and whether it would be feasible for them to continue into the future.

Employees with greater flexibility are often happier and more productive, meaning the results are great for them, for you and for your business.

Telehealth and remote working

The strict lockdown measures introduced to stop the spread of the coronavirus also forced many businesses to examine options to deliver their services remotely. This included physiotherapy practices.

The incredible uptake of telehealth is an example of a solution that was previously unimaginable.

Naturally, the nature of the work that physiotherapy practices do means that face-to- face consults were and always will be the most practical service delivery model. However,

if you and/or your employees found that telehealth and remote working enriched the work you do, it may be beneficial to discuss how you may be able to continue offering these types of services while we return to the new normal.

For example, could you consider allowing your full-time physiotherapists the opportunity to consult remotely once a week? How about providing your practice manager with one day a week from home dedicated solely to administrative tasks?

You may discover that these options don’t suit your business, your employees or your clients.

Whether or not you continue providing telehealth services and offering remote working options is not the key takeaway here.

Having initiated and seen through these conversations will demonstrate to your employees that you are open to flexibility. This should make them more comfortable and therefore able to address queries and concerns of a similar nature with you in the future.

As lockdown measures begin to lift and we return to work, there is an opportunity for us all to reflect not only on the trials and tests we endured throughout the pandemic, but also the opportunities (including flexible working options) that have been brought into the spotlight.

Think about the lessons you have you learned that might change the way you manage your staff now—and in the future.

>> The HR in Practice workplace advisory service is operated by Wentworth Advantage for APA Business Group members.

For more information about joining the APA Business Group email info@australian.physio or call 1300 306 622. 

Disclaimer: The material contained in this publication is general comment and is not intended as advice on any par- ticular matter, nor should it be relied on as a substitute for legal or professional advice.Wentworth Advantage Pty Ltd expressly disclaim all and any liability to any persons whatsoever in respect of anything done or omitted to be done by any such person in reliance whether in whole or in part upon any of the contents of this publication.