1.
Nature of Work During
and Post Covid-19 Report
Options Consulting Group recently conducted a survey with
Executive, Professional and Technical people. Our noteworthy
findings and comments are listed within this report.

2.
65% of respondents are currently employed.
17% of respondents have recently be made redundant.
It is obvious the Federal and State Government’s range of assistance initiatives
designed to keep people in work and companies operating through the COVID-19
isolation period has been effective. Although, there is evidence some companies have
also taken the opportunity in this current environment to “right size”.
Employment Levels of Respondents
65.12% 17.05% 17.83%
Employed Recently Made Redundant Unemployed

3.
38.24% 29.41% 22.06% 10.29%
Very easy Easy Neither easy nor difficult Difficult
41.18% 42.65% 16.18%
Better About the same Worse
Over 67% of respondents found working remotely very easy or easy.
Q: How do you rate your productivity compared to the office?
Working remotely is a relatively new experience for many and there is indication
employers are seriously considering remote working post COVID-19 as an ongoing
viable strategy and turning their thoughts to matters like future office size,
flexible working arrangements, team communications strategies, travel routines
and upgrading technologies.
For employees working remotely they are more likely to want clauses included in
any future employment offer to address work flexibility and hours of work along
with provision of “tools of Trade” including laptop computers, telephones and
travel expenses where a routine report to office is mandated.
Working Remotely
82.14% of participants have
been working remotely
Q: How have you found working remotely?

4.
36.21% 33.62% 20.69% 9.48%
Contract roles will be in higher demand than permanent roles
Contract–to-permanent roles will be in preference
Permanent roles will be an employers first choice
Other
Almost 70% of respondents believe contract or contract-to-
permanent hiring will be the trend of future employment.
Employers will be reluctant to commit to permanent appointments at the
outset because of the uncertain economic outlook post COVID-19.
Candidates are more open to a contract or contract-to-permanent engagement
for a range of reasons including:
1. Opportunity to secure a role with a defined scope
2. Confident being a “subject matter expert”/internal mentor
3. Comfortable not being absorbed in the office politics
4. Greater independence, flexibility and work/life balance
5. Risk mitigation and income reliability is managed by licenced 3rd Party
Providers
Q: What do you anticipate in future employment trends?
Employment
Trends

5.
24.14% 44.83% 18.97% 10.34%
Very likely
Likely
Neither likely nor unlikely
Unlikely
Very unlikely
6.90% 41.38% 47.41%
Higher than before About the same Worse than before Other
69% of respondents believe employers are very likely or likely to
offer reduced salaries.
Q: What do you anticipate in Salary & Benefits trends?
Q: With higher unemployment forecast do you think it is
likely employers will reduce salaries?
Over 85% of respondents believe the trend in Salary and Benefits
when compared to current salary packages will worsen or remain
about the same as pre COVID-19.
The forecast unemployment rate and perceived greater pool of available
candidates is assumed to put some downward pressure on salary packages for
new permanent appointments. However as salary packages have remained
steady for the past few years there may be no significant variance from the
period leading up to COVID-19.
The somewhat sceptical view of salary & benefit trends would most likely
impact the willingness of currently employed people to seek a new role for
reasons other than genuine improved career prospects, increased job security,
breakdown in current employer/employee relationship.
Salary and Benefits Trends

6.
64.35% 33.91%
Yes No
64% of respondents have
considered upskilling.
A significant number of respondents indicated their willingness to learn new skills.
Coupled with more productive use of existing technologies and the potential
adoption of new technologies to drive efficiency, productivity and cost benefit,
companies will need to consider:
1. A people and skills plan aligned to their business plan. This business
imperative should consider the number of full-time equivalents balanced
with Interim resources required to deliver key projects, meet work cycles and
cover planned absenteeism.
2. Greater investment in Learning & Development initiatives at all levels of the
organisation to effectively retain and re-deploy current resources and deliver
the company performance plan.
Q: Have you considered upskilling?

7.
Options Consulting Group is a client driven solutions provider of
Human Resource consulting, Recruitment, Interim Solutions,
Leadership Development and Career Transition.
Contact Us
Level 3, 20-22 Albert Road
South Melbourne, VIC 3205
+61 (0)3 9693 9300
contactus@optionsgroup.com.au
www.optionsgroup.com.au
To have a deeper discussion about these findings please contact:
John Gilbert, Principal
T: (03) 9693 9300
Email: jgilbert@optionsgroup.com.au
John established Options Consulting Group in 1990.
Underpinning John’s continued success in this highly
competitive industry is his values driven approach.
His career includes national and international
executive leadership roles and executive
representation on national industry bodies.