How can you offer professional development for small business employee recruitment and retention?

In my experience, making things simple is the best approach. While I believe assessing current and future needs is valuable, I am not convinced it is the first place you should start with small businesses. You can create more wins but asking your supervisors to ask each of their team members about what they want to learn or master? Then brainstorm ideas about what resources, coaching, classes, etc is available for an affordable price. If you identify that a group has the same interest in a topic, then bring in a professional facilitator. Access to professional development has been one of the top 5 engagement/retention factors for years. Providing this benefit can be affordable and accessible by asking 1 simple question.

I observed a small business owner struggle with his one employee who was also a family member. The business was a handyman service offering home repairs and small remodels. The business owner had 30 years of experience and his employee was new to the industry. The needs of the business varied from sales/marketing to performing small handyman projects, and the employee didn't do either with great skill or knowledge. The owner needed to assess whether he could develop his employee to meet the needs and goals of the business, and asked himself what was required to be successful. The next question was equally important: he asked if achieving business objectives meant hiring an employee with more experience. The baseline for development matters.

Investing in professional development for your team should be a collaborative approach. It's important to determine the skills you need within your team to enable your business to grow, this may not always tie into what the team feels they need from a professional development perspective. Collaborating with your team on the business's future can align expectations on the essential professional development needs. On the flip side, understanding the professional development needs of your team from their own perspective and providing the training they are looking for keeps your team motivated and engaged.

Your employees are the face of your business. Treat them like they are valuable and appreciated because they are. Your idea, your product, or your service would not be possible without them. Little acts of kindness go a long way!

As cliché as it sounds "Think outside the box" but figure out what that "box" is first. Thinking within the confines of an existing cultural environment will yield the exact same results as created the culture in the first place. So evaluating the existing culture and then stepping outside of its confines to do and to offer employees options, they can't find anywhere else, will simultaneously deepen their commitment to the company, while preparing them for new responsibilities either inside or outside of the company. Zig Ziglar use to say "You can train them and they may leave, or not train them and they'll stay with you forever". The smart money is on option 1, and if you truly think outside of the box, they'll stay longer!

To enhance recruitment and retention, small businesses can offer tailored training programs, mentorship initiatives, and career development plans for their employees. Continuous feedback, recognition, and flexible work arrangements can help foster a positive work environment. Investing in technology and promoting a culture of growth can also ensure that employees feel valued and motivated. These strategies not only attract top talent but also cultivate a skilled and committed workforce which is essential for long-term success.