The Number 1 Way to Include Career Development Within Small Business Teams
When you’re running a small business, career development might feel like a luxury reserved for larger organisations with deep pockets. But here’s the truth: investing in your team’s growth is one of the smartest moves you can make, no matter your size.
The good news? You don’t need a corporate-sized budget to create meaningful development opportunities. Let’s uncover the number one way to embed career development in your small business—and a few bonus tips to keep the momentum going.
The Number 1 Way: Prioritise Regular One-to-One Conversations
It sounds simple, but one-to-one conversations are the cornerstone of effective career development. Why? Because they provide a consistent opportunity to:
Understand your team’s goals: Learn about their career aspirations and what motivates them.
Identify development opportunities: Pinpoint areas where they can grow, both personally and professionally.
Offer feedback and guidance: Help them build on strengths and address challenges.
Pro tip: Dedicate time every month for a structured one-to-one with each team member. Use it to discuss progress, set goals, and explore new opportunities.
How to Make One-to-Ones Count
To get the most out of these conversations, focus on:
Preparation:
Encourage team members to reflect on their achievements and challenges beforehand.
Come prepared with specific feedback and ideas for development.
Listening:
Let them share their thoughts, goals, and concerns without interruption.
Ask open-ended questions to dig deeper into their aspirations.
Action Planning:
Set clear, achievable goals for the next month or quarter.
Identify any training, mentorship, or projects that can help them grow.
Pro tip: Follow up on previous discussions to show you’re invested in their progress.
Other Ways to Foster Career Development
Once you’ve nailed the art of one-to-ones, here are a few additional strategies to keep career development top of mind:
1. Encourage Skill Sharing
Your team members have unique strengths. Create opportunities for them to:
Run workshops or training sessions for their peers.
Mentor newer employees or those looking to develop specific skills.
Pro tip: Skill-sharing benefits everyone—the mentor reinforces their expertise, and the mentee gains valuable insights.
2. Offer Stretch Assignments
Development doesn’t always require formal training. Stretch assignments allow team members to:
Take on new challenges outside their usual responsibilities.
Build confidence and expand their skill sets.
Pro tip: Pair stretch assignments with guidance and support to ensure success.
3. Leverage Online Learning
In today’s digital world, access to knowledge is at your fingertips. Encourage your team to:
Take advantage of free or affordable online courses.
Join webinars or virtual conferences in your industry.
Pro tip: Allocate a small budget for professional development to show your commitment.
4. Create Clear Growth Pathways
Even in small businesses, there should be room to grow. Define what progression looks like by:
Outlining potential career pathways within your business.
Setting milestones that align with promotions or new responsibilities.
Pro tip: Transparency about growth opportunities boosts morale and motivation.
Why It Matters
Career development isn’t just about keeping employees happy (though it does that too). It’s about:
Retention: People stay where they feel valued and see potential for growth.
Productivity: A team that’s learning and growing brings fresh ideas and energy.
Reputation: Word spreads quickly—a business that invests in its people attracts top talent.
So, if you’ve been thinking career development is out of reach for your small business, think again. Start with regular one-to-ones, layer in a few creative strategies, and watch your team (and your business) thrive.