Smaller businesses might not have the luxury of a dedicated Learning and Development department, but they can’t afford to ignore providing career development all together.
Why? Because jobseekers are actively looking for workplaces that invest in their growth. Once hired, employees are more likely to stay engaged and loyal when they can see a path forward. Research consistently shows that career development is a top driver of employee engagement, and lack of growth opportunities is one of the most common reasons people leave a job.
For SMEs feeling like they are competing against bigger brands with large L&D budgets and glossier perks, don’t be discouraged. You don’t need a big budget or a formal HR department to support employee growth. You just need a mindset of development and a few intentional practices.
Here are five simple, low-cost ways smaller businesses can build career development into everyday work — and reap the benefits in engagement, retention, and performance.
1. Encourage Stretch Assignments
For those seeking greater responsibility or role development, giving employees opportunities to take on responsibilities just outside their current role help build confidence, skills and internal mobility. Exampes might include leading a small project, trialling a new tool, or presenting at a team meeting.
Business benefit: You’re preparing your team to step into future roles, reducing the cost and disruption of external hiring.
2. Create Internal Mentoring Opportunities
You have likely already discovered people on your team with valuable knowledge to share. Pair them with junior team members for informal mentoring, reverse mentoring, or peer learning partnerships.
Business benefit: Mentoring supports knowledge sharing, builds connection across teams, and fosters a culture of learning.
3. Host Monthly “Lunch & Learn” Sessions
Invite team members to run short knowledge-sharing sessions over lunch — on a tool, trend, or skill they’re excited about. Keep it casual, and encourage rotating presenters.
Business benefit: These sessions help uncover hidden skills, spark cross-functional interest, and create a habit of continuous learning — at no cost.
4. Support Microlearning in the Flow of Work
Encourage employees to spend just 15–30 minutes a week learning something new in line with their professional goals. This could be watching a video, reading an article, or taking a free online course. Creating a library of resources doesn’t need the investment of a Learning Management System either. A simple Slack/Teams channel to share would work just as well!
Business benefit: Microlearning builds capability over time without pulling people away from the business for days at a time.
5. Make Career Conversations Part of Regular Check-Ins
Don’t save development talks for annual reviews. Managers should check in regularly on employee growth goals — what they’re learning, what they want to try, and how their role could evolve.
Business benefit: Career-focused conversations improve engagement, boost morale, and help you proactively plan for succession or internal moves.
Even without a formal L&D function, you can create an environment where people grow, thrive, and stick around. And that’s great for business. By embedding career development into everyday work, even small businesses can build loyalty, increase productivity, and become known as employers of choice – all without spending big.