Training and developing staff
Good training makes staff safer, faster and more confident, and people stay longer when they can see themselves growing. You don't need a big budget - a clear induction, on-the-job coaching and a simple plan for each person go a long way. This guide covers what to train, how to do it and how to tell if it's working.
In short
- Start with a planned induction and the safety training every worker needs.
- Write down how key tasks are done, then train against those steps.
- Agree a simple development plan with each person, based on the business's needs and their goals.
- Mix methods - on-the-job coaching, mentoring, job shadowing, short courses and nationally recognised training.
- Check whether training worked by watching the work, not just counting courses completed.
Why training matters
business.gov.au notes that encouraging training and development helps you keep good staff. When people can see themselves advancing, they’re more satisfied, which leads to better productivity and quality.
It also helps you:
- Reduce mistakes, rework and complaints
- Keep people safe
- Cover for absences, because more than one person can do key tasks
- Free up your time, because staff can handle more without you.
Start with induction
A planned first week sets the tone. Cover:
- Introductions, the team and who to ask for help
- How the business works and what customers expect
- Safety: hazards, procedures, emergency exits, first aid and how to report problems
- Systems and logins they’ll use
- Their role, what good work looks like, and the first tasks to learn
- Policies they need to know
See business.gov.au’s guidance on onboarding and Hiring your first employee.
Safety training comes first
You must give workers the training they need to stay safe and healthy at work. business.gov.au lists induction and safety training for new workers, training for specific tasks, and ongoing training and supervision. Some industries have legally required training, such as forklift licences, responsible service of alcohol and food safety. See Workplace health and safety.
Train against written steps
Most small business knowledge lives in the owner’s head. Write it down.
- List the key tasks in each role: opening up, taking orders, quoting, invoicing, cleaning, closing.
- Write the steps for each task in plain language, with photos or short screen recordings.
- Show, then watch. Demonstrate, let them try while you watch, then check their work.
- Sign off when they can do it well on their own.
- Update the steps when things change.
See Systems, processes and quality.
Make a simple development plan
Agree a short plan with each person, once or twice a year:
- What the business needs from their role over the next year
- What they want to learn and where they want to go
- Two or three skills to build, and how
- Who will help, by when, and how you’ll know it’s working.
Review it in regular one-on-one conversations. See Leadership for small business owners.
Ways to train
| Method | Good for | Cost |
|---|---|---|
| On-the-job coaching | Day-to-day skills | Your time |
| Mentoring | Judgement, confidence, career growth | Low; an experienced colleague or outside mentor |
| Job shadowing | Learning another role, covering absences | Low |
| Supplier and software training | Products, equipment, systems | Often free |
| Short courses and workshops | Specific skills: sales, Excel, first aid, social media | Low to medium |
| Nationally recognised training | Qualifications and licences | Varies; may be subsidised |
| Apprenticeships and traineeships | Building a trade or skill over time | Varies; support may be available |
business.gov.au describes mentoring as a way to develop employees at little or no cost, and notes that coaching and job shadowing work in similar ways.
Choosing external courses
- Nationally recognised training comes from registered training organisations (RTOs). Check a course and provider on training.gov.au.
- Ask what’s covered, how it’s taught, and how people are assessed.
- Check for funding: states and territories subsidise some courses. business.gov.au also mentions the Skills for Education and Employment program, which offers free training in reading, writing, maths and using computers.
See Choosing courses and qualifications and Trades and apprenticeships.
Check that it worked
Before any training, decide what should change: fewer errors, faster service, more sales, fewer incidents. Afterwards:
- Watch the work, not just the certificate.
- Ask the person what they found useful and what they still need.
- Check your numbers after a month or two.
- Recognise progress. It motivates people. See Team building and staff morale.
Common questions
What training do I legally have to give staff?
business.gov.au says you must give workers the training they need to stay safe and healthy at work, including induction and safety training for new workers, training for their specific tasks, and ongoing training and supervision. Some industries also require specific training, such as responsible service of alcohol or food safety.
How can a small business train staff on a tight budget?
Use on-the-job coaching, written task steps, mentoring by experienced staff and job shadowing. Free and low-cost options include supplier training, industry association events and government programs such as Skills for Education and Employment for reading, writing, maths and computer skills.
What is the difference between training and professional development?
According to business.gov.au, training generally teaches the specific skills someone needs to do their job, while professional development builds broader skills that help them grow in their career and prepares them for future roles.
How do I know if training is working?
Decide what should change before the training, such as fewer errors, faster service or safer work. Then watch the work afterwards, ask the person and their customers or colleagues, and check the numbers you chose.