Managing people is a key part of any small business – but it can be one of the most difficult aspects of the job. We put your questions to our experts!

How important are soft skills, and what training could I arrange for my team?

Martha Travis, Founder of Martha Travis People Innovators, says:

Firstly, what are ‘soft skills’? Usually, these are the skills workers require to assist them with ‘how’ they perform their role, and if you have ever worked with someone who lacks these skills, you will know they are essential – like the business development person who knows how to wow the clients and can sell ice to the Alaskans but treats internal stakeholders poorly.

Soft skills can include active listening, clear communication, leadership, interpersonal skills, emotional intelligence, conflict resolution, email etiquette, customer service… the list goes on.

The first step in upskilling your team with soft skills is through self-awareness. To understand how we come across to others, we must first understand ourselves.

There are many tools/personality survey options available to assist with this.

Choose one that fits your organisation’s size, maturity, and budget, and stick to it so everyone speaks the same language.

Through self-awareness and discussing the ‘how’ (not just ‘what’) during performance feedback sessions, your team members will be able to assist you in identifying exactly what type of training they need to support their success.

Training is best delivered via the 70:20:10 methodology, where 70% of learning occurs on the job, by doing/practising (experiential); 20% occurs via working with others in coaching, mentoring, feedback and ‘buddy’ contexts (social);
and the last 10% via study, courses, or conferences such as online or face-to-face learning, industry events, and tertiary studies (formal).

Choosing the right training type to match the team member’s learning style will also make the most significant difference with the effectiveness of the upskilling.

Using a human resources and/or learning and development professional to assist you in setting up the processes and making these decisions will likely lead to the best results.

What employee benefits should I think about introducing into my business? 

Ashlea Roach, Founder and Managing Director at People Co, says:

When considering employee benefits for your business, it’s important to focus on what will genuinely enhance employee wellbeing, engagement, and experience at work. Gone are the days when a generic benefits offering was enough to attract and retain top talent. Today’s employees are looking for flexibility, personalisation, and support that aligns with their lives both inside and outside of work.

Start with the basics. Ensure your policies around leave, superannuation and workplace flexibility are competitive. These foundational benefits signal to employees that their financial and personal needs are prioritised.

Consider flexibility. This isn’t just about remote work! That’s not an option for many professions, but consider what flexibility you can provide. Things like hybrid models, flexible hours and working patterns, and generous parental leave options are becoming standard in many industries. These demonstrate trust in employees and provide them with greater autonomy to balance work and life in a way that works for them.

Invest in professional development. Opportunities for growth and skill-building — such as technical training programs, leadership coaching, or education allowances — are often highly valued. These not only benefit employees but also support your business growth by building internal capability.

Don’t forget wellbeing. Benefits such as employee assistance programs (EAPs), wellness allowances, or mental health days go a long way in showing your commitment to your team’s holistic wellbeing. These can also help reduce burnout and improve retention.

And of course, ask your people. Conduct surveys or have conversations to understand what your employees actually value. You don’t have to deliver on every request from them, but engaging them in the process tells them you care about them as individuals, and it ensures that anything you do implement will be valued and have maximum impact for your team.

A thoughtful approach to employee benefits isn’t just good for your people — it’s good for business. By investing in your team, you’re fostering a culture that attracts and retains top talent, driving stronger business performance.