Consulting and advisory projects are costly and not applicable to small businesses. These are the top two incorrect assumptions for many companies. HR Consulting and Advisory services are equally important for small and large companies. Unconvinced?

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Growth—Small and medium-sized enterprises (SMEs) have a much longer runway for growth. With so much potential, growing too fast may result in HR challenges for many companies. These may include recruitment challenges, turnovers, equity inequality, and training and development. If a growth spurt is foreseeable, you may wish to see how an HR Advisory session can help cushion your manpower challenges.

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Turnover—Turnover itself is a huge challenge. This is especially true if your business operates in a niche and relatively small community requiring a specialised skillset. Turnover can result from competitor poaching efforts, unsatisfactory compensation benefits, or work culture misalignment.

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Smaller firms usually face more challenges in talent management. While poaching initiatives cannot be prevented, a small firm can still do a lot. Consulting work on compensation benchmarking and employee satisfaction could be the early warning system needed to prevent an unreversible loss.

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Culture – Fostering a desirable culture for a headcount of 30 is much easier than that for a company with 400 employees. Likewise, unhappiness or unhealthy culture can be equally “contagious” for a small corporation. Alarm bells should be ringing if signs of dampening employee relations or conflict impact the company.