Small businesses generally have small teams. Owners and managers might have a few people working below them, however, while there are some that might have a hundred or more people, most teams are small.
This allows for a much more personal relationship between leadership and employees. It also allows leaders to identify talent and support employee growth. This often leads to increased productivity, better employee retention and happier employees.
Large businesses, on the other hand, may tend to see people less as individuals and more as numbers on a spreadsheet. While it can be hard to adapt the smaller, family like feel of small teams in big business, there are ways to increase personal connections. They may feel that they have leverage from their size, brand awareness, and status, and use that as an incentive in itself to quickly fill positions that have become vacant. However, seeing employees as disposable will lead to low employee happiness and motivation. A high turnover rate may also result in stagnated continuation of projects and operations, directly impacting the bottom line.
Focusing on building teams that are close knit and supportive, implementing programs to support employee training and development and more are all ways to empower people. You might think that losing an employee is not as bad for big business, but all the research says otherwise. Not only is replacing employees expensive, but high turnover can also be detrimental to growth and profit.