For many small businesses, part-time staff play a vital role in keeping things running smoothly. Whether they’re covering peak hours, supporting busy seasons, or filling specialist roles, they often make up a significant proportion of the workforce.
But when it comes to training, part-time employees can present unique challenges. How do you ensure they receive the same development opportunities as full-time colleagues without disrupting operations or stretching resources?
This case study explores how one small business addressed exactly that problem – and what other business owners can learn from their approach.
The challenge
Our client, a small, family-run retailer, employs 15 staff members, seven of whom work part-time. The business had grown steadily over several years, but as they expanded into online sales and introduced new digital systems, the owners realised their team needed training in e-commerce platforms, customer service, and stock management.
For full-time staff, attending half-day workshops or completing online courses was manageable. For part-time employees, though, things weren’t so simple.
Some worked only two short shifts a week and couldn’t easily attend training scheduled during their days off. Others juggled childcare or second jobs, making it difficult to commit to longer sessions outside their contracted hours.
The result? Knowledge gaps started to appear. While full-time staff adapted quickly to the new systems, some part-time employees struggled, leading to inconsistent customer service and mistakes in stock processing.
Our advice
Rather than expecting part-time employees to fit into the existing training model, we suggested the client rethink its approach, starting by speaking directly with the affected staff, asking them about their availability, preferences, and the challenges they faced.
From these conversations, the owners identified three key principles to guide their new training strategy:
- Flexibility was essential – training needed to fit around varied schedules.
- Consistency mattered – all staff, regardless of hours, should receive the same core information.
- Learning had to be practical – part-timers needed training that was directly relevant to their roles.
The solution
With these priorities in mind, the business introduced a blended training model designed to accommodate everyone.
Flexible online learning
For topics like using the new e-commerce platform, the client adopted short online modules that could be completed in 20–30 minutes. Staff were given access to these resources via their phones or home computers and could work through them at their own pace.
Part-timers were paid for the time they spent completing the modules, even if they chose to do them outside their usual shifts. This ensured fairness and encouraged participation.
On-the-job training
Recognising that some skills are best learned hands-on, the client paired experienced full-time staff with part-timers for shadowing sessions during quieter shifts. These informal, practical lessons helped everyone get up to speed without the need for lengthy classroom-style sessions.
Micro-sessions during shifts
Finally, the client introduced 15-minute “knowledge huddles” at the start of certain shifts. These short, focused discussions covered key updates, such as new stock arrivals or customer service tips, ensuring no one missed out on critical information.
The results
Within three months, they saw significant improvements to error rates, customer feedback and staff confidence, but perhaps the most valuable outcome was cultural. By involving employees in designing the new approach, the business created a sense of inclusion and fairness.
Top tips
This client’s experience offers practical takeaways for small business owners managing mixed teams of full- and part-time staff:
- Listen first: Talk to part-timers about their needs and constraints rather than making assumptions.
- Be flexible: Offer alternative formats like online learning, bite-sized sessions, and on-the-job training.
- Ensure consistency: Make sure everyone has access to the same core information, even if they learn it in different ways.
- Value their time: Pay part-timers for training wherever possible to demonstrate fairness and encourage engagement.
- Keep it relevant: Focus on practical skills directly tied to their role to make training feel worthwhile.
Training part-time employees doesn’t have to mean duplicating effort or breaking the bank. By adapting your approach to fit different working patterns, you can ensure every member of your team has the skills and confidence they need to perform at their best.
If you would like any further advice on training employees in your business, do get in touch.