44% SME entrepreneurs see learning and developing as part of the solution for the staff shortage – The Happy Financial

Learning in the workplace can be part of the solution for staff shortage, aging and stagnant productivity

The Hague, September 29, 2025-More and more SMEs are confronted with staff shortage, according to the annual employers’ Survey Work of TNO. Most employers who experience or expect staff shortage assume that they can reduce the shortage. For example, 44% see learning and developing as one of the ways to tackle the staff shortage. The government campaign ‘Learned today done today’ proves that learning can already start in the workplace.

40% of small SMEs had to deal with a shortage of staff in 2024. Another 27% expects to deal with it in the coming two years. Among SME companies with 100 or more employees, the situation is even more urgent: half of them already have too few staff.

“SMEs who want to solve their staff shortage would do well to stimulate learning in the workplace,” says Linda Koopmans, researcher of TNO. “Because by offering room for learning and development, your company can continue to respond flexibly to changes, the innovation capacity grows and the work often goes more efficiently. Moreover, employees who learn in the workplace are often more satisfied with their job and are more involved in the company. And although learning will not solve the staff shortage in the workplace, it can be part of the solution.”

With these tips, everyone can start learning in the workplace.

1. Support employees in development
   Motivate and coach employees in developing knowledge and skills. Managers play an important role in this. Perhaps this also means that managers within your organization need a training to be a good coach.
2. Anchor evaluation moments
   At many companies, evaluating is part of the work. Is evaluation not yet embedded in your organization? Then make sure you discuss fixed times to discuss what is going well and what can be improved. This is possible in a one-on-one conversation or in a team during a fixed time. Try to put these conversations positively.
3. Record knowledge
   Have employees record knowledge and experiences. For example in a knowledge base, training system or work manual. In this way they exchange knowledge and the knowledge is not lost.
4. Embrace sharing knowledge
   Organize moments to actively share experiences with each other. Such as in a team meeting or knowledge session.
5. Stay informed of developments outside the organization
   Keep track of developments. And consider how the organization can respond to those developments. Keep employees informed of these developments via a newsletter, meetings or the intranet. You can also invite experts from outside their own organization to share knowledge.

“For me, learning is not a separate project, but something that belongs to our way of working”
At Ruiter Machinefabriek, craftsmanship is inextricably linked to development. This learning culture ensures that employees continue to develop and feel connected to the company. “Precisely because I still learn every day, I also allow my people. By giving responsibility, working together with development coaches and always asking what is now needed, we make learning a continuous process. That ensures that employees can develop and that they feel connected to the company. It is the basis that makes people like to work and stay here,” says director Erik Ruiter.

Get started yourself? That yields quite a bit
On the website www.mijnlecultuur.nl You will get started yourself from the Ministry of Social Affairs and Employment. For example, do the quick scan to get a picture of how it is with learning and development within your company. And download the toolkit for inspiration and practical tips from other SMEs.

The website, QuickScan and Toolkit are part of the campaign ‘Learning in the workplace yields quite a bit from the Ministry of Social Affairs and Employment. With this, the Ministry wants to support SMEs to stimulate learning and development at work.