Regardless of an organization’s size, all workforces benefit from training. Even when resources are stretched thin—particularly at smaller companies—leadership should still make employee development a priority. However, this is often easier said than done. For a training program to be effective, first, a plan needs to be created. By taking time to think through what skills employees need and where workforce deficits exist, training can become much more targeted and effective. After deciding what types of training are necessary, it’s important to set a schedule and stick to it. Studies have shown that frequency helps learners retain knowledge. Rather than viewing training as a one-off event, ensure employees are learning throughout their tenure. It’s also important to realize that employees themselves can be valuable training tools. When budgets are tight, employees can cross-train one another, and more senior employees can pass institutional knowledge to their less-experienced counterparts. In this way, highly skilled employees may be the most valuable yet untapped training resource.