Top tips for scaling your small business – and the support to help you do it

Scaling your business is an exciting step, but it comes with challenges. It’s not just about increasing turnover or hiring more people. 

Sustainable scale-up means strengthening your systems, building the right team, improving efficiency and finding new markets. Here are six key areas to focus on, along with some of the funded support available to help you make it happen.

1. Build your investment readiness

Before you can scale, you need to understand what growth looks like for your business, and what it will take to fund it. Whether you’re looking for a loan, grant, or equity investment, it’s important to get your financials in shape and be able to clearly articulate your growth plan.

That includes knowing your numbers, your value proposition, and what return an investor or funder can expect.

If you’re not quite sure where to start with funding or finance, support is available to guide you through your options and get you pitch-ready.

Relevant support:

• Investment Readiness Programme – expert guidance on preparing for finance, building investor confidence, and identifying the right funding route.
• Search for Finance – find finance options on our impartial, obligation-free search platform.

2. Structure your team and streamline your operations

As businesses grow, it’s easy for roles to blur and systems to creak. Scaling successfully means having clearly defined roles, repeatable processes, and the systems in place to manage increased demand.

That might mean updating your CRM, automating manual tasks, or restructuring your team so the right people are doing the right things.

Getting your operations right not only improves efficiency, but also boosts morale. People thrive when they know what’s expected of them and feel equipped to deliver.

Relevant support:

• Skills for Growth – support to upskill existing staff or find new talent to support expansion.
• Thrive at Work – supports you to build a healthy, high-performing workplace culture that supports long-term retention.

3. Explore new markets and revenue streams

To scale effectively, most businesses will need to find new customers, whether by entering new geographic markets, launching new products, or adapting their offer to suit different sectors. But growth can be risky if it’s not backed by research and tested in stages.

Market testing, competitor analysis, and customer insight will help you refine your offer and avoid expensive missteps. And if you're considering export, there’s expert help to get you started.

Relevant support:

• Export Support Programme – helps West Midlands businesses understand export requirements, access new markets, and grow internationally.
• Supply Chain Transition Programme – free support for businesses to enter emerging new markets.

4. Boost productivity and reduce risk

Scaling a business means doing more without costs rising at the same pace. That means improving productivity, whether by cutting waste, digitising processes, or reducing your energy bills. Reducing operational risk also becomes more important as you grow, especially if you're taking on more customers, staff, or sites.

Even small improvements in efficiency can add up to big savings, and help make your growth more sustainable and resilient.

Relevant support:

• Business Energy Advice Service (BEAS) – free assessments and funding options to improve energy efficiency and reduce bills.   
• Innovation Hubs – Innovation support in digital technology, advanced manufacturing, green technologies, and cybersecurity.

6. Keep a growth mindset

Finally, remember that scaling isn’t a one-off event—it’s a continuous process. Regularly reviewing your progress, learning from your data, and being willing to adapt your approach are all essential. Successful scaling comes from a willingness to test, refine and repeat.

Stay curious, stay open to feedback, and surround yourself with good advice. Whether it’s a peer network, a coach, or a funded support programme, having the right people around you can make all the difference.

Relevant support:

• Business Growth West Midlands webinars – covering a range of practical topics from digital marketing to financial planning and leadership.
• Tailored one-to-one support from a Business Adviser – get a fresh perspective on your growth plans and help navigating the right support.

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Finding the right premises

Attracting the right talent

One avenue that businesses may want to go down to find the best staff is hiring a recruitment agency. 

Explaining the benefits, Denise says, “We frequently see businesses investing time and budget into running their own recruitment campaigns. While this may appear cost-effective initially, it can result in significant time spent reviewing unsuitable applications, with no guaranteed hire. The true cost - both in terms of time and opportunity - can quickly mount up.

“Working with a recruitment agency can offer a more efficient and cost-effective solution. There is typically no upfront cost, and fees are only incurred once a successful placement is made. Additionally, experienced recruiters have access to extensive talent networks and are skilled in identifying and engaging passive candidates, accelerating the hiring process and increasing the likelihood of a successful outcome.

“By partnering with the right recruitment company, businesses can be better positioned to attract, engage and retain the right talent to drive future success.”

However they choose to recruit, businesses increasingly need to adopt strategic approaches to stand out and appeal to top talent. 
Claire Lawton, managing director of Halesowen-based HR solutions provider Acorn Support, advises starting with careful planning:

Tips to attract the best staff 

1. Define your hiring needs clearly

Before initiating the recruitment process, it is essential to understand the specific needs of your business.

• Assess current gaps: Identify areas where your team lacks skills or capacity.
• Forecast future needs: Consider upcoming projects or expansions that may require additional expertise.
• Determine role specifications: Clearly outline the responsibilities, required qualifications and desired experience for each position.

2. Craft compelling job descriptions

Your job postings should do more than list responsibilities; they should sell the opportunity. Including information about your company culture and benefits can significantly increase applicant interest. 

• Highlight company culture: Share insights into your workplace environment, values and team dynamics.
• Detail growth opportunities: Emphasise potential career progression and professional development.
• Be transparent about compensation: Clearly state salary ranges and benefits to set expectations.

3. Offer competitive compensation and benefits

While SMEs may not always match the salaries of larger corporations, offering a comprehensive benefits package can make a job role more attractive:

• Flexible work arrangements: Options like remote work or flexible hours can be highly appealing. Nearly three-quarters (74%) of organisations advertise at least some jobs as open to flexible working, and 54% as ‘open to location’. 
• Professional development: Invest in training, workshops or courses that enhance employee skills.
• Employee discounts, holiday purchase schemes and health & wellness programmes: Consider whether you can offer anything beyond the basics to make your role stand out to jobhunters. 

4. Leverage your employer brand

A strong employer brand can differentiate your business and attract candidates who align with your values.

• Maintain an active online presence: Regularly update your website and social media with company news, employee testimonials and achievements. 
• Encourage employee advocacy: Satisfied employees can be great recruiters if they share their positive experiences. Encourage them to leave positive reviews for your business on platforms like Glassdoor. 
• Engage with the community: Participate in local events or sponsor community initiatives to increase the visibility of your business. 

5. Utilise multiple recruitment channels

Diversify your recruitment strategies to reach a broader audience:

• Online job boards: Post openings on platforms like Indeed, LinkedIn or industry-specific sites.
• Employee referrals: Implement a referral programme to encourage current employees to recommend candidates. 
• Recruitment agencies: Partner with agencies that specialise in your industry for targeted searches. 

6. Give careful consideration to the application and interview process

A positive candidate experience can enhance your reputation and encourage top talent to join your team.

• Don’t overcomplicate the application process: A 10-page application form can deter applicants from applying for a role. 
• Prepare structured interviews: Use standardised questions to fairly assess all candidates. Don’t forget to assess candidates’ cultural fit and soft skills like communication and adaptability as well as their technical skills – they can be equally as important. 
• Provide timely feedback: Keep candidates informed about their application status. Delays will lose their interest. 
• Ensure a positive experience: Create a welcoming environment during interviews to leave a good impression. Reassure potential new hires that they will be supported in their new role with a comprehensive onboarding process so that they feel confident accepting a job offer.  

Further resources

Check out our Employer Resources page for more information on our support and resources for recruiting, retaining and nurturing your workforce for long term growth.

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