Effective voice in small and micro organisations

The Companies Act 2006 explains how the UK defines small and micro organisations:

• a micro organisation has fewer than 10 employees and makes less than £632,000 a year
• a small organisation has fewer than 50 employees and makes less than £10.2 million a year

Small and micro organisations are less likely to have formal processes for employee representation. However, their structure makes it easier to listen to and respond to workers.

You can also read information on medium and large organisations.

Fair Work First and employee voice

Employers must meet Fair Work standards to win public sector grants or contracts. That includes making sure workers have a voice.

You need to show you’re listening and responding to feedback – whether it’s formal or informal.

Find out more about the Scottish Government’s Fair Work First initiative.

If you receive funding from other organisations, you may need to update a mentor on your progress or sign a pledge.

Ways to improve employee voice in smaller businesses

The way you collect and respond to feedback depends on your organisation’s culture. What matters most is how you act on it.

Start with a clear message

Let your team know you want their ideas. Be specific about what kind of feedback you're looking for - for example, about improving processes or workplace culture.

Consider anonymous options if people are hesitant to speak up. Make it clear that all feedback is welcome – and that no one will be blamed for speaking up.

Use the right tools

Try simple tools like:

• a suggestion box – this could be physical or digital
• free survey apps
• regular team check-ins or one-to-one conversations
• quick team polls or informal check-ins (“temperature checks”)
• reverse mentoring – where junior staff share their views with senior colleagues 

Follow up and give feedback

After collecting responses, be sure to follow up by showing how you’ve used the feedback and what’s possible. This builds trust and encourages future input.

Make it a regular occurrence

Make feedback part of regular team meetings and everyday conversations – not just a one-off.