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Any business employing less than 10 employees is called a “Micro Business (MB)” and entities employing less than 100 employees can be classified as “Small Businesses (SB)”. In 2026, Regina is a budding hub of Micro and Small Businesses.

Some of these micro businesses prefer employing 1-2 employees who provide customer service and handle administrative tasks manually. They may or may not have a structured payroll system for their employees.HR and payroll is an overhead cost for most such organizations. As these organizations grow in revenue and headcount, the importance to have systems in place slowly shapes up as a priority. Most of the micro businesses invest in having a website or an online order system primarily because it would enhance revenue. With time and growth, it may not be easy to handle payroll manually and then arrives the need to invest in HR and Payroll systems. 

MBs and SBs not only introduce new products and services in the community but also create flexible employment opportunities. Majority of the workforce is casual and not on contract. This works well for both the staff and employers. Flexibility in terms of the type of work and time is what attracts newcomers, students in colleges and universities, people resuming from career breaks as well as retired veterans, to these businesses. Saving cost due to employment benefits is a major incentive for micro and small business owners as they strive to move up in the profit trajectory. 

Micro businesses are a quick way to create more employment opportunities. Most of them consider people who have completed their grade 12 education and are keen on learning a new skill. 

Theory of the Firm using viable fixed costs (rents, equipment, etc.) and variable costs (labor, materials) is at the top of the mind of MB and most SB Business owners. Owner-Contractor-Employee pyramid is an effective manpower modelling used by some small business owners while most MBs survive on the slim Owner-Casual Staff model.

Majority of micro businesses use the Checklist or Competency model to address vendor management and customer satisfaction to navigate everyday inquiries and manage the business on a day-to-day basis. 

The Checklist is easy to create and use and totally cost effective. 

The Competency model will require investment for a specialist to step in, understand the business and align the model to achieve high growth.

Tailoring products to specific consumer demands and responding to changing needs to sustain sales is no easy feat to exist in a market to gain a small yet effective competitive advantage. Checklists can help you to achieve just that.

Competency models have had a long-lasting reputation for enabling businesses to become more profitable.

Are you a proud MB or SB owner?

Have you Identified skills that are important for your business and measured them with tangible parameters?

Checklists and Competency Frameworks can both be used and that’s when they can become Cream Cheese! Which one would you like to choose in 2026?