In an exclusive interview with CanadianSME Small Business Magazine, Mohamed Basma, VP of Small Business Services at ADP Canada, shares his perspective on addressing the growing skills gap in Canadian small businesses. Drawing from his extensive experience in HR and workforce strategy, Mohamed offers practical advice on upskilling teams, fostering mentorship, and creating people-first workplaces that boost productivity, retention, and long-term success.
Interview By SK Uddin
Mohamed Basma leads our Small Business Services division for ADP Canada and oversees the complete client journey from implementation to Service. Mohamed’s mission is to make sure our Small Business Clients are satisfied and successful with their HCM solution.
Mohamed joined ADP in 2018 as Vice President of Service Strategy and Operations and held multiple roles including leading the Outsourcing Service Organization and then leading Service Delivery for our Small Business, mid-market, up-market and nationals segments
Prior to ADP Mohamed worked for 11 Years in Management Consulting at Accenture followed by leading the Global Procure to Pay Department at Restaurants Brands International across all three brands: Burger King, Tim Hortons and Popeyes.
The Canadian Federation of Independent Business (CFIB) recently highlighted skilled labour shortages as a top barrier for nearly half of SMBs. In your view, what are the primary factors fueling the current skills gap within Canada’s small business sector?
The world of work is changing fast, seemingly by the hour. New technologies like GenAI are reimagining the skills we will need to succeed in this constantly evolving environment and I think this is partly attributable to the skills gap. There are also demographic changes happening every day. Older workers are leaving the workforce en masse, sometimes without passing on invaluable institutional knowledge they’ve acquired through decades. If older workers are not passing this information onto the younger generations, the skills are lost and the gap increases.
According to ADP Research’s People at Work 2025 report on skills development, only 22% of Canadian workers strongly agree they currently have the skills needed to advance in their careers within the next three years. This gap presents an opportunity for small businesses across Canada to enhance their workforce through learning and development programs, and prioritizing skills-based professional growth. Ultimately, when employees grow and improve, the organization as a whole grows alongside them.
Many small business leaders struggle to balance immediate operational needs with long-term employee development. What practical steps can SMBs take to upskill their workforce while maintaining productivity, and how can ADP’s solutions support these efforts?
There’s actually analysis published by ADP Research that suggests employers who prioritize skills development will realize short-term gains for their business as well, so I think small businesses can upskill their workforce and even enhance productivity at the very same time. The two do not exist in isolation.
According to ADP Research’s People at Work 2025 report on skills development, workers who feel strongly their employer is providing the training they need are 3.3 times more likely to describe themselves as highly productive. Moreover, when respondents were asked for the top reasons to stay with their employer, the opportunity for career advancement was second only to flexibility in scheduling. In summation, small businesses can create a more productive workforce through skills development.
That said, small businesses might have a tougher time creating bandwidth to prioritize skills development. Small business owners wear many hats, and a typical day can be a juggling act between various responsibilities. They need time to focus on skills development. One way that small businesses can free up valuable time is by outsourcing their HR and administrative work. By partnering with a company that offers human resources outsourcing (HRO) services like ADP Canada, small businesses can rely on their partners’ expertise and resources to handle tasks related to HR, payroll and compliance, which creates more time for employers to develop their workforce. By outsourcing these functions, small business leaders can make more direct investments in upskilling their employees by integrating training into their day-to-day workflows through job shadowing and rotational assignments.
Mentorship and shadowing programs are often praised for preserving institutional knowledge, especially on smaller teams. Can you share examples of how these approaches have worked effectively, and what advice do you have for business owners looking to implement them?
For the first time in history, there are 5 generations working together in today’s workforce. With that, ensuring that organizations have a strong approach to mentorship has become crucial for business success. These programs help facilitate knowledge transfer, build confidence, and create a culture of continuous learning. When organizations take steps to connect new hires and junior employees with more seasoned workers, they create opportunities for knowledge sharing that not only accelerates skills development but also strengthens employee confidence and overall engagement at work.
For business owners looking for where to begin implementing these programs, the key is to start small and be intentional. Schedule regular check-ins and build in opportunities for two-way feedback, because even informal mentorship can go a long way toward preserving institutional knowledge over time. Talk to your more junior employees to understand what skills they feel they need and are looking to require. This can then inform their mentorship program with a more tenured employee. Similarly, identify your more senior employees who are excited about being a mentor and sharing their knowledge. Create an environment where knowledge sharing is encouraged and rewarded.
With rapid changes in the world of work, what role should small business leaders play in equipping their teams for future success? How does leadership mindset influence retention and resilience in today’s evolving talent landscape?
Small business leaders play a pivotal role in shaping a culture that prioritizes growth and long-term success. In today’s environment, effective leadership is not only about managing performance, it is about demonstrating genuine care for people by investing in their development. Employees want to see that their employers are committed to their career growth, offering meaningful opportunities for skills development and on-the-job learning.
ADP Research’s People at Work 2025 report on skills development found that when employees strongly feel their organizations are investing in their growth, they are more likely to stay, perform at a higher level, and promote their workplace to others. Leaders should look to adopt a people-first mindset, one where they approach every worker as an individual with unique needs, ambitions, and potential. Leading with this kind of intention will help set the tone for the entire organization and work to build a future-ready workforce.
Moreover, Issue 1 of ADP Research’s Today at Work 2025 report uncovered the outsized role leaders play in organizational engagement. ADP Research found that when a team leader is fully engaged, 65% of their team members are fully engaged compared to when the team leader is not fully engaged and less than 1% of team members are fully engaged. How leaders show up every day to work and collaborate with their teams can make a massive difference in the engagement of the entire business.
Before we close, is there a piece of advice, or a story from your work with small businesses, that you believe could inspire Canadian entrepreneurs navigating today’s workforce challenges?
October is Small Business Month in Canada, a time to celebrate Canadian small businesses and recognize them as the backbone of our economy. ADP Canada recognizes the small business owners who wear many hats to drive innovation, create jobs, and shape our local communities. To support them in this endeavor, ADP Canada is launching a Small Business Owner’s Toolkit, a go-to resource to help them make smart, people-first decisions from managing talent and compliance to navigating HR technology.
Small businesses and those who lead them are truly unique. Running a small business is no small feat, as owners find themselves juggling everyday business needs, HR, payroll, compliance, and marketing all under one roof.
What consistently sets successful small businesses apart though is their focus on people development. In working with small businesses across Canada, I’ve seen firsthand how those that prioritize investing in their employees build stronger and more capable teams that can tackle anything the business requires. More importantly, they create an environment where employees feel valued, motivated, and supported. Maintaining a people-first approach is what will continue to carry small businesses forward in the face of change.
Disclaimer:
The views expressed in this interview are those of the participant and do not necessarily reflect the official policy or position of CanadianSME Small Business Magazine. Our content is intended to inform and inspire Canada’s small business community, upholding the highest standards of integrity, accuracy, and respect for our readers and guests.
