Even if you cannot provide a lot of formal training, or opportunities for promotion, try to provide opportunities for 'soft skill' development. 

Ask Line Managers to think about their staff – what are their individual interests, what are they good at, where do they want to be in 5 years’ time? Can you provide them with opportunities to move towards their goals, such as taking on a responsibility, organising an event, helping with someone’s induction, or mentoring a staff member or volunteer?

Top Tip: Consider starting a mentoring scheme. There will be a lot to think about and plan -for example, what is the purpose and goal of the scheme - do you want to encourage employee retention, or share skills across the organisation? What needs to go into the design of your scheme? For example, what sort of training will your mentors need? How long will mentoring relationships last?