Human resources professionals can be among the last hires a startup or small business makes. Early on, small companies will fold HR duties into another role: Some of the fundamentals of HR—like creating personnel policy, handling paperwork, and managing benefits—might not seem to demand an additional hire.

But HR professionals can do more than just those traditional functions. An HR professional can add plenty of value if a company is creative with their job descriptions. In fact, the best HR professionals—people like you—can actually boost a small company’s bottom line by implementing some of these simple ideas.

1. Identify and reduce pain points with surveys

Your colleagues might have all kinds of frustrations that you’ll never find out about. Recurring pain points can hurt morale and productivity.

That’s why your company should send out regular surveys. Every month or pay period, send a brief questionnaire out to your employees. A survey with three to five questions, made using free services like Google Forms and SurveyMonkey, can help you assess the office’s feelings. You can even compare results over time and track trends in Excel.

2. Introduce role-specific training and boost productivity

Even seasoned professionals can become more effective if they’re able to participate in ongoing training. In fact, professional development opportunities can actually be a selling point to new hires.

Role-specific training can pay off immediately. According to a McKinsey case study of the Boys and Girls Clubs of America, every investment in training can yield efficiencies worth four to five times its initial value.

3. Create organizational training that encourages innovation

Your continuous training programs can benefit a company beyond improving your employees’ abilities. It can actually help your company become more innovative, too.

According to Dave Ulrich, a business school professor at the University of Michigan, HR professionals have a unique ability to help their companies adjust to new trends and create innovative new work policies. Your training can help employees leverage advances in workplace tech to become more effective and creative than ever.

4. Help employees stay healthy—and on the job

As of 2012, according to Forbes, U.S. businesses lost more than half a trillion dollars annually from missed time and production due to employee illness.

You can take a proactive approach to prevent lost labor from sickness. Encourage employees to take sick days so that they don’t spread viruses to other colleagues and compound the problem. Create policies that allow employees to use flex time in their workday to exercise. Help create work-life balance and let employees work remote and manage their own time.

5. Actively prevent employee theft and fraud

It’s unpleasant to think about, but employee theft and fraud is a huge risk to small businesses. As of 2017, according to CNBC, employee theft costs U.S. businesses $50 billion per year.

Fortunately, simple steps can prevent brazen employee theft, according to the Business Journals:

  • Clear communication and definition of anti-theft policy during onboarding.
  • Create backups and redundancies for employee roles through training.
  • Watch out for strange behavior.
  • Put tech to work: Use security cameras and transparent accounting software.
  • Allow employees to report theft anonymously.

These are just some of the ways that HR professionals like you can expand your impact on a small business above and beyond the basics—and help your colleagues develop as professionals.