According to a study from the staffing firm Robert Half Management Resources, only 10 percent of employees surveyed said their organization has an internal backup to replace them if they leave. As for the executives surveyed, only 8 percent have a replacement ready to fill their role when they leave. Succession planning is a necessary aspect of any organization; however, it is often overlooked. Be part of the 10 percent that is prepared—and help that statistic grow—with these succession planning tips.
- Focus on the next generation. Ideally, the successor of any role in an organization comes from the next generation, in order to keep up with the constantly changing modern workforce. Make sure your next-gen employees are gaining the necessary experience and knowledge now, so they are ready to take over later.
- Think ahead with new hires. When hiring new employees, focus on more than just fitting them into their current role. Hopefully those new hires are sticking around for a while; if they are, consider other roles they may be more capable of once they obtain more experience within your organization.
- Don’t forget there’s more than just managers. Considering all roles when developing a succession plan helps you identify a variety of employees with management potential, even if they aren’t currently in a management position.
- Communicate your succession plan. Keeping your employees in the loop and up-to-date with developments in your succession plan motivates them to be more involved with participating in and improving it. Your employees will feel included and appreciated. The more people there are involved in supporting it, the better your succession plan will be.
Succession planning is an aspect that most organizations leave on the backburner, leaving them unprepared when the time comes to choose a replacement. Having a succession plan in place is crucial for smooth leadership transitions. Take a look at your organization’s current employees and succession plan, and start planning for your future successors today.
