A business is never stagnant — employees constantly shift into new roles, take leave or find new jobs elsewhere. With any change, it’s up to the remaining staffers to fill the gaps or find someone else who can.
Of course, when this type of event happens, you don’t want to be left scrambling for a new candidate or internal hire! Any delay where a key position is left empty can lead to severe losses for the company. A succession plan will help you keep a talented workforce on hand always — all it requires is a bit of foresight on your part. Not only will succession planning prepare your company for unexpected changes, but it also has a lot of growth-inspiring benefits for your employees. A clearly established plan will increase their motivation and sense of purpose because they will know what the next position up the line is, and they will understand what skills are required to prepare for progression within the company.
When making your plan, here are four factors to consider:
1. What Type of Plan Do You Need?
Every business’ succession plan will vary. To draw up one that works for your company, you need to first consider what you want it to accomplish. Do you know key players will be leaving for new ventures soon? Or, do you simply want to be prepared in case an unexpected event takes leaders away from the office for an extended period? Your succession plan could also help workers obtain new skills if the business goes in a different direction.
Before drawing up any succession plan, you must consider these questions to make the entire process that follows easier. Having an idea of what’s to come will help you move onto the next steps. You may have to bring in an expert to create these plans to determine what’s required for the changing of hands to take place seamlessly. Lawyers and coaches aren’t just needed for business successors, they’re also critical in the transition and succession of leadership and how compensation packages will work.
2. Is it a Person- or Position-Based Plan?
Succession planning in your company could home in on one specific employee who has the skills and capabilities to fill a more integral role in the future. Or, succession planning could pinpoint the roles that best prepare staffers for the next steps in their careers.
It’s a lot easier to build a person-based succession plan because you can quickly point out who has the qualities required for a promotion. They must be open to change and able to pick up new skills rapidly since they might be on a trajectory that’ll include more than one managerial or leadership role down the line. Position-based planning requires a bit more insight into the industry in general and, more importantly, the business's organizational structure itself. You’ll have to decide which jobs are unique to the organization — those are the ones that should absolutely have succession plans in place. High-ranking positions or those that require experiential, on-the-job training should also be in focus, too. Ultimately, you’ll have to use your internal knowledge of the business to create a position-based plan.
Your succession plan doesn’t have to focus on specific employees or roles. In fact, the best programs include a step-by-step guide for how to handle both types of situations. It’s up to you to decide what areas or employees would be best served by this type of planning.
3. Who Will Make the Decisions?
Some employees are better candidates than others to be part of the succession plan implementation team. Think about it: Who knows what’s required of potential hires for these positions?
The most obvious choice is the CHRO and human resources team which is responsible for hiring employees. Even with internal hires and successors, they should be able to pinpoint the qualities required of those in managerial roles.
Company leaders might be able to choose the next in line, too. This is especially true for businesses that have implemented mentoring or internal training programs, in which employees shadow and learn new skills from those in different roles and departments. A mentor might be able to definitively say who has the right attitude and aptitude to take over in the short or long term.
4. How Will We Gauge Success?
There’s no one-size-fits-all evaluation method of a succession plan. Instead, every business will have to come up with a way to measure how well they’re doing. Perhaps it’s all about how the employees feel as they move their way up the ladder: If they’re happy with their professional development, the program is working.
Managers might also have a say: Are they satisfied with the employees who have been pushed forward by the succession plan? If the restructured staff has reached the company’s goals, that’s a good sign, too.
Of course, not every plan will be perfect from the start. The implementation team should be ready to reconfigure their envisioned succession should it cause more positives than negatives. This is also an area to revisit regularly — as the company changes, so should the way employees move onward and upward.
It’s Worth the Effort!
Despite all the steps you take to make it simpler, there are always going to be difficulties when it comes to succession planning. Some might experience a lack of support from their higher-ups, while other businesses lack the organizational structure it takes for viable candidates to feed into the next, more demanding role.
But working through all the negatives and coming up with a succession plan that works will eventually be a great benefit to everyone who works with you. Not only will they have the chance to move forward when the right position becomes available, but they’ll flourish in a stable work environment where there’s always a solution at the ready when something unexpected happens. That type of satisfaction will keep people around longer, thus fulfilling the aim of the succession plan in the workplace. All that’s left to do is start brainstorming.
For more information about how Succession Planning can benefit your company, setup a meeting with one of our specialists for a free consultation!
Sarah Landrum is a millennial workplace expert and the founder of career and happiness blog, Punched Clocks.