Home » Blog » Who doesn’t need succession planning?

Unless you’re royalty, you will need to consider succession planning and even they need to consider elements of it.

Part of being a good manager is supporting and nurturing your employees to succeed. This will inevitably lead to their careers progressing and, eventually, a need for you to replace them. Another part of being a good manager is to be prepared for this.

Succession planning needs to be considered at every level, and everyone should be considered. You should take the following steps.

The first step is to sit back and look at the company, ensure you have an up to date organisation chart at hand. Look at where the company may be exposed if someone decides to leave or is unable to attend work. Check to see if processes are in place and who could step in on a temporary or permanent basis.

This exercise isn’t easy and could take up to a year as you will include feedback from managers and appraisals on the following

‒ Strengths and weaknesses
‒ Identify where training (internal and/or external) is required?
‒ Who would benefit from a secondment or shadowing someone?
‒ What is necessary to get them to the next level?
‒ Capability

As your employees move up or on, you may not find a natural replacement internally. During the recruitment process, this leads to something to consider: what the candidate is capable of in the future.

And don’t forget succession planning includes you!

Has this been helpful? If you need more help please contact us on enquiries@HRBusCons.co.uk

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