A solid succession plan is essential for running any business of any size. Unless and until talented people are ready to occupy key positions when the current occupants leave, the business will head towards a failure. That is why it is necessary to plan the succession process and go towards success carefully. Get to know everything about succession planning in this blog.
What Is Succession Planning?
Succession planning is a crucial strategy that helps identify and develop leadership development among the employees so that future leaders at your company can take up significant roles at all levels. There are specific steps that you should follow that will help you plan the succession process. The steps include:
- Being proactive with a plan.
- To correctly pinpoint succession candidates.
- Let the candidates know and explain the process to them.
- Set up developmental efforts that are professional.
- Run a trial of your succession plan.
- Integrate the plan into your hiring strategy.
- Finally, give some time into thinking about your successor.
The detailed strategy of how to set up a proper succession plan is given below:
Being Proactive with A Plan
In cases of planned retirement, you will get time to replace the employee with someone else who is deserving. But at other times, you may be caught off-guard by a sudden employee departure. That’s why you need to plan. A good HR consultant will always foresee these events and do the strategic planning for you. For this, consider the impact of a position on business functioning and how the departure of the employee in that position affects the daily operations.
Once you have answered the above questions, start looking for people who display the skills necessary to thrive in higher positions. Try not to assume how people on your team view their career goals. The best way is to talk to these employees about how they view their professional future before making your succession choices.
Once you get positive feedback from your desired list of candidates, explain to each protégé why they were singled out for important positions. Be clear to convey to them that there are no guarantees, and the situation can change as per circumstances beyond anyone’s control. In this way, you will be able to gain their trust.
Step Up Your Efforts
Once you have selected a desired candidate or employee for a particular position of importance and got their consent and trust on it, then you should start investing in their professional development. The HR team mainly carries out this task. A few days later, start ramping up the development process. The way of doing that is a job, connecting them with their mentors to boost their abilities in soft skills and help boost their leadership development. Remember that the best leaders have strong communication skills, polished interpersonal abilities, such as empathy and diplomacy, and above all, the power to take responsibility for the position effectively.
This step is perhaps the most important among the lot. Instead of waiting until a crisis to test an employee’s capability, appoint a potential successor to assume some responsibilities of a manager who’s taking a leave. In this way, the employee will gain valuable experience, and it will make your job of assessing that person easier. You can then start looking into the details, such as where the employee might need additional training and development or their strong points.
An excellent way to ensure a well-set succession plan is to deploy this plan right from hiring employees. By integrating the succession plan in the hiring strategy, you can quickly identify which employees can take up essential roles in the future. Once you have successfully identified employees as successors for critical roles in your organisation, along with the help of your HR consultant, then you can take note of any talent gaps that need to be addressed. This is an easy way to help you identify where to focus your future.
Think About Own Successor
When making a succession plan for your company, remember that you too will need a successor one day. That is why ask yourself which employee could step into your shoes and how you can help that person prepares for the transition.
Succession planning requires a lot of considerations and strategy. That is why most company owners rely on their HR teams to carry out this important task on their behalf. Infinity People is one such HR firm that has sound knowledge in succession planning and leadership development programs. We are preferred for delivering strategic and logically feasible plans to our clients and helping their company realise its vision. You can trust us to get the best succession plans to lead to a better future for your organisation.