Succession Planning

October 28, 2016

BirdDogHR Succession icon

The future can be a frightening thing, especially when it’s filled with doubt and uncertainty. Many times this uncertainty is just a part of life, but when it comes to the future success of an organization, it doesn’t have to be.

Succession planning should be a top priority for every company in any industry.  If you’re able to ensure organizational success, why wouldn’t you? Succession planning means that you are preparing and developing current employees for future advancement and growth opportunities within the organization. Not only does this help engage and retain your employees, but it ensures talent continuity and reduces organization risk.

Start by understanding where current skill gaps exist in your talent pool. Instead of recruiting new people, help develop current employees to overcome those obstacles. With regular feedback and learning opportunities, you can build up employees to one-day take the place of a retiring employee instead of being at a loss of talent.

July 27, 2016

A top reason employees leave their current job is because they don’t have career advancements or promotional opportunities. Succession planning helps prepare employees for advancement and helps the organization prepare for the future.

Succession planning can be vital to keep employees invested in your company. Employers that implement succession plans for their employees find that engagement and motivation increases when a career path is paved. When employees know they have a future within the company they become more invested in its successes. According to SHRM, the top three challenges faced by HR managers today are turnover, employee engagement and succession planning.

As organizations without a succession plan waver, organizations that implemented a succession plan increase retention and engagement. Those organizations have employees who want to invest themselves in the company and its success.

August 25, 2015

Employee standing in office hallway

“If you fail to plan, you’re planning to fail.”

You’ve probably heard this quote a time or two in your life. Quotes like these seem to show up often. You want to know why? Because it’s true. Benjamin Franklin was a pretty smart guy.

Makes you wonder if he missed his calling in Human Resources.

In a recent blog post, we discussed the importance of having goals for employees and the role that plays in engagement. By engaging your employees with performance goals, and letting them know how their goals line up to the company’s overall goals, they start taking ownership in your company.

Let’s repeat that statement: They start taking ownership in YOUR company.

When employees start to see themselves as an integral part of your organization, they are going to want to stick around and do whatever they can to make it successful. They are invested. They are engaged.

Your company is now a part of their career plan. You’re a part of their life. It’s an important moment, and you should treat it as such.

So, how do you capitalize on these superior employees and make sure they aren’t taking their talents down the street to your competitors? Through your succession planning process.