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Succession planning demonstrates a commitment to your team's growth and career paths, increasing employee retention and the overall technical and leadership abilities of your team.

Effective succession planning allows you to recruit superior talent, develop their knowledge and skillsets and prepare them for advancement within your company. Personnel changes occur on an ongoing basis and it is best to prepare for all possible transitions. When you partner with Employers Council, a succession planning consultant will provide in-depth assistance with succession planning and career transitions specifically for your company.

 

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Employers Council Employee Succession Planning & Consulting Services

The professionals at Employers Council are available to assist you with performance management and succession planning.

Succession Planning

By investing in your employees' career development within your organization, they will be motivated to perform and succeed in their current role, as they are aware of the growth opportunities that await them.

  • The purpose of succession planning is to recruit and retain high potential talent and develop those individuals to eventually fill key positions at your company. Identify the skills and experience an employee needs in order to succeed in a different role, and prepare them for when the opportunity for transition arises. Hone not only your employees' technical skills, but their leadership skills as well.

    Implement succession planning into your career path process – employees will be engaged and motivated to succeed at your organization because they can see that growth opportunities are available. Employees value development and will be more likely to stick around your company long-term if they can reach future responsibilities through advancement.

    Effective succession planning prepares your organization for all contingencies. If you need to make quick structural changes, you'll have access to current employees prepared to step into those roles. Through performance management practices, you will be able to monitor employees' development, so you know who should be considered for a position if a role opens up.

Promoting Employees

As a manager, one of your responsibilities is identifying talent within your organization and further developing those individuals to fit leadership roles.

  • Promotion contributes to employee retention and performance, and should be communicated as a company value when employees are hired. Your team will be more productive when they know that there is a possibility for promotion and that their hard work will pay off.

    When an employee is promoted, their hard work and positive contribution to the company are recognized. That employee will feel valued, and therefore work harder and improve performance, helping you accomplish your organizational objectives. (Make sure your employee feels valued when they are not in the process of being promoted, too!)

    Effective succession equips your team with the knowledge, skills, and leadership traits to take on a new, challenging, key position. Every employee, manager, and senior leader should have an opportunity for growth within an organization. Practice timely promotion to encourage your team members and improve employee loyalty and commitment within your organization.

Transitioning Employees

Employee transitions are not limited to promotions. Horizontal movement is also an option within your organization. Give your employees the potential to move to any position that interests them and aligns with their career goals.

  • Throughout your performance management process, employees will have opportunities to communicate their interests and goals—personally and professionally. If vertical movement within an organization is not an option due to lack of open positions or employee experience, horizontal movement can be considered.

    If an employee demonstrates a strong interest in a different role at your company, or a desire to take on a new responsibility, provide them with the opportunity to learn. They can engage in these new responsibilities with another team member, and eventually, on their own. Show your employees that you value their career development and professional interests by giving them the opportunity to expand their skillsets.

    Employee succession training involves ongoing cross-training and encouragement to share knowledge within the team. If an employee transitions to another position, another employee should be prepared to take on the open position.

Retirement Planning

Discussions about retirement can be sensitive. Approach this process with respect and start conversations about retirement early on in your relationship with employees.

  • Help your employees plan and save for their retirement. With an upfront conversation, you can simplify the planning process. Engage in open and honest discussion about your employees' short and long-term goals, no matter their age. This will help facilitate the transition from work to retirement for both the individual and company, whether that transition is in the near future or is far out.

    Effective succession planning allows for a smooth transition when an employee retires. Knowledge and skills should already be shared amongst employees with this system, but also consider offering the retiree a mentoring role to help pass along their experience to other team members. This will help them in their transition out of the workplace as well.

Outplacement

Don't let your departing employees feel abandoned or lost in the layoff process. Look to outplacement services to provide employees with a smooth transition back into the workforce.

  • Sometimes, downsizing isn't an option - financial or operational difficulties can result in employee layoffs. Include outplacement services as a part of your employee benefits plan to ensure that any departing employees receive your support.

    Outplacement consultants helps you provide specialized career support to exiting employees. These services can include career consulting, resume and interview advice, access to job postings, and more and are of no cost to the employee.

    Assist your employees as they ease back into the workforce and boost your reputation as a company.

Career Transition Services at Employers Council

We offer a variety of services when it comes to succession planning and consulting. Contact one of our HR experts to learn how we can put our solutions to work for you.

Succession planning is constantly evolving, which is why it is essential to have an experienced professional on your side to help you stay current with best practices within your organization. Employers Council specializes in:

    • Outplacement services
    • Survivor assistance
    • Group workshops for supervisors and managers (layoff assistance)
    • Individual career development
    • Interpretation of career assessments
    • Retirement transition


Create a roadmap for successful employees and help departing employees leave with positive feelings toward your organization. The HR managers at Employers Council are available to help you effectively transition employees throughout your organization.

 

Become a Member to Access Our HR Experts

 

FAQs

How soon after an employee is hired should I start training them in other responsibilities?

After hiring, the first priority is ensuring that the new employee is competent in the requirements of their current job. Once they have proven themselves in that job then adding to their responsibilities is a common next step for determining an employee's potential. Continuing to help employees develop their knowledge, skills, and abilities is a good employee-retention tool. As soon as a high-potential employee is identified, helping him or her maintain and grow their skills should be a priority to keep them engaged and available for consideration for succession planning. 

 

How do I communicate to employees the potential for promotion without promising them advancement?

Giving employees feedback on their current job performance also provides an opportunity to inform them about possible future opportunities. Without making promises, supervisors can ask, “What would you like to be doing five years from now?" What do you think you should work on?" By finding out more about where an employee sees themselves, a supervisor can discuss generally what may or may not be available for that employer. The supervisor can also generally talk about the type of experience and behavioral characteristics successful employees have without making any promises.  Recognizing employees' good work and talking about the future gives employees a sense that they are valued and that possibilities for advancement exist without the supervisor having to make any promises.    

 

Should I tell an employee that I am considering them for a promotion early on?

It is important to wait until an employee proves themselves before giving them any hint of plans for the future. Once a supervisor recognizes that an employee has potential the employee should be provided and encouraged to take opportunities to realize that potential. Telling an employee too early that they could be considered for promotion can lead to impatience and disappointment. Instead, talk about growth and potential opportunities leaving employees with responsibility for taking initiative and following-up. 

Will succession planning create a competitive environment?

Perhaps. It depends on how specific and transparent the succession plan is. Succession plans can identify the skills and behavioral characteristics that leaders look for in high-potential employees.  Theoretically, employees should have an equal opportunity to grow and demonstrate their abilities, which can help minimize competition. Succession plans can also be kept confidential. In reality, a high-potential employee who is expected to move up in the organization could end their employment at any time. Succession plans should be fluid and cover multiple contingencies. A plan that is ever evolving doesn't have a clear front-runner or winner. 

 

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