Achieving Employee Succession Planning: A Comprehensive Guide for HR Professionals - EmployeeConnect HRIS
post-template-default,single,single-post,postid-34357,single-format-standard,ajax_fade,page_not_loaded,,qode-title-hidden,hide_top_bar_on_mobile_header,qode-child-theme-ver-1.0.1,qode-theme-ver-10.1.2,wpb-js-composer js-comp-ver-7.2,vc_responsive

Achieving Employee Succession Planning: A Comprehensive Guide for HR Professionals

Succession planning constitutes a vital component of talent management, aimed at identifying and nurturing potential employees within an organisation. Its primary goal is to strategically fill critical positions whenever they become available or vacant. Over the years, succession planning has undergone constant evolution, adapting to the changing landscape of business practices. By implementing effective succession planning, companies can foster a robust leadership pipeline, address resourcing contingencies, and empower employees to proactively explore their career growth and internal opportunities. Additionally, it cultivates a sense of purpose among employees, aligning them with the company’s objectives. Beyond merely serving as a backup for required manpower, succession planning emphasises the importance of building ‘bench strength,’ ensuring the right individuals are in the right positions at the opportune moment.

Understanding Succession planning?

Succession planning is a strategic process designed to nurture and develop existing employees with potential, enabling them to step up and seamlessly fill crucial positions within the company. This comprehensive approach involves enhancing employees’ knowledge, skills, abilities, personal traits, aspirations, and learning agility, preparing them for challenging roles through promotions within the organisation. By consistently grooming and developing employees, succession planning ensures they can act as adept problem solvers in the face of sudden or unplanned vacancies. As organisations expand, attrition becomes a recurring concern. To mitigate this risk, the invaluable program of succession planning guarantees the presence of buffer employees who are well-prepared to assume new roles should unexpected vacancies arise.

Embracing Succession Planning?

Succession planning holds immense significance not only for large organisations but for every entity, regardless of its size. In today’s rapidly changing and dynamic market, adopting succession planning is crucial. While it may not always be possible to identify potential successors for every role within your company, cross-training employees can still provide a valuable advantage during resourcing emergencies. The concept of succession planning is not new; it has existed informally in organisations, where strong potential candidates were given preference when suitable positions became vacant.

However, it is highly advisable for companies to formally adopt succession planning. Implementing a structured talent management process instills commitment and focus on grooming and building bench strength. With a formalised approach, managers become aware of key employees and can easily identify suitable candidates for various positions. This proactive approach ensures a wider pool of talent for consideration whenever a key position opens up within the organisation.

The Advantages of Succession Planning

The implementation of employee succession planning offers numerous advantages for both employers and employees, presenting a mutually beneficial and worthwhile investment.

Advantages for employees include:

  1. Enhanced Career Expectations: Employees who are aware of being groomed for critical roles experience a sense of anticipation and satisfaction, knowing what lies ahead for them in the event of a vacancy. This boosted self-esteem encourages greater efficiency and dedication in their current responsibilities.
  2. Career Growth Sensitivity: With a formalised succession planning system in place, employees perceive that the organisation is committed to supporting their upward career trajectory, presenting potential opportunities for advancement.
  3. Skill and Experience Awareness: Employees take a proactive interest in identifying the essential skills and experiences required to step up to potential roles when opportunities arise. This heightened awareness ensures they are well-prepared for progression.
  4. Harmonious Supervisor-Employee Relations: Succession planning fosters a harmonious relationship between supervisors and employees. Supervisors play a pivotal role in developing appropriate career plans, setting relevant goals, and guiding employees towards the next available opportunities.
  5. Increased Individual Value: Being competent to fill a potential key position within the company adds value to an employee’s profile. Formalised succession planning brings more visibility to employees, enabling managers to identify key talents suitable for critical positions – a feat not easily accomplished in informal systems.

By recognising the advantages of succession planning for employers and employees, organisations can strategically nurture their workforce, optimise talent potential, and ensure a more fulfilling and rewarding career journey for their employees.


Advantages for employers:

  • Enhanced Dependability: By embracing succession planning, organisations can rely more on their employees, effectively accomplishing their goals. This strategic approach shields them from the adverse impact of key employees suddenly leaving the company.
  • Strengthened Bench: Employee succession planning equips organisations with a robust bench strength, comprised of well-groomed employees ready to step into crucial roles as the company continues to grow and expand.
  • Streamlined Adaptability: Having a backup plan with trained and groomed employees makes implementing necessary changes effortless for companies, as they are not hindered by a shortage of qualified replacements.
  • Comprehensive Talent Pool: A formal succession planning framework provides managers with a 360-degree view of the available, well-groomed, and trained resource pool within the organisation, offering a diverse range of options for any open position.
  • Crisis Management Readiness: Proactive and effective succession planning prepares organisations to skilfully navigate resource crises of any nature, ensuring continuity and resilience in challenging times.


How to Develop Your Employees

To cultivate employees for succession planning, implementing various practices is essential. Encourage lateral shifts within the organisation, providing employees with opportunities to work on special projects, and support both internal and external training initiatives. Identify individuals who possess the potential to ascend to team leadership roles and focus on comprehensive talent management and employee development.

Formalising employee succession planning in your organisation offers the advantage of retaining key employees, as they value the commitment to their career growth. Employees appreciate the time, attention, and opportunities provided by the organisation, leading to increased motivation and higher productivity. For successful succession planning, the organisation must define its talent management strategy and long-term goals while hiring resources accordingly. Prioritising employee career growth, raising awareness within the organisation, and retaining key resources are equally vital. Keeping track of industry employment trends and periodically adjusting company policies is mandatory.

Effective employee succession planning positively impacts performance management. It ensures key positions remain filled with a competent bench strength of motivated employees, resulting in cost savings on external recruitment and training expenses. By proactively developing employees, organisations secure a reliable pipeline of talent, fostering growth and stability within the company.


For more relevant posts:

  1. A Productive State of Mind: Fostering Employee Happiness. 
  2. Strategies for Creating an Enhanced Work Environment. 
  3. Succession Planning & Management. 


Matthew Dedes