Whether you are managing two or two thousand people, whether you’re the CEO or a newer manager of a small group, here are some tips on having a succession plan that works. You won’t need an M.B.A. or sophisticated computer software to have a succession program that delivers results.
- Start your plan early. Don’t wait until a key employee has moved on to better, greener, more lucrative, or just, different endeavors. Do something now.
- Decide the skill, talent, or experience level your job requires. How else could you develop a plan to make it obvious to your company who your successor should be?
- Examine your employee group to make some assumptions on those that have exhibited the potential to succeed at the next level.
- Conduct a hard, individual assessment what skills and potential talents those you’ve identified as promotion candidates. Be equally honest in assessing their displayed weaknesses that might become a problem.
- Based on your findings, design a plan to give your potential successors a roadmap to success and monitor their progress.
Courtesy of Kelly Services. Click here to read the complete article. To learn more about Kelly Services, visit www.kellyservices.com.
