Discover how to create a company succession plan

Share on facebook
Share on google
Share on twitter
Share on linkedin
Share on reddit
Share on stumbleupon
plano de sucessão

Table of Contents

The departure of an employee, whether due to retirement, dismissal or even the relocation of a function, can be quite traumatic if the company does not plan for it.

If a key employee leaves his role, it is essential that a quick replacement is made so that this does not impact the productivity of the team and in the results.

Therefore, it is essential that companies have a succession plan. This strategy, aimed at the organization’s interests, is intended to be a one-stop-shop to keep the team functioning regardless of an exit.

That is, the succession plan it is a safeguard for the company to have a possible replacement for when a professional leaves.

Do you want to know the real importance of having this type of organization within the company? In this article we will show you how the succession plan works and list some steps to put it together.

what is succession plan

O succession plan it is a strategy previously planned for the company that aims to train professionals capable of supplying the output of any employee in the future.

It is mainly aimed at the company’s interests and usually revolves around vacancies in strategic positions. It can also be described as a process of continuity and maintenance of work.

In addition, the succession plan allows the company a higher level of use in relation to its talents.

Since, at all times, managers and Human Resources will be taking into account the skills and abilities of employees to set up this “bank” of talents.

Succession Plan Objectives

O succession plano has as its main objective to be a strategic tool that works to support a moment of transition that the company is going through.

We can highlight among the main objectives of the succession plan:

  • Mapping the company’s talents;
  • Creation of a list with possible names of successors to leadership positions;
  • In-depth knowledge of the functions with the details of positions;
  • Development of strategies that ensure the company’s continuity even in the face of an exit;
  • Alignment of the organization’s objectives with those of its employees.

By tracing these objectives correctly, the succession plan tends to allow a clearer action on the company’s direction in relation to possible command transitions. This way, the company avoids possible wear and tear in an exchange and enhances the chances of success.

How to make a succession plan

Knowing what the succession plan is and its main objectives in the company, we created a step-by-step guide for you to put it into practice within your organization. Check out!

1. Identify the talents and professionals that stand out in the company

Identifying talent within the organization is essential for the succession plan be really efficient. But how is it possible to make this selection?

First, it is necessary for managers to carry out constant evaluations of the work being carried out by each employee. In this step, the feedbacks can help measure the performance of each.

And not only that, it is also important to draw a professional profile for each employee. So you get to know who has the ideal characteristics to assume a position of leadership.

2. Map the company’s long-term goals

A succession plan mainly requires organization and planning long-term. A mistake that many companies make is leaving everything to the last minute, where they need to make decisions in the heat of the moment.

This can be a serious mistake in achieving an effective succession plan. Identifying talent requires hard mapping and any decision error can burn a professional and affect the results.

Therefore, always evaluate the performance of your employees and the performance of each one of them. Take notes on the ideal candidates for each position and cross-check those skills with the company’s goals.

Thus, when an exit occurs, future professionals will be better prepared to continue what is being done without causing major problems for the organization.

3. Detail the functions of each position

O function breakdown it is one of the initial steps for the succession plan to be effective. This is because when there is a breakdown of each position, the company knows exactly who can take that position.

It is essential that the board work side by side with HR to map all leadership positions in the company, tting the skills, abilities and personal and professional characteristics necessary to assume certain functions.

This makes the company able to align its expectations with those of its employees and identify gaps that can be filled in an assertive manner.

Therefore, to contribute once and for all with your succession plan, be as clear, objective and succinct with the details of the functions. Thus, you will no longer have any doubts when reassigning an employee to a certain position.

4. Develop “tests” to assess sense of leadership

It is also possible to run tests with these pre-selected employees in your internal evaluation.

This can be done in practice, where the manager can transfer some tasks that are his/her responsibility for this professional to perform. Or the company can test this employee on the front line of this position when the leader or manager goes on vacation.

Thus, the organization can concretely assess whether that professional has the leadership profile desired to assume the role determined in the succession plan.

The succession plan contributes to continuity

O succession plan has become essential in a market that is constantly changing and with a high rate of employee transitions. With it, it is possible to avoid the loss of productivity and results.

The departure of an employee, in this way, can be less traumatic as the succession plan provides continuity of tasks in a planned and organized manner.

In addition, the succession plan also helps the company to outline the functions of each position in more detail. Not to mention that it helps in identifying talents and consequently in retention strategies.

Thus, even if a key employee is dismissed, with the succession plan, the company is able to fill this space left in a faster and more assertive manner.

Does your company have a succession plan? Leave a comment and let us know.


HR Consultant UK can help if you have any questions about Discover how to create a company succession plan
. Our HR consultant in London can assist you if you live in London. Suppose you live further afield thats not an issue! Visit our HR Consultants Near Me page to find the best consultancy nearest to you.
See you next time!



Leave a Replay

Why HR Consultants UK!

HR Consultant UK Offers HR advice for local businesses in the UK. Our HR Consultants Near Me Page will help you get in contact with local HR Consultancy.

Alternatively, view our list of cities covered by HR experts.  Its time to get all your HR issues solved! 

Enjoy the Blog!

Recent Posts

Follow Us

Sign up for our Newsletter

Click edit button to change this text. Lorem ipsum dolor sit amet, consectetur adipiscing elit

Where do you need an HR Consultant?

United Kingdom or

Get local HR advice in the UK and USA?

So that we can get you through to the right HR Consultant, please let us know what your location is.

Book HR Consultants