The departure of an employee, whether due to retirement, termination or even the relocation of a job, can be somewhat traumatic if the company does not plan.
If a key employee leaves his / her role, it is imperative that a quick replacement is made so that it does not impact the productivity team and results.
Therefore, it is essential that companies have in their routine a succession plan. This strategy, geared to the interests of the organization, aims to be a card up its sleeve to keep the team running 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 qualified professionals to supply the departure of any employee in the future.
It is mainly directed to the interests of the company and usually revolves around vacancies in strategic positions. It can also be described as a process of continuity and maintenance of the works.
In addition, the succession plan provides the company with a higher level of utilization compared to its employees. talents.
Since at all times, managers and Human Resources will be taking into account the skills and abilities of employees to build this “bank” of talents.
Objectives of the succession plan
O succession plano has as 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 company talents;
- Creation of a list with possible names of successors of leadership positions;
- In-depth knowledge of functions with job details;
- Development of strategies that guarantee the continuity of the company even in the face of an exit;
- Alignment of the organization's objectives with those of employees.
Setting these objectives correctly, the succession plan tends to allow a clearer action on the direction of the company in relation to possible transitions of command. This way, the company avoids possible wear and tear in an exchange and increases 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 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 talents within the organization is essential for the succession plan actually be efficient. But how is it possible to make this selection?
First of all, it is necessary for managers to carry out constant evaluations of the work that has been carried out by each of the employees. In this step, feedbacks can help to measure the performance of each one.
And not only that, it is also important to outline a professional profile for each employee. So you can 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 to leave 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 efficient succession plan. Identifying talents requires arduous 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. Make notes on the ideal candidates for each vacancy and match those skills with the company's goals.
Thus, when an exit occurs, the future professional will be more prepared to continue what has been done without causing major problems for the organization.
3. Detail the functions of each position
O detailing of functions 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 assume that position.
It is essential that the board works side by side with HR to map all leadership positions in the company, tbuilding the skills, abilities and personal and professional characteristics necessary to assume certain functions.
This makes it possible for the company to align its expectations with that of its employees and identify the gaps that can be filled in an assertive manner.
Therefore, to contribute once and for all with your succession plan, be the clearest, most objective and succinct with the details of the functions. Thus, you will no longer have any doubts when relocating an employee to a certain position.
4. Develop “tests” to assess the sense of leadership
It is also possible to carry out tests with these pre-selected employees in their internal evaluation.
This can be done in practice, where the manager can pass on some tasks under his 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 function determined in the succession plan.
The succession plan contributes to the continuity
O succession plan it has become essential in the face of a market that is constantly changing and with a high rate of transition of employees. 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 since with the succession plan it provides a continuity of tasks in a planned and organized way.
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 the identification of talents and consequently in retention strategies.
Thus, even if a key employee is dismissed, with the succession plan the company manages to fill this space left in a faster and more assertive manner.
Does your company have a succession plan? Leave a comment and tell us.
