Guest Post by Tamara Anderson
Succession planning is not easy. We start by analyzing the organization and jobs and evaluating employee potential. Next, we engage in a talent review meeting with our leadership team. From there we identify our high potentials and create development plans to support them. All of this takes time, effort and commitment.
And, where does that time, effort and commitment to succession planning pay off? It helps us create increased levels of employee engagement.
According to a survey by Software Advice, the majority of employers say their succession plans have improved engagement. And, the employees surveyed appear to agree. Employees say they would be “significantly more engaged” if their company implemented succession planning.
Here are three things to help you leverage succession planning to create employee engagement:
1. Incentive to stay
A succession plan shows your employees they have opportunities for growth within the company and helps them identify the various paths their career can take.
This is particularly important for millennials who want to understand what opportunities exist and how long it will take to reach those opportunities.
2. Not just for leaders anymore
A successful plan would start the day an employee is hired. On day one, a profile is created in your organization’s human resources system. Then, each year as the employee goes through the review process identifying strengths and growth areas, they are recorded in the file. Also, a training plan is created to support their growth and close any skill gaps.
As the employee evolves in their role and continues to train and grow, they become part of a talent pool eligible for leadership opportunities when other leaders are promoted.
3. Communication drives the plan
Those organizations who are most successful at succession planning communicate regularly to team members about the succession planning process. So, this communication strategy creates top-of-mind awareness and transparency throughout the organization.
Thus, one of the ways it will help to drive engagement is that open communication makes people feel valued and results in an increase in their confidence, enthusiasm, and empowerment.
The end result
When you do these things, your end result is an engaged workforce that is contributing – mind, heart, body and soul. Therefore, they feel valued and in the know. And, they see a clear path in your organization and are more likely to stay with you for the long haul.
So pick your step and start today!
Check out this FREE resource to learn more about how succession planning, talent management, and employee engagement can benefit your organization.
Guest Author
Tamara Anderson is a Co-Owner and Team Performance Strategist at Dale Carnegie of ND who aligns business strategies and people practices to drive results. She has a passion for performance, works to exceed the WOW factor, powers up organizational culture, loves her clients, and expects business results. In a nutshell, she is the fork in the road where culture and strategy meet.
