How Do You Keep Employees Engaged in Succession Planning When Promotions Are Delayed?

Dear All,

This question is directed to those professionals who have been successful in conducting succession planning in their organizations. Since the purpose of this exercise is to develop successors for critical positions and the employees being developed are aware of this objective, how do you keep them engaged when the positions they are being developed for do not become vacant for a long time, and they do not see the opportunity for progression?

Dear Hina,

This problem happens in most organizations, and even the head of the department will have a fear if he is nominating a successor, wondering if he will be fired. I feel it creates more confusion. If there is only an expansion in your facility in the near future or some shuffling in the planned positions, this can be done.

Regards,
Suresh

The succession planning concept is the most critical and sensitive area of any organization. In today's scenario, the biggest challenge for any company is: who is next? If the employees being developed are not capable, then the organization should take a chance to provide the opportunity to others who are capable enough to take on challenges, vision-oriented, and have leadership traits.