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 then 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?
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 then 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?