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

Engaging Employees in Succession Planning

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?

This problem happens in most organizations, and even the head of the department may fear nominating a successor, wondering if they 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 Importance of Succession Planning

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, are vision-oriented, and have leadership traits.