When people think of succession planning, the focus is typically on the top level of leadership — preparing for the transition of CEOs, business owners, or other key executives. While that’s certainly a critical aspect, true succession planning goes much deeper. It should be a holistic process that involves the entire organization, from leadership to frontline staff.
More than just leadership transitions
Succession planning is often associated with the big question of who will take over when the CEO or owner steps down, but that’s only one piece of the puzzle. In fact, some of the most critical gaps in succession planning happen at other levels of the organization. Key employees who are multi-talented — those unicorns who wear several hats — are often the ones holding essential functions together. When they leave, it can create significant challenges.
Businesses can’t afford to overlook succession planning at every level, from mid-level managers to department heads and even specialized staff. Failing to plan for these transitions can leave you scrambling to fill positions or discovering skills gaps that slow down business operations.
Building a succession plan throughout the organization
An effective succession plan isn’t just about identifying a single successor for a top role; it should address the entire organizational structure. This means analyzing key roles at all levels and identifying potential successors. By maintaining an updated job description and skills analysis for every role, you can anticipate future gaps and plan accordingly.
Step 1: Review job descriptions and skills analysis
Job descriptions should evolve as the business grows. A thorough job analysis allows you to assess the skills required for each position and identify any gaps that need to be filled, whether through internal development or external hiring. Regular skills assessments help ensure the right people are in the right roles and that the organization is prepared to promote or replace talent when necessary.
Step 2: Identify and develop future leaders
Succession planning is closely tied to organizational development. As you promote someone into a new role, you must also consider what they are leaving behind. Does their team have the skills to fill their shoes, or do they need additional training? Identifying these gaps in advance allows you to train and upskill employees so that transitions happen smoothly when the time comes.
Step 3. Avoid over-reliance on “unicorn” employees
It’s easy to take multi-talented employees for granted, especially when they can juggle several critical functions at once. But relying too heavily on one person can be risky. If that person leaves, you might find yourself needing two or even three new hires to fill the void. Succession planning should account for these scenarios and ensure a strategy is in place to redistribute responsibilities or hire multiple people, if necessary.
Why succession planning matters for every role
Businesses of all sizes, not just large corporations, benefit from having a comprehensive succession plan. For small businesses, the departure of a key employee can have a bigger impact because teams are smaller and everyone wears multiple hats. Without a plan in place, the sudden loss of talent can lead to business disruptions, lost knowledge, and a rushed hiring process that might not yield the best candidate.
By extending succession planning beyond the leadership roles and incorporating it into every level of the organization, you create a more resilient, adaptable workforce. You’ll also ensure that, when the time comes, your business is ready for smooth transitions without any major hiccups.
Take action today
Is your business prepared for future transitions? Whether it’s leadership or key staff positions, whyHR can help you build a comprehensive succession plan that ensures your organization is ready for whatever comes next. From skills analysis to developing future leaders, we’ll work with you to create a plan that strengthens your business from top to bottom. Contact us today to get started.