NOVEMBER - 2022HR TECH OUTLOOK9performance level, and ability to grow must be considered. Some employees may perform excellently in their current roles yet might be challenged by new expectations. On the other hand, some employees are high-potential members who need to be encouraged toward leadership positions.It is essential to communicate with high potentials that they are aligned to fast-track opportunities. Often organizations withhold this information as they fear high-potential employees will act entitled. High-potential employees need to be told about their status, or they will begin to explore other opportunities with other organizations. Keep in mind that one of the top reasons employees leave companies is a lack of development or understanding of their next role. All employees must be provided with a development plan that aligns with their future goals. Keep in mind that it might take some employees longer to achieve these goals vs others.Succession planning conversations should be focused on helping employees reach their potential while also filling in any planned gaps that organizations might have based on internal movement or attrition. After each succession planning conversation, people leaders should have a list of gaps that must be closed to ensure succession. They should also be accountable for their performance review to support the team's progress.Some employees may require additional training or stretch assignments to gain new skills as part of the development conversations. Cross-departmental opportunities and exposure are great ways to gain transferable skills. Select the appropriate action plans to help close the gaps needed for the employee's development and ultimately make them a fit for the succession plan.The volatility of the talent market and challenging business environments can cause many organizations to adopt reactive strategies rather than proactive ones. However, a reactive approach only works for short periods and may require spending many resources to execute. Strategic succession planning helps companies prepare proactively to address issues with a long-term view and enables organizations to help retain top talent instead of just responding to various situations. Any good business leader knows that success today does not guarantee success tomorrow. Therefore, people leaders need to evaluate the performance of high potential talent members regularly
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