Succession Planning are You Prepared?
In any economy top performers - high potentials are always a flight risk. When it comes to employee satisfaction, if you do not cater to your employees needs and keep them challenged it won’t be long before they look somewhere else for another opportunity. The problem with managers is that they feel they do not have to circle back with their top performers because they are already doing a great job, so why bother?
Top performers like all employees need to feel valued, engaged, empowered to make decisions, know that at some point there is potential for upward mobility and yes, they also need to be held accountable. Keeping your top performer(s) running on all cylinders like a performance engine is critical to the welfare of the team and its dynamics. As a Manager your job is to remove potential performance barriers, help them develop and achieve new goals, provide them with access to the right tools, that they are feeling supported and have been motivated with the right incentive. This is definitely easier said then done and managers and people leaders must know their teams well to achieve this at high levels.
Be Pro-Active not Re-Active
Instead of waiting around in case it does not work out, be pro-active. What are you doing to ensure you have a succession plan in place? I have created a checklist that will help you build a position success profile. This checklist is in a 1 page format and I encourage you to be creative with it. Use this download to support your needs, fill gaps or need help developing a job description. Should you have any question please e-mail me at CWoolcott@ManageYourPerformance.com or visit me at www.ManageYourPerformance.com
Tags: Succession Planning
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