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Strategic Workforce & Succession Planning

A recent survey indicates that 35-40% of US workers plan to change jobs in the next 12 months.  Are you prepared to replace two out of every 5 people, especially if they are key employees or top-performing salespeople?

Every one of your key employees will leave your organization at some point.  A memory drain occurs when top performers leave or retire.   When salespeople leave, customers often leave with them.

In ‘the old days’, organizations did something called ‘succession planning.’  In this process, a ‘successor’ or heir apparent to a key employee (CEO, founder or other high level company executive) was identified and then ’groomed’ to step into the leader’s position when they decided to depart into a peaceful retirement after a long, successful career with the firm.  And everyone lived happily ever after.  That doesn’t work anymore.

Talent management has replaced succession planning. When “what if?” becomes “now what?” – you can already have the right people in place with the right skills at every key position.

To ensure your company’s long term success, every key employee must have a development plan that matches them with the duties and responsibilities that maximize their performance, employee morale, and company success – both today and in their future career.

We can help you every step of the way.  Call us today for a free consultation.

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Download our brochure “Building Your People Strategy: Creating a Succession Plan that Works” for more information about talent management  consulting that helps you plan and prepare for your organization’s continued success.


The Executive’s Guide to
Strategic Workforce Planning

Strategic workforce planning is a process that ensures your business has the right people in the right jobs at the right time to achieve your expected results. This report explores six steps of strategic workforce planning and offers some advice for achieving results.
Download the full report »