Building on the firm’s Design a High-Value Succession Planning Program blueprint, the guide has been designed to help HR share the importance of communication for succession planning programs with key players in their organization. HR leaders can also expect guidance on how to prepare communicators to tailor succession conversations for employees not identified as successors, succession candidates at various readiness levels, and candidates not selected for vacancies or whose readiness levels have changed.
“Well-executed communication with succession candidates is critical to program success for a variety of reasons, but most notably because it improves retention of succession candidates and adequately prepares them for the organization’s most critical roles,” says Kelly Berte, practice lead of HR Research & Advisory Services at McLean & Company. “Effective succession planning conversations provide the opportunity for the organization to share the rationale behind succession planning decisions. When employees feel as though they understand decision-making, especially around changes that directly impact them, trust is increased and the risk of employees developing their own – sometimes potentially negative – perceptions is reduced.”
In McLean & Company’s new guide, HR leaders will find research-backed guidance to prepare for succession planning conversations through a variety of steps, as outlined below:
Identify communicators responsible for facilitating succession conversations, keeping in mind the communicators may vary for succession candidates with different levels of readiness. Communicators responsible for sharing program details often include HR, direct people managers, skip-level managers, or cross-functional leaders.
Outline communicator accountabilities. HR leaders should outline the accountabilities and responsibilities of the communicators and share the target level of transparency for the succession planning program. Next, they should encourage communicators to share messages with empathy and to anticipate a variety of reactions. Finally, they should advise communicators on how to proactively spot and address retention concerns.
Communicate people manager accountabilities. Regardless of whether the succession candidates’ people manager is the identified communicator, the people manager is accountable for supporting the development of succession candidates on their team. The firm advises that it is important to address common people manager concerns, remind managers to continue to support all employees’ development, and prepare managers to maintain the overall team dynamic.
In order to experience the benefits that accompany effective communication, McLean & Company emphasizes the importance of intentionally selecting the level of transparency in succession planning conversations. Step one of the firm’s Design a High-Value Succession Planning Program blueprint offers direction for organizations that have not yet identified a target transparency level.
To access the full guide, please visit Succession Planning Conversations Guide by scrolling to section 3 on the linked page or contact [email protected].
Media interested in connecting with McLean & Company analysts for exclusive, research-backed insights and commentary on generative AI in HR, HR trends in 2024, the future of work, and more can contact Senior Communications Manager Kelsey King at [email protected].
Please visit McLean & Company’s Design a High-Value Succession Planning Program workshop page to learn about easy, low-cost ways to accelerate succession planning projects. To attend upcoming free webinars on a variety of topics or explore the publicly available archive of recorded sessions, please visit McLean & Company’s webinars page.
McLean Signature 2024 HR Conference
To prepare for the future of work, register for 2024’s must-attend HR industry conference by visiting the official McLean Signature event page. This year’s conference will take place from October 27 to 29 at Red Rock Casino Resort & Spa in Las Vegas, Nevada.
About McLean & Company
McLean & Company pairs evidence-based research and immediately applicable tools with deep HR expertise to position organizations to meet today’s needs and prepare for the future. The global HR research and advisory firm’s member organizations enjoy comprehensive resources, full-service diagnostics, workshops, action plans, and advisory services for all levels of HR professionals, from executive leadership to HR leaders to HR team members, that help shape workplaces where everyone thrives.
McLean & Company is a division of Info-Tech Research Group.
Media professionals can register for unrestricted access to research across IT, HR, and software and hundreds of industry analysts through the firm’s Media Insiders program. To gain access, contact [email protected].
SOURCE McLean & Company
