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Release date: 7/2/2019
Succession Planning Is Key to Professional Continuity
By Sandy Smith
Everyone wants to think they’re irreplaceable. Yet when the lottery hits new heights, the lines are long with many dreaming of quitting their day job. Retirement parties come around frequently. Plus, no one likes to think about it, but people die every day, and many of them are still in the workforce when it happens.
Then there are happy things: marriages that take someone out of state or a promotion that leaves the role vacant.
In a world in which vacancies may mean the full-time equivalent shifts to another department or in which a fleet professional suddenly juggles additional responsibilities, having the next hire identified makes sense. And it may prove
more valuable than simply filling the job.
Plans in Place - According to research from the HR and recruiting technology firm Software Advice, 62 percent of employees say they would be “significantly more engaged” at work if their company had a succession plan. Employers agree that succession plans lead to more engaged workers.
Millennials say they have an improved level of engagement when a clear succession plan is in place.
It also helps with recruitment of the next generation of workers, said June Martin, Co-op Consultant, Employer Development, with the Automotive Business School of Canada (ABSC) at Georgian College in Barrie, Ontario. “To attract students, start planning ahead and include this group as your future talent.”
Continued at: https://www.nafa.org/Publications/FLEETSolutions/Archive.aspx