Succession Planning

A key employee walks into your door and resigns, giving the standard two week’s notice. Are you prepared to handle things without them being around in 15 days? The worst time to determine that you are not ready and have to scramble is that very moment. Get ahead of the curve. Secure job descriptions from those who do the jobs. Put some flow documents together that show who works with who, what person A does that impacts person B, and so on. Determine who is next in line, internally, to be promoted so that you can look inside before seeking someone outside. Overall, you need to plan for these moments in advance in order to lessen the blow and help you and your company get through the loss of a member of your team.