How can you improve your company's succession planning with feedback?

1 Assess your current and future needs

The first step is to analyze your current and future business goals, challenges, and opportunities, and how they relate to your human capital. You need to identify the critical roles and skills that are essential for your success, and the gaps that exist or may arise in the future. You also need to assess the performance and potential of your current employees, and their readiness and willingness to take on new responsibilities or roles. You can use various tools and methods to collect and analyze this data, such as surveys, interviews, assessments, or 360-degree feedback.

2 Develop your talent pipeline

The second step is to create a talent pipeline that matches your needs and goals. A talent pipeline is a pool of high-potential employees who are ready or can be developed to fill critical roles in the future. You need to identify the employees who have the skills, competencies, and values that align with your vision and culture, and who demonstrate leadership potential and ambition. You also need to design and implement a development plan for each employee, that includes specific goals, actions, timelines, and resources. You can use feedback to monitor and adjust the progress and performance of your talent pipeline, and to provide recognition and support.

3 Communicate and engage your employees

The third step is to communicate and engage your employees in the succession planning process. You need to share your vision and strategy, and how succession planning supports them. You also need to communicate the expectations and opportunities for your employees, and how they can contribute and benefit from the process. You need to create a culture of feedback, where you solicit and provide regular and constructive feedback to your employees, and encourage them to do the same with their peers and managers. You can use feedback to build trust and transparency, and to motivate and empower your employees.

4 Evaluate and improve your process

The fourth step is to evaluate and improve your succession planning process. You need to measure the outcomes and impact of your process, and how it aligns with your business objectives and indicators. You also need to identify the strengths and weaknesses of your process, and the best practices and lessons learned. You can use feedback to collect and analyze data from various sources, such as employees, managers, customers, or stakeholders. You can use feedback to improve your process, and to celebrate and communicate your achievements.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?