登录查看更多内容

What are the best practices for communicating succession plans to stakeholders and staff?

由人工智能和领英社区提供技术支持

Succession planning is the process of identifying and developing future leaders and key employees for your organization. It helps you ensure business continuity, foster talent, and prepare for any changes or challenges. However, succession planning is not just an internal matter. You also need to communicate your succession plans to your stakeholders and staff, who may have different expectations, concerns, and questions. In this article, we will share some best practices for communicating succession plans to stakeholders and staff, and how to avoid common pitfalls and mistakes.

此文章中的业界达人

由社区从 3 条内容中精选。了解更多

Jerry Paresa

Chief Executive Officer Emeritus, Author

1 Why communicate succession plans?

Communicating succession plans is not only a courtesy, but also a strategic move that can help you build trust and transparency with stakeholders and staff, while aligning your vision and goals. It can also engage and motivate staff, reduce resistance and conflict, and enhance your reputation and brand. All of these benefits depend on how well you handle your succession plans and communicate them to external and internal audiences.

添加您的观点

Jerry Paresa

Chief Executive Officer Emeritus, Author
举报内容
It helps all employees know the importance of building a bench of talent for the organization. Employees of all levels can be invited to integrate their development plans into the larger organizational goals. In many cases, talent can be chosen from within when development plans are integrated and criterion are clear and transparent.

已翻译

赞
Dan Schawbel

LinkedIn Top Voice, New York Times Bestselling Author, Managing Partner of Workplace Intelligence, Led 80+ Workplace Research Studies
举报内容
Communicating succession plans to stakeholders and staff is essential for building trust and confidence in the organization's leadership and its ability to navigate future challenges. It helps to manage expectations and ensure that key stakeholders are aware of the organization's talent strategy, creating a more engaged and motivated workforce. Furthermore, sharing succession plans demonstrates a proactive approach to talent management and creates transparency, which can improve retention rates and reduce turnover costs.

已翻译

赞

2 When to communicate succession plans?

When it comes to communicating your succession plans, there is no one-size-fits-all answer. It depends on the organizational culture, size, structure, and industry. However, some general guidelines include communicating early and often, tailoring messages to different audiences and stages of the succession planning process, and finding the right balance between overcommunicating and undercommunicating. It's important to be mindful of not revealing sensitive or confidential information that could jeopardize your succession plans or relationships.

添加您的观点

Dan Schawbel

LinkedIn Top Voice, New York Times Bestselling Author, Managing Partner of Workplace Intelligence, Led 80+ Workplace Research Studies
举报内容
It's important to communicate succession plans to stakeholders and staff at an appropriate time. It's recommended to do so when you have a clear vision and strategy in place, and when you have identified potential successors for key positions. Additionally, it's important to communicate succession plans when you are actively developing and grooming your high-potential employees for future leadership roles, as this demonstrates your commitment to their growth and development within the organization.

已翻译

赞

3 How to communicate succession plans?

Communicating your succession plans effectively is key to success. You should use multiple, consistent channels to reach your stakeholders and staff, such as newsletters, emails, intranet, social media, webinars, meetings, presentations, town halls, feedback sessions, and one-on-one conversations. Make sure that your messages are clear and simple to understand without using jargon or technical terms. Additionally, use stories and examples that illustrate your vision and values and showcase your talent and achievements. These stories can help you emotionally connect with stakeholders and staff, as well as inspire them to support and participate in your succession plans. For example, you can share success stories of past or current leaders or employees who have grown through your succession plans.

添加您的观点

4 How to handle feedback and questions?

Communicating succession plans is not a one-way street - it is essential to listen to and address the feedback and questions of stakeholders and staff. To do this, you should create a culture of openness and dialogue, where stakeholders and staff feel comfortable to express their views and queries. This could be done through surveys, polls, forums, focus groups or comment boxes. Additionally, it is important to respond and follow up on feedback and questions in a timely, respectful and honest manner. If conflicts or disagreements arise, these should be managed and resolved in a constructive and collaborative way. Acknowledge different perspectives, respect interests of stakeholders and staff, understand underlying needs and motivations, avoid blame or criticism, focus on finding common ground and solutions - for example through mediation or negotiation techniques or involving a neutral third party.

添加您的观点

5 How to evaluate and improve your communication?

Communicating succession plans is an ongoing process that requires evaluation and improvement. To do this, you should set and measure communication goals and indicators that align with your objectives and outcomes. Additionally, collect and analyze communication data and feedback to assess effectiveness and impact. Finally, review and adjust your communication strategy and plan based on the data and feedback, as well as the changing needs of stakeholders. This includes reviewing frequency, timing, audience, message, channel, or tone to ensure success.

添加您的观点

6 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?

添加您的观点

Human Resources

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

What are the best practices for communicating succession plans to stakeholders and staff?

1

2

3

4

5

6

1 Why communicate succession plans?

2 When to communicate succession plans?

3 How to communicate succession plans?

4 How to handle feedback and questions?

5 How to evaluate and improve your communication?

6 Here’s what else to consider

Human Resources

给文章评分

感谢您的反馈

更多Human Resources相关文章

更多相关阅读内容

What are the best practices for communicating succession plans to stakeholders and staff?

1

2

3

4

5

6

1 Why communicate succession plans?

2 When to communicate succession plans?

3 How to communicate succession plans?

4 How to handle feedback and questions?

5 How to evaluate and improve your communication?

6 Here’s what else to consider

Human Resources

给文章评分

感谢您的反馈

查看其他技能