This blog post discusses the results of a snap poll from the July issue of Learn & Connect, an eblast for CPHR Alberta Members on HR-focused events happening in Alberta.
By Cindy Roche, CPHR
Poll Question: What succession plans does your organization have in place?
We build a plan into each role, with regular reviews 7.3%
Our succession planning focuses on senior roles only 40.0%
It's hit or miss - some yes and some no 14.5%
It's on our radar, but the plans aren't there yet 25.5%
Plans were made, but they're out of date now 0.0%
I don't know 7.3%
Most members who participated in this poll indicate that, in one way or another, succession planning for their organization has been considered. Disregarding the responses from members who are unsure about what plans exist or what those plans look like, the overwhelming majority of respondents (more than 90%) have addressed or intend to address succession planning.
25.5 % of respondents suggest they know succession planning needs to be done but they’re not there yet. Another 14% indicate that succession planning in their organization has been hit and miss, which likely means that it has happened in some departments but not others, rather than a concerted effort across the organization.
Meanwhile, a whopping 60% of respondents already have succession plans in place, although there are great variations in what that looks like for different organizations. 40% of respondents indicate they have succession planning that is only focused on senior roles, compared to just 7.3% who have plans built into each role that are regularly reviewed, and 14% who have some roles defined, but not all of them. It should be noted that the single-response poll does not give us detail on instances where members might have chosen more than one response which means that the responses may not be mutually exclusive and could be explored further in future research.
For me, the poll suggests there are more questions to ask and more work to be done by many of our organizations on succession plans.
Please join our LinkedIn Group to share what your organization is doing to plan for succession, how well you’re doing with it, and what challenges you’ve found along the way. If your organization is one of the 25.5% who has succession planning on your radar but aren’t there yet, why not? If you’ve focused on the senior level leaders, do you have plans to extend that to other levels of the organization, or is it enough to know that you’ll have a group to steer the ship over the long-term? If you have plans in place, how thorough are they? Have you identified successors? Are you seeing progress on your organization's succession plans? If you would choose “hit and miss” as your response, what proportion of the organization has succession plans and how detailed are those plans? If you chose “other”, does that mean that succession isn’t a concern in your organization, or is it because you’ve taken a broader approach to workforce planning?