Succession Planning

Written by Serena Berger
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Succession planning in large companies can be quite difficult. It can also be the source of destructive competition and bitterness which diminishes the productivity of people who feel they are wrongly passed over for promotions. You should do your best to find the right person to groom for a promotion, and then also do your best to give other employees the opportunity to grow within the company if they also have ambitions.

In some cases, personnel testing can help you make good decisions about succession planning. There are certain traits a manager must possess which are different from those that may have been displayed by the employee at a different level in your company's hierarchy. You can take advantage of the knowledge and experience of outside firms and consultants who have programs, tests, and evaluations which can help you and your employee find out more about that person's abilities, personality, and managerial style.

Succession Planning with Personnel Testing

One of the first things you can do is find a good evaluation package. Typically, performance reviews and evaluations cause concern and are often fraught with negativity, which can have an ultimately negative effect on your employee's performance, both before and after the review. A better assessment period, however, will allow your employee to feel involved in the process, and make it as positive and productive as possible.

Succession planning can also be aided by personnel testing which focuses on teamworking ability, communication skills, and leadership qualities. While these should be demonstrated in a day-to-day capacity, quality testing can highlight strengths and weaknesses in a format which is easy to evaluate and discuss. If you want to feel confident in your choices for promotion to management, you should strongly consider using the aid of a firm with experience in personnel evaluation.

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