The Right Time for Succession Planning Is Now
The best time to start succession planning was two years ago. The second best time? Today.
As the leader of our Crew team, I’ve gained a unique perspective into organizations nationwide—from Fortune 500 companies led by innovative people leaders to smaller teams adapting to ever-changing priorities. These leaders often juggle an overwhelming number of urgent tasks, but their approaches differ.
Some leaders succumb to “shiny object syndrome,” jumping from trend to trend, seeking quick wins and external expertise. Others, however, adopt a long-term mindset. They balance immediate goals, such as quarterly profits or project outcomes, with a forward-thinking focus on developing their teams and planning for the future. These leaders embody the wisdom of a Greek proverb: “A society grows great when old men plant trees in whose shade they know they shall never sit.”
The Challenge of Retention and Retirement
The reality of today’s workforce emphasizes the importance of this long-term mindset. According to Forbes, the average employee tenure in 2023 was just 4.1 years, with younger workers staying as little as 2.8 years. Add to this the surge in retirements—2024 marks “Peak 65,” with over 4 million Americans retiring annually through 2027—and organizations are facing unprecedented turnover.
For people leaders, this means navigating not only the constant churn of employees but also the loss of institutional knowledge, decreased productivity, and cultural disruption. Succession planning is no longer optional—it’s essential for survival and growth.
Building a Future-Ready Team
To address these challenges, forward-thinking leaders must take proactive steps:
- Identify future leaders: Determine who on your team is ready to take on more responsibility.
- Mentor and develop talent: Bring in junior employees to learn from seasoned experts, freeing up those experts to focus on strategic priorities.
- Document processes: Ensure knowledge transfer by creating clear, accessible documentation that stays within the organization.
This approach requires intentionality, resources, and commitment. As one HR leader of a global IT department lamented, building a talent pipeline takes time and effort. But even if you didn’t start years ago, there’s still time to act—if you begin now.
How Crew Can Help
That’s where Crew comes in. Over the past 15 years, we’ve developed a robust program to help organizations build early-career talent pipelines. From hiring and training to ongoing support, our consultants quickly integrate into teams, bringing fresh perspectives and innovative ideas.
One client shared that their Crew consultants became some of their most valuable team members, transforming productivity and ensuring long-term success. By partnering with Crew, you can kickstart your succession planning efforts without the heavy lifting, leveraging our expertise to scale your talent development initiatives.
Start Planting Today
Succession planning isn’t just about replacing employees—it’s about fostering growth, resilience, and continuity within your organization. The process may seem daunting, but the best time to start is always now.Plant those trees today. Invest in your team, develop your talent pipeline, and secure your organization’s future. The shade you create will benefit your team for years to come.
Enjoy the shade.
