In Article, Continuous Improvement, Execution, Leadership Tips, Planning, Succession Planning

Development is not just for retirement planning…

It may take eight weeks or longer to replace a person leaving a position. During this transition, remaining team members are left filling the gaps. Therefore, preparing in advance for employee transitions is a direct benefit to every member of the team and the organization. Developing a Year at a Glance for each unique job role is a strong first step.

Because the Year at a Glance is more detailed than a job description, it captures the key work month over month specific to each job function. Depending on the role, individuals hold information on safety protocols, payroll processes, funding deadlines, legal compliance, grant submissions, communication timelines, and the list goes on. When team members document their active Year at a Glance and update it annually, the full team has a tool to use to build a strong foundation for:

  1. Planning for team member transition
  2. Onboarding new employees
  3. Outlining core competencies to sustain success
  4. Outlining unique skills needed for cross training
  5. Communicating project management, workflow, and deadlines
  6. Creating a foundation for the adult learning plan for key roles across each department

Proper employee transition planning gives the team the ability to manage the gaps and the time to reflect before they rush to hire. It is important to pause long enough to think through changing team needs. Assessing the key skills needed to complement team and organizational priorities builds new capacity. Transitions are an investment in a new member of the team. Maximizing the opportunity moves everyone forward.

  • What skills and special certifications are needed for this role?
  • What specific talents add value to the team?
  • Are certain behaviors critical to being successful in this organization?
 
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