SEARCH FIRM & Recruiters
Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.
Guest Post by Tamara Anderson
Succession planning is not easy. We start by analyzing the organization and jobs and evaluating employee potential. Next, we engage in a talent review meeting with our leadership team. From there we identify our high potentials and create development plans to support them. All of this takes time, effort and commitment.
And, where does that time, effort and commitment to succession planning pay off? It helps us create increased levels of employee engagement.
According to a survey by Software Advice, the majority of employers say their succession plans have improved engagement. And, the employees surveyed appear to agree. Employees say they would be “significantly more engaged” if their company implemented succession planning.
Here are three things to help you leverage succession planning to create employee engagement:
1. Incentive to stay
A succession plan shows your employees they have opportunities for growth within the company and helps them identify the various paths their career can take.
This is particularly important for millennials who want to understand what opportunities exist and how long it will take to reach those opportunities.
2. Not just for leaders anymore
A successful plan would start the day an employee is hired. On day one, a profile is created in your organization’s human resources system. Then, each year as the employee goes through the review process identifying strengths and growth areas, they are recorded in the file. Also, a training plan is created to support their growth and close any skill gaps.
As the employee evolves in their role and continues to train and grow, they become part of a talent pool eligible for leadership opportunities when other leaders are promoted.
3. Communication drives the plan
Those organizations who are most successful at succession planning communicate regularly to team members about the succession planning process. So, this communication strategy creates top-of-mind awareness and transparency throughout the organization.
Thus, one of the ways it will help to drive engagement is that open communication makes people feel valued and results in an increase in their confidence, enthusiasm, and empowerment.
The end result
When you do these things, your end result is an engaged workforce that is contributing – mind, heart, body and soul. Therefore, they feel valued and in the know. And, they see a clear path in your organization and are more likely to stay with you for the long haul.
So pick your step and start today!
Check out this FREE resource to learn more about how succession planning, talent management, and employee engagement can benefit your organization.
Tamara Anderson is a Co-Owner and Team Performance Strategist at Dale Carnegie of ND who aligns business strategies and people practices to drive results. She has a passion for performance, works to exceed the WOW factor, powers up organizational culture, loves her clients, and expects business results. In a nutshell, she is the fork in the road where culture and strategy meet.
The Leading Building Products SEARCH FIRM & Recruiters Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.Is Your Recruiting Process a Joke? Let’s start by asking a hard question, do...read more
The Leading Building Products SEARCH FIRM & Recruiters Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.The Full Cost of a Bad Hire, It's More Than You Might Think Understanding the...read more
The Leading Building Products SEARCH FIRM & Recruiters Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.The Ugly Truth of the Cost of a Bad Sales Hire When you ask a CEO or sales...read more
The Building Gurus Difference
You’re probably wondering how we can deliver candidates that your in-house or current recruiting partner hasn’t been able to. Hiring great talent is a key part of your business, but it’s the reason we’re in business. We invest in tools, technology, and resources to ensure we’ve always got the best “inventory” of talent at our fingertips. Building world-class best practices and an employer brand that gets and keeps the attention of A-players is key to our success. When you hire us, you immediately benefit from the years we’ve spent building our brand and relationships with sales, managers, and leaders in the building products industry.
Here are just a few strategies we use to ensure we can deliver best-in-class building products sales, manager, and executive level talent fast:
Rikka’s articles appear in trade magazines like LBM Journal, ProSales, Remodeling, and more.
NATIONAL NEWS + MEDIA
Rikka’s advice has been featured on Fast Company, NFIB, AmEx Open Forum, CBS Small Business Pulse, Huffington Post, and more.
ASSOCIATIONS + CONFERENCES
Rikka is selected to speak at local, regional, and national conferences like KBIS and ProDealer Summit.
We share helpful articles, videos, and audios about how to hire, how to get hired, and how to get better results to over 100,000 building product professionals every month.
VALUE FIRST APPROACH
We reach out to targeted building products leaders every single day to introduce our company and see how we can help their career. This value first approach means when we reach out about your opportunity they are much more likely to respond positively.
LONGEVITY + INTEGRITY
We’ve been building relationships with building products professionals since 2001. We believe being real and communicating frequently is the key to powerful partnership. Our clients agree, which is why we have an over 96% client retention rate.
Learn How Building Gurus Can Help Solve Your Hiring Challenges
Stop letting scarcity make you settle. Less than 1% of 1% of the professionals and executives on LinkedIn have the building products experience you need – learn how we go beyond posting and praying and LinkedIn to find and connect with best-in-class building products sales reps, managers, emerging leaders and executives.
Be confident and in control. Learn how our 4-stage Recruiting Blueprint search process can help you feel confident that we will find, engage, and qualify the talent you need. You'll feel in control and in the know with our frequent communication and updates. Best of all, you'll be interviewing qualified candidates in just weeks.
Not quite ready for a Discovery Session?
Call Us: +1 701-361-4239
Email Us: Info@BuildingGurus.com
+1 (701) 361-4239