Survey says employee succession should be higher priority; Plus: five tips to help businesses enhance their succession planning
The survey of 300 Canadian accounting and finance professionals shows 13 per cent of accounting and finance professionals reported there was someone internally who could easily step in to fill their role if they quit.
Nearly half said the company would need to hire an outside candidate to fill the position. That number goes up among the executive ranks, where 58 per cent say their companies would have to hire someone new to replace them.
“In the event of an unexpected departure, neglecting to have preemptively instated a succession plan can prove disruptive,” said David King, Canadian president of Robert Half Management Resources. “Getting caught off-guard when an essential employee moves on, especially at the executive level, may mean an extended period of time searching for someone to replace them, leaving the company scrambling to effectively manage their responsibilities in the meantime.”
King encourages executives and business owners to be proactive about ensuring that each department has a plan in place. “Knowing that no team or project will be left unmanned means stability and peace of mind, and opens the company up to establishing a comprehensive organizational strategy based on a more concrete understanding of individual functions,” he said.
The company has five tips to help businesses enhance their succession planning: