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When a key employee hands in their resignation, it may be met with shock at the organization. However, there are several important things that you will need to do to smooth the transition. If your company has a succession plan to deal with this scenario then the next steps will be clear. Yet, if there is no succession plan to replace the employee who will be leaving you may feel a sense of panic, but it doesn’t have to be chaos. 

One of the hot topics when it comes to employee retention is the value of High Potential Employees and what companies are doing to utilize this resource, while continuing to support their goals. Studies show that 79 percent of people in the U.S. alone cite “lack of appreciation” as one of the main reasons for leaving a job. It is the employees with high potential (or HiPos) that make up most of this bracket. They have worked hard and made their goals clear but feel like they are not getting anywhere.

Succession planning is a key part of keeping a company moving forward. There are many good reasons to have a succession plan in place including retention of knowledge, talent scarcity, skill gaps and employee engagement. 

When it comes to learning new skills in the workplace, over half of employees learn from their co-workers, according to one study on workplace learning. Yet, many organizations do not have a formal peer-to-peer learning program where co-workers can network and learn from each other. 

The beginning of a mentor program is critical to its success. There is a lot of behind the scenes work that goes into setting up a program but the first company-wide exposure to a mentoring program is often the mentor matching process.

Succession planning is a key part of keeping a company moving forward. There are many good reasons to have a succession plan in place including retention of knowledge, talent scarcity, skill gaps and employee engagement. 

Hiring top talent is just part of the challenge of overcoming high turnover and low productivity. Once you find the right candidate for the job, onboarding them is key to creating a connection. With a top-notch onboarding program, you can improve your employee loyalty, teamwork atmosphere and the reputation of your organization. 

Whether you have worked your way up the ladder, transferred to a new company or just sort of fell into the position, becoming a manager for the first time can be exciting and stressful. No matter what industry you work in, management is key to your organization. While there are no one-size-fits-all strategies for successful management, there are some things you can do to improve your chances. 

Training a new manager can be a challenge. This can be especially true if time is of the essence. Ensuring that employees are ready to take on leadership roles within the organization is vital for productivity and growth. Companies that don’t offer some type of manager training could end up with some very serious problems.

Within any company, the bottom line is always the top priority. There can be so much focus on turning profits that the analysis on how to get there can be blindsided by initiatives that seem to work in the short-term. Just because something works financially, it doesn’t necessarily mean that it works developmentally. There are always other avenues to explore.