With the average 21 year old not being able to claim a state pension until they reach 68, many will find themselves in employment for nearly fifty years. Whilst a motivated new employee may offer enthusiasm, it is crucial long-term staff members are used effectively to ensure the business continues to succeed. Succession planning is critical and with a growing multi-generational workforce, it is fundamental organisations get it right.
When succession planning, the complexity of the organisation and its varying business needs must be addressed. An important first step is devising a formal company-wide succession plan aimed at nurturing future talent. Identifying talented individuals and plotting where their skills fit is just part of it; a strong succession plan should contain a set criteria for progression, helping to identify when a worker is ready to be promoted.
So, how do we motivate employees at both ends of the scale?