The importance of internal succession is increasing in the business world. A clear benefit for any company is the ability to rapidly identify future managers within the company itself. The advantages are obvious: less integration issues, they are familiar with your company, its activities and its values, no time-consuming onboarding process ...
Companies that have understood this, focus on finding as many internal candidates as possible for managerial positions. They also facilitate this process with activities that help increase succession rates. Following figures from the Top Employers research confirm this trend.
This year, a number of leading Belgian employers have successfully completed the Top Employers certification program, focusing on excellent working conditions for their employees. In this certification process, internal succession is one of the survey’s topics.
What are these Top Employers doing when recruiting from their own talent pool?
- Most certified Top Employers Belgium (94%) search for future managers starts during the personal evaluation of employees.
- Almost all certified Top Employers Belgium (98%) support their search by offering potential candidates training, preparing them for a future manager function.
- Job rotation (79%) is frequently recurring, although this method is a less popular than mentoring(81%).
- Offering high potentials several roles in a relatively short period of time to give him or her a panoramic view of the company.
- The role of the current manager in the choice of his or her successor is surprisingly small, in only 43% of responding companies’ managers are actively involved.
Another question is: have these leading Top Employers Belgium identified today who their future CEO and managers are in a succession plan? The Top Employers research confirms that more than 72% have a formalized succession plan. This plan often contains well defined elements such as descriptions of the competencies and characteristics, both personally and professionally, a manager should possess. Often, specific names are hereby listed in a grid. Only 2% of the Top Employers in the study explicitly claim not having a specific succession plan on paper. The remaining 26% of Top Employers find themselves between these two extremes, and guide future managers to the top of the organization based upon the activities mentioned earlier.
For more information or interviews with certified Top Employers about this subject, please contact:
Inge Moons - inge.moons@top-employers.com or leave a message below.
