Critical positions: succession and retention
What would happen if one key person left tomorrow?
In some organisations, when certain employees leave, processes stall, clients wait, and critical knowledge departs with the person. Often, these are not managers, but key specialists with unique knowledge, relationships, or experience that cannot be replaced in a few weeks.
While everything runs smoothly, few give this much thought. But when someone hands in their notice, it is already too late to prepare a successor.
We help identify these critical roles and prepare in advance for potential turnover. Equally important is retaining the people currently in these positions: understanding what motivates them and what might trigger their departure.
What do you gain?
- A clear view of which positions are most critical to business continuity
- The ability to prepare for changes before they become an urgent crisis
- The capacity to make succession decisions based on standardised criteria
- An employee development plan directly aligned with real organisational needs
How We Work
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Identification of Roles
Together with leaders, we agree on criteria and identify which roles are critical for you: how much they impact business results and how difficult it is to find a replacement.
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Risk Assessment
We evaluate departure risk and plan how to retain current employees.
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Candidate Assessment
For each critical role, we identify potential successor candidates internally or externally.
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Development Plans
We help create development plans to ensure candidates acquire the necessary knowledge and competencies on time.