Despite less loyalty overall, succession planning is still worth it

Kelly Renz knows the statistics. People change jobs more often than they used to. However, she says, “if you keep somebody challenged and you keep somebody moving through their career, and they’re enjoying where they are and are tied to your purpose, they still won’t leave.” It’s too easy to shrug and attribute turnover to a change in generational attitudes, Renz claims. “Most people don’t leave for no reason.” Big reasons for turnover include bad managers, or not feeling connected to the organization. It’s important to inspect why you have turnover, not assume general trends apply to your organization. Your mission has become more and more important to retaining talent. If your people believe in your mission, that is more likely to retain employees than it ever has before. Succession planning is still worth it, says Renz. “If you identify talent early in their career and you put them on a development plan, and they can see on the horizon what they’re working toward,” they will continue to commit. The number one reason people leave is that they don’t see a career path forward, she says. Create the cultural expectation that you will invest in your people. Succession planning, to be worth has to be progressive and ongoing.   Read full blog post at https://www.collegerecruiter.com/blog...