SUCCESSION PLANNING: Exit Planning Begins at On-Boarding.

• Author: Bradison, Paula

Whether planning for retirement, eliminating a position, or resigning gracefully, employee exits can be difficult. Although, as business leaders, we know "it happens," we still put the planning and process of managing employee exits "on the shelf" until we need it. Frequently senior staff is called upon to terminate employment when it comes time to part ways. In that scenario, while we have policies, procedures, and processes, the actual execution of dismissal relies heavily on the experience and finesse of the manager. We suggest there is a better way.

1. Strategic Recruitment: Know, anticipate, and plan annually around your historical and forecasted attrition rate. It is better to scout for your next new hire before you need them.

2. Train--Train--Train and Repeat: Work with managers and team leads to identify the next best talent already working for you--and start training them NOW. Provide them with consistent and regular feedback. Without overwhelming already high-producing employees, include them on special assignments where mentorship and on-the-job training are a natural by-product.

3. Promote Teams: Play to the strengths of your team. Move away from the philosophy of focusing on "areas of improvement" and instead exercise team strengths. Risk mitigation strategies are important where deficiencies may lie, but don't take your starting quarterback and say, "Hey you should be a better goalie." You might just have a star player in the wrong position?

4. Celebrate Growth: Whether your employee is departing the company for a new opportunity or...