Manage succession planning

Common Challenges

Succession planning is typically limited in scope to the highest levels of executive leadership. As a result, planning is restricted to short-term time horizons with limited attention to the pipeline of talent emerging throughout the workforce. Operated as an offline process, succession planning is detached from related talent management processes being conducted at scale. Extending succession planning beyond executive levels is often considered unrealistic due to the administrative burden required to keep plans up-to date as the workforce changes.

Orgvue Value

Equipping local colleagues with a centrally-defined, customized framework enables succession planning to be extended beyond the executive strata. Integrated performance data brings visibility on the pipeline of talent throughout the organization, and informs succession decisions. Succession risks and talent risks are immediately visible: see where there are positions without potential succession candidates, and which employees lack opportunities for development and advancement. Transparency on the demographic profile of succession candidates protects against unconscious bias impacting performance on DEI metrics.

“Succession planning was my #1 reason for buying Orgvue. We had an issue with HiPo attrition: We were telling people they were future leaders, but failing to identify advancement opportunities and manage their development. Orgvue enabled us to establish a consistent approach to succession planning across the whole organization, and connect this to the broader talent management and development agenda.”

Business Impact

• Early alert on succession risks and talent risks
• Cost efficiencies through increased internal appointments
• Reduced risk of HiPo attrition