As the Health and Social Care sector continues to suffer from a talent shortage, it’s more important than ever that care provider’s hold onto the talent they have within their service. Yet, many organisations have not yet invested the time needed to carefully plan out the career and succession plan that will contribute highly to the retention of their talented workforce.
After speaking to numerous social care hiring managers and leaders at our most recent recruitment and retention seminar, it was clear that so much emphasis is placed on the attraction and recruitment to grow teams, that very little attention is paid to the retention of the existing workforce.
Succession planning is just one of the retention tools required to ensure the stars within your organisation don’t take their talent elsewhere. Here I explore some of the key factors in succession planning.
The first step is to assess your organisations current situation, warts and all. Include the key people who know the ins and outs of the current workforce situation and explore:
-How good/bad is staff turnover?
-What is currently in place to retain good staff?
-How good/bad is your talent shortage?
-Where are the skill gaps?
-What threats do you face in losing your key people?
-Where are they going and why?
-What is would be the cost of the loss and replacing them?
-Is the HR team being strategic in hiring, monitoring staff turnover and costs?
Now you have a clear view of your current situation, you can now start to create the tools needed to proactively retain your talent.
Succession Planning .n.d. Wikipedia https://en.wikipedia.org/wiki/Succession_planning
Succession planning is a process for identifying and developing internal people with the potential to fill key business leadership positions in the company. Succession planning increases the availability of experienced and capable employees that are prepared to assume these roles as they become available.
What else should be considered?
When mapping out a succession plan there are other important factors that need to be considered.
- Talent spotting
- Recruitment and Candidate Attraction
- Training and Development
- Performance Management/Reviews/Supervision
- Pay and Benefits
Effective succession planning pulls from all of these areas so everyone responsible needs to be well integrated and sharing this data across departments successfully.
Succession Planning Tools and Templates
Once you have invested time on understanding your current situation and have all of your management functions aligned, you can start to map out your workforce, benchmarking your existing talent and creating your succession plan.
There are a number of tools and downloadable templates available on the net so don’t try reinventing the wheel. Your time is precious so find a tool that works well for you, is simple to complete and most of all will be used. This is a living breathing plan that should be revisited at least quarterly to ensure everyone is still integrated and working towards the same goals.
Here are a few FREE resources to download
turro is a niche recruitment consultancy specialising in finding the right qualified, experienced permanent staff for health and social care organisations. The turro brand is underpinned by our expert team’s ability to deliver exclusive, high-quality candidates for permanent positions. turro look to change the face of recruitment by adopting a simple, open and transparent approach. For more information visit https://turro.co.uk/
They recommend before using any recruiter, to try these 21 free secret tips recruiters don’t want you to know about. Click here for your free copy