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An organization must always be prepared to implement new measures based on the data the management possesses. This level of preparedness is mandatory in companies that have experienced past hurdles where leadership and core employee roles have experienced a vacuum in operations. A succession plan can avert such disaster, and this must be supported with adequate data based on current employee engagement.
Employee engagement can be determined effectively through employee performance software that collects and analyzes data. This data which is presented in easy-to-understand displays and reports points towards the strengths and weaknesses of individual employees.
Usually, this data is used by the management to encourage employees in areas where they outperform others and also to direct employees to improve areas in which they are falling behind. With data pointing towards the strengths and weaknesses of employees, organizations can also develop and implement a succession plan.
A succession plan is simply a plan that takes into account employees that are potentially moving out of a current role, which may be for various reasons. Some employees may be increasingly under-performing, which can result in them moving out of the organization altogether.
In most cases though, their placement and role may be changed, and other potential candidates (existing employees) may be brought in as replacements. This normally happens with proper planning, and such moves are conveyed to employees that are considered for their new roles.
Succession plans are mostly classed as employee engagement solutions when they are used for placing individuals in roles that will suit them better. This type of move to improve employee engagement is encouraged, as it can help to give employees a fresh start with renewed focus.
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