Keeping quality people is key to long-term success, but few of the builders who do succession planning go beyond the most senior-level positions.
By Bob Piper, Principal, The Talon Group | November 30, 2003
| Bob Piper, Principal, The Talon Group |
The lack of succession planning in the home building industry amazes me. Few of the builders who do it go beyond the most senior-level positions. Quality people are in short supply in our industry, so keeping them is key to long-term success.
Things to consider:
- Share your plan with your people so they understand your vision and expectations.
- Have a handle on each employee's strengths and developmental needs and share it with each one.
- Realize that some employees are content in their current role. Every company has core associates who enjoy doing a good job as salespeople, customer service representatives or superintendents.
- Anticipate. Changes at the top typically create changes down the line. Be prepared for the ripple effect.
- Adapt. A succession plan is a work in progress. Things change, people change, situations change.
- People stay where they feel appreciated, are paid fairly and have a sense of purpose. The time to make them feel special and important is now.
