The past few months I have begun having discussions with
employers regarding the Canada-Ontario Job Grant and how it can help them to
attract top talent, increase current employee engagement and further develop
their staff. Our discussions generally revolve around asking whether they have
started to think of what the future holds for their company in 5, 15 or 20
years and beyond their legacy. Who will be the driving force to ensure the
company they have worked so hard to build does not fade away in
the constantly evolving and ever changing waters of business? I suggest, they may want to
begin looking at how to develop from within their company so it may continue to
adapt and supersede their own professional existence.
Succession planning can help to ensure a company has a
suitable supply of successors for current and future senior or key jobs holders.
To start I suggest taking the time to make a demographic profile of your
workforce, identify key positions, and then identify and assess potential
candidates to develop. A strategic way to begin investing in your potential employees
is by providing training and development opportunities; this will help to
retain those you already feel are a right fit for your organization to succeed
and move the company forward. Consider implementing annual performance
appraisals to give employees the opportunity to self-promote themselves to their
managers and supervisors who in turn can recognize those who would fit within a
talent pool. Succession planning is not only for big business, if you are a
small business allow employees the opportunity to demonstrate that they are
ready to take on new responsibilities and opportunities, don’t allow them to
feel stuck in a rut completing the same tasks day in day out. An internal talent
pool helps to develop internal candidates who will be ready to take over if a
senior staff or key worker was to leave the company. Even yourself as the owner
will be ready to retire one day, who will you choose to take over the business,
who do you see presently that over time has the potential to be a great leader and
move your company forward.
By investing in your employees they will feel an
intrinsic reward which will increase self-esteem, achievement, growth and
development. Ultimately, if you invest in an employee, they in turn are more
likely to become positive, fulfilled and dedicated partners continually growing
your company.
If you have a current employee with the soft skills and
aptitude to move up in the company, but don’t know where to begin on how to
develop them to move forward, contact VCCS. Allow our COJG team to help
identify any skill gaps within your company and discover training that is appropriate
to further develop your staff. We would be privileged to help your company
attract and retain top talent, increase employee engagement and develop staff.
