There are several elements of Succession Planning that are changing in this new economy. The One Minute HR Consultant blog, provides a great look at keeping employees engaged when they’re forced to take up different roles or jobs lower in the hierarchy than they used to hold.

From the perspective of the employer needing to do succession planning prior to Reductions of Force or a merger, the succession planning must go much deeper into the organization to guarantee that decisions don’t cripple the future of the organization. (See several January Blogs on this site.)

How are you changing your succession planning initiatives?

Cheers,
Lois

Related posts:

1. Succession Planning on Your Balanced Scorecard
2. Succession Planning – Should You Centralize or Decentralize the Process?
3. Succession Planning vs. Succession Management

Tags: recession, Succession Planning

This entry was posted on Thursday, March 26th, 2009 at 10:42 am and is filed under Succession Planning. You can follow any responses to this entry through the RSS 2.0 feed. You can skip to the end and leave a response. Pinging is currently not allowed.