Every team member is valuable within your business. With so many moving parts, everyone has a role to play. What we want to explore with you now is whether you have a plan for all the roles in your business should someone resign, fall ill or want to take three months annual leave.

Change is around us every single day. Have you ever stopped to think about the growth and development in your very own business? In order for your business to grow, your team need to be the catalyst for that growth. So, for each of your team, from General Managers to Casuals coming in one day a week, do each of them have a succession plan in place? What does their journey look like?


Take these statistics into consideration:

“On average it costs $4,000 and 24 days to hire a new employee” – Source, hronboard.

“The average time for a new starter to reach full productivity is 3 months” – Source, ahri.


#1 – Have the conversations.

Most leaders would already have an idea or understanding of their team to know what their strengths are, what their skillsets are and even what their goals are. So no assumptions are made, you want to have the conversations to ensure that your pathway ideas align with each team members goals and plans of their own.

ACTION – Schedule some time to prepare for your conversations with each of your team members. Be clear on your business needs, the goals of the business and where you potentially see each team member going.

#2 – Physically map out your plan.

This is a great step to get creative. You might want to blutac some butchers paper to the wall, have your post-it notes ready, and get all of your thoughts on paper. This does not have to be visible to all of your team, but it is a critical step to seeing your businesses succession plans with a bird’s eye view.

ACTION – Writing all of the roles type’s down that are in your business, write the name of who currently holds that role next to each one. From here, physically draw out the road map for each role. This can then be referred to when you find yourself needing to fill a gap.

#3 – Bridge the gap.

Some of your team may already have the ability to do their ‘next step role’ but, they may not yet hold all the skills required. Consider the fact that some, or all of your team do not know exactly what is needed of them to take that next step in their succession journey.

ACTION – Every new role change should essentially come with an induction to that new role. The same as you would for a new starter, never assume that someone already inside your business knows the skills or what is expected of them in a new role.


Thank you so much for reading, enjoy the process of mapping out your teams succession plans! This is an exciting time and something that can really add impact to your business.

Have a great day,

Team BOLD.​