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After being selected to initiate a succession plan by a Teamflect administrator, it's essential to carefully select and evaluate potential successors. This guide details the steps an employee should follow in Teamflect to ensure a smooth and effective succession planning process.
Note: Before you can designate a successor, a Teamflect administrator must first select you as the responsible employee for designating a successor. You will be notified once this is done, after which you can proceed with crafting your plan.
Creating a Succession Plan in Teamflect
1. Notification and Starting the Plan
You will receive an email/a message on Teams stating, "You have been selected by Teamflect Administrator to create a succession plan."
You can either click on the notification link,
or log in to your Teamflect account and go to your profile from the Home page by clicking on your profile picture at the top right corner.
2. Initiate the Succession Plan
You may easily locate the "Succession Plan" section on your profile.
Then, click "Start Planning" to begin the process of selecting a successor.
Plan Creation Steps
1. Review Role Summary
The first page displays the "Role Summary," where you will see details like your job title, role description, expectations, required competencies, and other relevant information.
Review this information carefully to ensure you understand the qualifications and competencies required for your role.
After reviewing the Role Summary, click "Next" to proceed to select potential successors.
2. Select Potential Successors
You can choose from suggested successors or use the search bar to find other eligible candidates not initially listed.
Select the employees you consider suitable as potential successors by clicking ''add to successor list.''
Note that these individuals will not be notified at this stage.
After selecting the successors, click ''Next.''
3. Evaluate Successors
On the evaluation page, assess the selected successors' competencies, which are linked to their job titles.
Mark your "preferred" successor, select their readiness level, and provide comments. This section can be enhanced with AI to help you articulate effective feedback and assessments.
Repeat these steps for each candidate you have selected.
4. Submit the Plan for Approval
Once you have completed the evaluations, click "Create" to finalize and submit the succession plan.
The plan will be automatically sent to your manager and Teamflect Administrators for approval and will be accessible under your “Settings & Profile” page.
Post-Submission
1. Awaiting Approval:
After submission, the status will be updated to "Waiting for Approval." You can view the submitted plan on your profile and edit it if necessary.
Note that each edit restarts the approval process.
2. Notification of Decision:
You will receive a notification once your plan is either approved or rejected. If approved, no further action is required. If rejected, you will need to revise and resubmit your plan based on the feedback provided by clicking on the notification or visiting your profile in Teamflect.
Beneficial Use Cases
Leadership Transition: Use the succession plan feature to prepare for the retirement of a senior executive. Ensure the selected successor is aligned with the company’s strategic goals and culture.
Unexpected Departures: Mitigate the risk of sudden departures by having a ready list of potential successors for critical roles. This reduces downtime and maintains operational stability.
Talent Development: Regularly update your succession plans to reflect the development and readiness of potential successors. This not only prepares them for future roles but also helps in identifying gaps in your talent pool that need addressing.
Career Progression: Regularly updating succession plans helps prepare employees for future roles, ensuring they are ready when opportunities arise.
Skill Alignment: By evaluating the competencies needed for your role and matching them with potential successors, you can ensure the right talent is in place to maintain operational excellence.
Risk Management: Having a structured plan helps mitigate risks associated with unexpected departures, keeping the organization resilient and agile.