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Why must build a successor team?
– Life always has movement and so is your position in the company. We all want to move forward, nobody wants to be stuck in a position, even you, do not you? Like all capable, aspiring members of your team they deserve an opportunity to advance to higher levels of their careers. Even that level is your current location.
-A successor will be in charge of the current your position old work, you develop and explore new areas. In a company there are real many projects and you can’t take everything yourself so it’s important to create a successor team to support you, if you want to go any further in your success.
-The person in charge of the business will not last forever. The successor plan protects your organization by ensuring a smooth transition from one leader to the next. And it can benefit your own career, such as getting into a higher position or entering a new challenge at work. We often hear about someone got a new position as soon as the successor is identified and trained.
-To climbing up the career ladder, there is no better recommendation than to prepare your organization by having an on-site successor. It shows maturity and confidence when you are not afraid to welcome someone to replace you. Similarly, succession plans can create allies in the future – such as team members have been your training. A potential draw back: If you conscientiously train a successor, those who are not selected may be frustrated or frustrated. To minimize this, tell the group members how they can improve their skills to be selected the next time.
The problem of big businesses is facing and is also a problem that developing businesses need to care :
– Employees leave for cultural reasons after a period of 1 year or 2 years. For large businesses it is difficult for an employee to have experiences at different jobs, they only focus on one job. After about 1-2 years of work began to repeat many times, without new training in professional skills and management will lead to boredom and leave the business.
– Old customers leave because the business does not follow their requirements
-The patience for training step by step: Don’t think about training your successor team as a knowledge dump. Develop a strategy with time tables and give them time to work.
-The patience discuss finding incompatibilities
-Transmit your mind: Don’t let an upcoming transfer catch your team by surprise; Let them know, slowly, what you will do. Communicate with your team about your plans and raise your expectations in your team.
-Accept listening to comment and don’t negative reviews.
-The employees study in charge of responsible for their mistakes
– Needing a transparent system to model the current activity: Start with your own job description, but expand it by adding all the nuances you’ve observed during the actual process. Show your work, add soft skills that successors may need and tips that you think will help someone operate in your position.
– Recording and statistics to make documents for later.
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