A report by McLean & Co. outlines a three-phase approach to successful succession planning for construction and other companies.
The first phase, pre-retirement, involves forecasting workplace needs and preparing employees for retirement, such as identifying critical roles, inventorying skills and holding planning information sessions. The second phase, peri-retirement, begins after an employee announces their retirement; it includes preparing them for their exit and ensuring the smooth transfer of knowledge. In the third phase, post-retirement, the focus is on successful offboarding, maintaining relationships with alumni employees and keeping alumni engaged.
“There is a common misconception that the relationship between an employee and the organization ends when the employee retires,” LynnAnn Brewer, McLean’s director of HR research and advisory services, stated in a press release. But continuing to engage alumni post-retirement offers “organizational benefits, including increased brand awareness, access to desirable talent pools and support for strategic goals and objectives,” Brewer said.
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