It's the process of identifying the key roles on your team and figuring out how you’ll fill them when they’re left vacant (whether that’s because of turnover, promotions, restructuring, or something else).

Think of it as future-proofing your team. Rather than staring slack-jawed at your org chart when one of your team’s managers moves to a director position, you’ll have at least a loose plan in place for how to move forward.

• To make succession planning even more manageable, start with roles that have oversight, such as leads, managers, and directors.
• Have honest career development discussions early on.
• Making documentation a staple of your culture