Evaluating Your Succession Plan     

Tracking and evaluating succession planning metrics helps leaders understand what is working, where adjustments are needed, and how implementation can continue to improve over time. This ensures your succession planning efforts remain effective and responsive over time. 

After your succession plan has been implemented, convene your succession planning committee and review the metrics identified in Step 1. Tracking a small number of relevant metrics, often just one or two, provides more meaningful evaluation insights than tracking too many. 

Organizational context matters. For example, in a small organization, one employee departure could result in a 5% turnover rate, while the same departure in a larger organization may have minimal impact. 

When selecting metrics, aim to include at least one measure that answers the question: “Is anyone better off?” rather than relying solely on measures of effort or activity. Success may be demonstrated by employees feeling more prepared to step into prioritized roles, even if broader organizational outcomes (such as reduced turnover) are not yet realized. 

For example, measuring the number of professional development opportunities offered is less meaningful than measuring employee satisfaction with or perceived value of those opportunities.