Succession planning is especially important when businesses are navigating external market changes or challenges. And the right leader now might not be the right leader in the future.
Patrick McKinney: “During periods of significant economic instability, for example, companies require leaders with specific skills to navigate financial challenges. The response shown by many to the 2008 Financial Crisis is a great example. During that time, a number of organisations replaced their CEOs with leaders experienced in cost-cutting and restructuring, in an effort to stabilise their finances.”
Technological advancements and regulatory changes can also disrupt industries and necessitate shifts in leadership. The rise and rise of AI has prompted many companies to seek leaders with a deep understanding of AI and its implications. OpenAI's leadership crisis itself reflects this trend, where the need to align with the pace of tech advancements and strategic pivots can lead to turnover if existing leadership is not perceived as keeping pace with external pressures.
Regardless, if a business can clearly communicate why change is happening, it has a greater chance of success. If not, employees and the market might perceive a disagreement – even if there isn’t one – which can impact confidence, reputation and share price. Good businesses have leaders who can clearly communicate during times of change.
OpenAI’s story illustrates the importance of getting leadership change right. But it also shows what can happen when a chief executive has gained a widespread personal following among employees, investors, and other members of the leadership team.
As businesses prepare for their next chapter, they would do well to ask themselves this question: do we have the right people in the right roles to move forward and achieve our goals? If not, then they should be assessing and anticipating what’s needed, making decisions early, and clearly communicating what they are doing – and why. If the alternative is waiting for a boardroom coup and the implications of a high-profile exit that come with it, which business would you rather represent?
What are the main causes of high employee turnover?
The main causes of high employee turnover include poor management, lack of career advancement opportunities, inadequate compensation, and poor work-life balance. Other contributing factors are toxic workplace culture, insufficient employee recognition, and job dissatisfaction. It’s essential, then, for retention strategies to address these issues in order to maintain a stable workforce.
What are the effects of high employee turnover?
High staff turnover can have detrimental effects on organisations, including increased recruitment and training costs, loss of important organisational knowledge, reduced productivity, and decreased employee morale. If high turnover is ongoing, it can also lead to a negative reputation, making it harder to attract top talent.
How can high employee turnover be reduced?
Company culture speaks volumes; improving work-life balance through flexible working hours and fostering a positive workplace culture where employees feel valued are crucial strategies. Offering competitive compensation and benefits certainly helps, but high employee turnover can also be reduced greatly by enhancing management practices and providing sufficient career development opportunities for staff.
How does high employee turnover affect company culture?
High employee turnover is immensely disruptive, creating instability and impacting team dynamics (cohesion). Frequent departures can lead to a loss of organisational knowledge and continuity, causing remaining employees to feel overburdened and stressed, which in turn can impact morale, reduce trust in management, and create a pervasive sense of uncertainty. It can also negatively impact an organisation’s reputation, making it challenging to attract (and retain) top talent.