PLANNING FOR SUCCESS(ION)
CFOs reported whether they’ve identified a successor for their position
| TOTAL | COMPANY SIZE 20-49 EMPLOYEES | COMPANY SIZE 50-99 EMPLOYEES | COMPANY SIZE 100-249 EMPLOYEES | COMPANY SIZE 250-499 EMPLOYEES | COMPANY SIZE 500-999 EMPLOYEES | COMPANY SIZE 1,000+ EMPLOYEES | ||
|---|---|---|---|---|---|---|---|---|
| Yes | 52% | 37% | 49% | 49% | 58% | 68% | 54% | |
| No | 48% | 63% | 51% | 51% | 42% | 32% | 46% | |
Those who haven’t identified a successor explained why
| TOTAL | COMPANY SIZE 20-49 EMPLOYEES | COMPANY SIZE 50-99 EMPLOYEES | COMPANY SIZE 100-249 EMPLOYEES | COMPANY SIZE 250-499 EMPLOYEES | COMPANY SIZE 500-999 EMPLOYEES | COMPANY SIZE 1,000+ EMPLOYEES | ||
|---|---|---|---|---|---|---|---|---|
| Not planning to leave soon | 64% | 61% | 76% | 58% | 55% | 72% | 59% | |
| No qualified candidates at the company | 17% | 18% | 11% | 14% | 19% | 17% | 22% | |
| Too busy focusing on other concerns | 14% | 10% | 9% | 20% | 22% | 11% | 18% | |
| Not a priority since they would no longer be with the company | 4% | 7% | 4% | 7% | 3% | 0% | 2% | |
| Other | 1% | 4% | 0% | 1% | 2% | 0% | 0% |
5 risks of not having an identified successor
| #1 Disrupts organizational productivity |
| #2 Takes legacy knowledge out of the business |
| #3 Puts strategic decisions on hold |
| #4 Impairs internal professional development |
| #5 Creates a protracted leadership void |
Source: Robert Half Management Resources survey of more than 1,100 CFOs in the United States
Responses may not total 100 percent due to rounding.
© 2018 Robert Half Management Resources. An Equal Opportunity Employer M/F/Disability/Veterans.
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