HR leaders are ensuring business continuity, yet many organizations still struggle to define which positions are critical. According to new research from McLean & Company, businesses often mistake high-performing employees for critical roles, creating gaps in succession planning that put operations at risk.
The firm’s latest Guide to Identifying Critical Roles highlights a structured approach to talent planning, urging HR teams to focus on roles that drive strategic success rather than just individuals excelling in their positions.
Where HR Leaders Go Wrong
Many organizations fail to distinguish between essential roles and top talent, leading to succession gaps when key individuals leave. McLean & Company found that:
- 68% of HR professionals see workforce planning as highly important.
- Only 25% rate their execution of workforce planning as highly effective.
- Just 16% say their organization’s succession planning is strong.
Without a clear framework, companies risk making reactive decisions, increasing turnover and productivity loss.
The Right Approach to Identifying Critical Roles
McLean & Company outlines key steps for HR leaders to ensure a proactive succession plan:
- Define criticality based on business impact, not individual performance.
- Use structured evaluation criteria to assess each role’s significance.
- Engage leadership teams to align on role importance without bias.
- Monitor and adjust role classifications as business needs evolve.
By implementing a structured, objective process, HR teams can reduce disruptions, improve agility, and build a stronger talent pipeline.
Why This Matters Now
With a rapidly changing workforce, HR leaders must move beyond reactive hiring and focus on long-term succession planning. Identifying critical roles ensures a seamless transition during leadership changes, reducing reliance on external hires and strengthening internal talent pipelines.
McLean & Company’s research warns that failing to act now could leave businesses struggling with unexpected talent shortages. HR teams that take a proactive, data-driven approach will have a competitive advantage in workforce planning.
HR professionals, are you confident in your succession strategy? Share your thoughts now.
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