Being identified as a potential successor is not the same as being promised the role.
At Equitas Small Finance Bank, Pallab Mukherji, chief people officer, says aspiration surveys help the organisation understand where employees want to go and match those ambitions with potential future roles. Employees may be told they are being considered, but also that they are not the only ones in contention.
The reason is simple: readiness changes. The person best prepared to step in today may not be the strongest candidate a year from now.
In this excerpt from HRKatha Futurecast: The Future of Succession in BFSI, held in association with People Business, Mukherji explains why succession must account for both aspiration and evolving readiness.
