Dear Sir/Madam: Succession planning is necessary in any business, but it must not become an excuse for younger employees to pressure older, experienced workers to move aside simply to make room for their own advancement.
There is something seriously wrong when years of loyalty, experience and institutional knowledge are treated as liabilities because someone has reached a certain age. A new qualification does not automatically replace decades of experience, sound judgement and lessons learned the hard way.
Equally troubling is the culture of clock watching. Some employees want the promotion, the salary and the position, but are they prepared to demonstrate the commitment, initiative and willingness to go the extra mile? Watching the clock may tell you when the working day ends, but it will never measure the value of your contribution.
Not every young employee fits this description, and clock watching is not confined to any age group. The real issue is work ethic, attitude and performance. Those seeking advancement must demonstrate that they are ready to accept the responsibilities that come with it.
Companies should encourage mentorship, training and a gradual transfer of responsibilities. That is responsible succession planning. Pressuring older employees to leave before their time, without properly recognising their contribution, is not.
Let us remember that today’s young employees will eventually become tomorrow’s older workers. Will they accept being pushed aside when another generation decides that their time is up?
Corporate Trinidad and Tobago must understand that employees are not disposable commodities. Replacing a person may be easy, but replacing decades of experience, wisdom and institutional knowledge is another matter entirely.
SUCCESSION PLANNING SHOULD BE ABOUT PREPARING THE NEXT GENERATION, NOT DISRESPECTING THE PRESENT ONE.
Promotion should be earned through ability, commitment and performance, not impatience with those who came before.
Gordon Laughlin,
Westmoorings
