Now that you’ve assessed your organization’s resources and identified critical employees, it’s important to consider the dynamic nature of the current marketplace.

Succession planning must acknowledge that the employment landscape operates in cycles. Factors such as the economy, waves of retirements, and workforce mobility can create challenges. For instance, you may invest time and resources in developing an individual for a senior role, only for them to leave the organization and apply their skills elsewhere.

What about loyalty and gratitude?

While you shouldn’t rely on gratitude, there is some positive news. Although loyalty may not be a hallmark of the current workforce, high mobility might not be as detrimental as it seems. Developing leaders involves a calculated risk that ultimately supports your business’s success. Today’s employees may frequently change jobs, but they often revisit former employers. If, for example, you hire someone straight out of school and they work with you for three years, they may move on but could return later after exploring other opportunities.

Consider where your desired talent spends their time. Collaborating with recruitment specialists can reveal resources you might not have known about just a few years ago. If prospective employees aren’t actively applying for positions, they may be engaged in their communities or pursuing personal interests. Go to where potential leaders are and engage with them on familiar ground. Don’t expect them to respond to your recruitment ads or attend your job fairs; that approach is becoming less effective. Candidates are likely researching your organization closely. They’ll look into your reputation, investment in employee development, and benefit offerings (and might question your plans if benefits are lacking).

Embrace the changes in how people approach work; this reflects their values regarding balance, community, and meaning. Attract talent with a long-term vision that aligns with their values, not just your organization’s. By doing so, you’ll attract individuals who enrich your organization and reduce the need for reactive hiring.

Remember, employees are not commodities, and they will not accept being treated as such. Recognizing that the strengths of your workforce can determine your success, it’s worth the effort to find and cultivate the right talent.