Succession in an era of turnoverStart by letting high performers know they're in lineBy David Brown05/21/2001|Canadian HR Reporter|Last Updated: 05/14/2001 For a while there, companies had resigned themselves to high turnover rates and given up on succession planning. What was the point in grooming people for top positions when they probably weren’t going to stick around anyway? But there are signs businesses are once again reconsidering succession planning, says Susan Bourne, a team leader of organizational effectiveness with Watson Wyatt. It can and should be an integral part of any corporate long-term strategy, she says, adding an important caveat — if it is managed properly. There’s no question that a highly mobile workforce is still a big issue, but companies can solve that problem by being much more open with employees. If someone is pegged for a senior position, let her know about it, says Bourne. It’s still very common for a high-potential employee to be in line for a top position but leave because nobody ever told her. To Read the Full Story, Subscribe or Sign In Remember Me Forgot Password If you are a current Subscriber, please click here to set-up or update your login information.