Succession Planning Statistics 2024 – Everything You Need to Know

Steve Bennett
Business Formation Expert  |   Fact Checked by Editorial Team
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Are you looking to add Succession Planning to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Succession Planning statistics of 2024.

My team and I scanned the entire web and collected all the most useful Succession Planning stats on this page. You don’t need to check any other resource on the web for any Succession Planning statistics. All are here only 🙂

How much of an impact will Succession Planning have on your day-to-day? or the day-to-day of your business? Should you invest in Succession Planning? We will answer all your Succession Planning related questions here.

Please read the page carefully and don’t miss any word. 🙂

Best Succession Planning Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 105 Succession Planning Statistics on this page 🙂

Succession Planning Market Statistics

  • Our research at Deloitte shows real market frustration with succession planning efforts While 86 percent of leaders believe leadership succession planning is an “urgent” or “important” priority, only 14 percent believe they do it well. [0]
  • What they found was a 14 percentage point difference in revenue growth and a 28 percentage point difference in the company’s market value growth over 2 years when comparing family business with planned transitions versus those that did not. [1]

Succession Planning Software Statistics

  • 81% of employers reported using some form of software for their succession planning process. [2]
  • 81% of employers report using some form of software to organize the process of succession planning. [3]
  • In fact, one research project investigating the legacies of wealthy families estimated that 60% of all business succession failures are the result of a lack of trust or communication, and 25% are the result of an ill. [1]
  • In other words, 85% of all business succession failures are related to the inability to resolve family conflicts and train the next generation of leaders. [1]
  • Put another way, this means that 85% of the common causes of succession failure are very much in. [1]

Succession Planning Latest Statistics

  • CEOs can account for a 30% variance in their organization’s profitability, and research suggests that top management has an even greater impact on organizational performance than the CEO. [4]
  • Only 54% percent of public companies are actively developing CEO successors. [4]
  • 40% of companies report not having a single internal candidate to replace the CEO should he or she exit the position. [4]
  • 74% of public and 52% of private companies reported that maintaining a robust talent pipeline is the most challenging aspect of CEO succession planning. [4]
  • And while 86% of leaders believe leadership succession planning is of utmost importance, only 14% think their organization does it well. [4]
  • Only 35% of organizations have a formalized succession planning process. [4]
  • At 73% of companies, the most common method for identifying individuals as potential candidates for leadership positions was a single nomination by their direct manager. [4]
  • 74% of executives were not prepared for the challenges they faced in senior leadership roles. [4]
  • Only 32% of global leaders felt that their organizations adequately supported new leaders. [4]
  • Only 27% believe their organizations provide the necessary resources to support their move into a C. [4]
  • 46% of leaders underperform during their transition to a new role. [4]
  • 50% of leaders reported that it took them six months to become effective in their new roles. [4]
  • 20% said it took more than nine months to become effective. [4]
  • 60% of executives fail within the first 18 months of being promoted or hired. [4]
  • Direct reports perform 15% worse under a struggling leader and are significantly more likely to become disengaged. [4]
  • Disengaged employees cost companies 34% of their annual salary in lost productivity each year. [4]
  • Only 7% of respondents said COVID 19 has not had any impact on their organization’s succession planning. [2]
  • 70% reported that leadership development programs have been rescheduled or delayed. [2]
  • 40% of talent reviews that are a part of the organization’s succession planning are now being conducted virtually, and 33% said that they have delayed or rescheduled such meetings. [2]
  • 46% of board members reported not having an effective plan process for CEO succession Industries which are most in need of planning a succession program are media, leisure products, and metals and mining. [2]
  • Over half of leaders (51%). [2]
  • 77% of CEOs did not participate in their company’s performance evaluation of the top executives. [2]
  • Only 55% of directors claim to know the skills, capabilities, and shortcomings of their senior executives well. [2]
  • 39% of respondents said they do not have any viable internal candidate for CEO. [2]
  • Almost all employers (94%). [2]
  • Over 90% of younger workers report that working at a company with a clear succession plan would improve their levels of engagement. [2]
  • Companies in top performing quartiles had planned successions 79% of the time, and also 79% hired for CEO positions internally High turnover rate. [2]
  • 75% of CEOs whose companies’ stock rose during their first year were still in the same job two years later; however, 83% of CEOs whose companies’ stock fell during their first year were not at the same position. [2]
  • CEO turnover in the world’s 2,500 largest companies is at 17.5%, which means that every year corporations must appoint a new executive. [2]
  • The rate of forced turnovers is at 20%. [2]
  • 86% of leaders believe succession planning is an “urgent” and “important” priority, yet only 13% believe they do it well. [2]
  • 69% of respondents say that a CEO successor should be “ready now” to take over, 54% said they are grooming an executive for the position. [2]
  • 79% of employers surveyed note that they have succession plans in place for mid level management positions. [2]
  • Only half of companies (50%). [2]
  • 40% of new CEOs fail to meet performance expectations in the first 18 months. [2]
  • Only 7%of respondents said COVID 19 hasnothad any impact on their organization’s succession planning 70%reported that leadership development programs have beenrescheduled or delayed. [5]
  • And while86%of leaders believe leadership succession planning is of utmost importance,only 14%think their organization does it well. [5]
  • Only35%of organizations have aformalizedsuccession planning process. [5]
  • At73%of companies, the most common method for identifying individuals as potential candidates for leadership positions was asingle nominationby their direct manager. [5]
  • The report found that just 35 percent of organizations have a formalized succession planning process. [6]
  • According to the report, the top reason for adopting a formal succession planning process, cited by 89 percent of respondents whose organizations use succession planning, is to identify and prepare future leaders. [6]
  • Other top reasons are creating opportunities for internal advancement and ensuring business continuity (also ). [6]
  • When ATD last conducted research on this topic in 2010, it found that just 14 percent of respondents thought their organization’s succession planning process was highly effective. [6]
  • In 2018, Succession Planning reports that 34 percent of respondents said their organization’s succession planning process was effective to a high or very high extent. [6]
  • Among organizations with no formal succession planning process, nearly half have plans to create one. [6]
  • Mentoring and coaching is the most popular method organizations use to develop succession candidates—83 percent of organizations use this practice. [6]
  • Nearly three quarters of organizations use formal learning to develop succession candidates, and nearly as many use stretch assignments, which are assignments beyond the employee’s current skill level. [6]
  • Another case study, , describes how a company developed a leadership development program to maintain its goal of filling at least 70 percent of its open positions with internal candidates. [6]
  • Only 35% of organizations have a formalized succession planning process for critical role More than 74% of leaders report they are unprepared and lack the training for the challenges they face in their role. [7]
  • Sixtypercent of executives fail within the first 18 months of being promoted or hire. [7]
  • Here are some of their key findings from the report 62% of employees surveyed say they would be ‘significantly more engaged’ at work if their company had a succession plan. [3]
  • 94% of employers surveyed report that having a succession plan positively impacts their employees’ engagement levels. [3]
  • Over 90% of younger workers say that working at a company with a clear succession plan would ‘improve’ their level of engagement. [3]
  • 79% of employers surveyed note they have succession plans in place for mid. [3]
  • 35% of U.S. Managers Are Engaged in Their Jobs. [8]
  • Each year about 10% to 15% of corporations must appoint a new CEO, whether because of executives’ retirement, resignation, dismissal, or ill health. [9]
  • A study by Booz & Company found that, on average, firms with stock returns in the lowest decile underperformed their industry peers by 45 percentage points over a two year period—and yet the probability that their CEOs would be forced out was only 5.7%. [9]
  • Estimates suggest that up to 40% of new CEOs fail to meet performance expectations in the first 18 months. [9]
  • Only 55% of directors surveyed in the study claimed to understand the strengths and weaknesses of those executives well or very well. [9]
  • And only 7% of companies formally assigned a director to mentor senior executives below the CEO. [9]
  • And finally, put in place an extensive transition process to help with onboarding, which is especially important given that 80% of CEO appointees have never served in a chief executive role before. [9]
  • In 2013, 20% to 30% of boards chose to replace an outgoing CEO with an external hire. [9]
  • In contrast, just 8% to 10% of newly appointed CEOs at S&P 500 companies were outsiders during the 1970s and 1980s. [9]
  • Twenty percent to 30% of boards now replace outgoing CEOs with external hires. [9]
  • According to the executive compensation research firm Equilar, the median pay of CEOs who are outsiders is $3.2 million more than the median pay of insiders. [9]
  • And Gregory Nagel of Middle Tennessee State University and James Ang of Florida State University used elaborate multiple regression analyses to show that, on average, going outside the company to fill the top office was justified in just 6% of cases. [9]
  • When you consider the fact that family businesses make up about 60% of the gross domestic product in the U.S., it’s easy to see that succession planning is a major issue facing business owners across the country. [10]
  • First off, only about 30% of family businesses even make it to the second generation. [10]
  • 1015% make it to the third, and 3 5% make it to the fourth. [10]
  • Additionally, according the Conway Center for Family Business, 40.3% of family business owners expect to retire at some point. [10]
  • In fact, other research from the Conway Center for Family Business tells us that 70% of family businesses owners would like to pass their business on to the next generation. [10]
  • KPMG conducted a global survey of 2,300 directors that showed that only 14% of directors had a detailed board succession plan , with no dramatic differences across the developed countries surveyed. [11]
  • Only 12% were satisfied with their detailed board succession plan that had been implemented. [11]
  • Twenty seven percent don’t discuss mandatory retirement or don’t have mandatory retirement ages and among the ones that do, half set the age at 72, but 75 is the new trend. [11]
  • Two thirds of boards don’t have term limits and the percentage of those with 11+ years is increasing. [11]
  • When webinar participants were asked why their succession planning efforts were not optimal, 40% said that not enough focus was being placed on planning three to five years out. [11]
  • Another 30% said it was due to not enough time being allocated on the board agendas. [11]
  • However 54% said that the issue of underperforming directors never gets addressed, leaving the shareholders not well served. [11]
  • Almost 40% of webinar participants indicated that they do not have a formal succession plan for their CEO. [11]
  • Yet, according to the Family Business Institute, the survival rate of a business transition from the 1st generation to the 2nd generation is just 30%. [1]
  • That number sinks down to 15% from the 2nd generation to the 3rd generation, and under 5% to the 4th generation. [1]
  • More specifically, they found that the gap between the value of a company with good leadership and that of a company with weaker leadership could be more than 35.5%. [1]
  • According to the U.S. Small Business Administration, they represent 99.7 percent of U.S. employer firms and 64 percent of new private. [12]
  • CHROs Struggle to Develop HighQuality Leadership Talent ARLINGTON, Va., January 16, 2020 More than one third of HR leaders report struggling to develop effective senior leaders and 45% struggle to develop effective midlevel leaders, according to Gartner,. [13]
  • Gartner research reveals that only 50% of approximately 2,800 surveyed leaders report they are well equipped to lead their organization in the future. [13]
  • Leading organizations recognize that no candidate may be a 100% match; instead, they focus on appointing a best fit leader who demonstrates the fundamental skills required and pairing them with other leaders. [13]
  • Gartner analysis showed organizations who use complementary leadership realized a 60% increase in team performance and a 40% increase in leaders’ own performance. [13]
  • Successors are often underdeveloped A recent Gartner survey showed that 81% of HR leaders cite lack of readiness as a top reason that a high potential candidate was unable to fill leadership positions. [13]
  • Succession planning based on existing roles misses the mark on future business needs The average organization has gone through five enterprise wide changes in the past three years, and 73% of organizations expect more change initiatives ahead. [13]
  • Planning for future leadership roles has almost double the impact on leadership bench strength as planning for existing leadership roles, however, only 15% of executives rate their HR team as effective in doing so. [13]
  • Women held only about 27% of senior management roles in S&P 500 companies in 2019. [13]
  • Racially and ethnically diverse employees account for only 13% of all senior leadership positions. [13]
  • A recent Gartner survey found that 88% of Diversity & Inclusion leaders identified “Promotions and/or Succession” as one of the talent processes most susceptible to bias. [13]
  • Failure to provide transparency around succession management disengages employees Gartner research found that 71% of employees think employers should increase transparency. [13]
  • In addition, a near record 4.3 million U.S. workers quit their jobs in December 2021, according to the U.S. Bureau of Labor Statistics. [14]
  • From January through November 2021, 1,231 CEOs left their posts, an increase of 1.1 percent over the 1,218 CEOs who did so through the same period in 2020, according to Chicago based outplacement firm Challenger, Gray &. [14]
  • In an August 2021 survey of 580 members of the Society for Human Resource Management who were actively working as HR professionals, 56 percent said their organization didn’t have a succession plan in place. [14]
  • Only 21 percent reported having a formal plan, while 24 percent said their organization had an informal plan. [14]

I know you want to use Succession Planning Software, thus we made this list of best Succession Planning Software. We also wrote about how to learn Succession Planning Software and how to install Succession Planning Software. Recently we wrote how to uninstall Succession Planning Software for newbie users. Don’t forgot to check latest Succession Planning statistics of 2024.

Reference


  1. deloitte – https://www2.deloitte.com/us/en/insights/topics/leadership/effective-leadership-succession-planning.html.
  2. thesuccessionsolution – https://thesuccessionsolution.com/why-succession-planning.
  3. myshortlister – https://www.myshortlister.com/insights/succession-planning-statistics.
  4. hireology – https://hireology.com/blog/5-stats-on-talent-management-and-succession-planning/.
  5. aiirconsulting – https://aiirconsulting.com/21-shocking-statistics-on-the-state-of-succession-planning/.
  6. accendotechnologies – https://accendotechnologies.com/blog/succession-planning-statistics.
  7. td – https://www.td.org/insights/succession-planning-is-your-organization-prepared.
  8. meridithelliottpowell – https://meridithelliottpowell.com/5-shocking-succession-planning-statistics/.
  9. gallup – https://www.gallup.com/topic/succession_planning.aspx.
  10. hbr – https://hbr.org/2016/12/succession-planning-what-the-research-says.
  11. abovethecanopy – https://www.abovethecanopy.us/family-business-succession-planning/.
  12. forbes – https://www.forbes.com/sites/forbesinsights/2017/05/24/succession-planning-needs-to-be-your-number-1-priority/.
  13. pnc – https://www.pnc.com/insights/small-business/business-planning/all-you-need-to-know-about-small-business-succession-planning.html.
  14. gartner – https://www.gartner.com/en/newsroom/press-releases/2020-01-16-gartner-identifies-the-top-five-succession-risks-that.
  15. shrm – https://www.shrm.org/hr-today/news/hr-magazine/spring2024/pages/succession%20planning%20is%20critical%20in%20uncertain%20times.aspx.

How Useful is Succession Planning

Achieving success in today’s fast-paced and highly competitive business landscape depends heavily on being prepared for the future. Companies that take the time and effort to invest in succession planning recognize the potential benefits it can bring. By identifying and grooming internal talent, organizations can navigate potential talent gaps, capitalize on emerging leadership opportunities, and minimize risks associated with unexpected departures. Furthermore, developing internal resources through succession planning not only nurtures capable leaders but also promotes loyalty and enhances employee morale.

Succession planning functions as both a powerful long-term strategic tool and a means of developing employees at every level of an organization. By providing clear career progression paths, it becomes an invaluable motivation and retention strategy. Employees who feel empowered by opportunities for professional growth are more likely to stay engaged in their roles and committed to their organizations.

Moreover, success is a collective endeavor, built on the shoulders of those who have come before us and those who will follow. By embracing succession planning, organizations acknowledge the importance of learning from the past and passing down knowledge, wisdom, and institutional memory to the next generation of leaders. This continuity promotes stability and can help organizations weather storms, adapt to change, and achieve sustainability in a volatile business environment. It is this long-term perspective that truly exemplifies the usefulness of succession planning.

Another crucial aspect of succession planning lies in the proactivity it demands from organizations. Waiting until a sudden leadership vacancy arises without a prepared successor can create tumult and hinder organizational growth. However, well-executed succession plans actively mitigate such risks by ensuring that leaders are ready to step into their new positions without delay. This proactive approach allows organizations to maintain momentum, foster continued innovation, and maximally serve their clients or customers.

Nonetheless, it is vital to acknowledge that succession planning is not without its challenges. At times, it may prove ineffective when organizations fail to adapt their leadership pipelines to evolving market conditions. Additionally, the successful execution of a succession plan relies heavily on accurate and thorough assessments of individuals’ potential, skills, and suitability for leadership roles. Hence, selection biases or a lack of clear criteria can lead to misjudgments and investment in candidates who may not be the best fit for future leadership positions.

In conclusion, while there are challenges and potential pitfalls in the implementation of succession planning, its benefits far outweigh its drawbacks. Organizations that invest time and resources into succession planning position themselves solidly for the future. By cultivating talent, promoting loyalty, facilitating knowledge transfer, embracing long-term strategies, and taking proactive measures, they maximize their chances of achieving sustainable success. An organization’s commitment to succession planning underscores its commitment to building a strong and resilient legacy, ensuring stability in leadership trajectories, and safeguarding continued achievements. The ultimate measure of its usefulness lies in its ability to bridge the gap between the accomplishments of today and the potential of tomorrow.

In Conclusion

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