Would your business be able to function ( and function well ) if you or other key employees were unexpectedly taken out of the picture ? If you don ’ t have a plan for this possibility in place , the answer is likely , “ no .”

As a leader , it ’ s critical to be prepared for the unexpected , both the good and the bad . Let ’ s look at a few reasons why a relied-upon employee may suddenly be gone .

First , consider generational motivations : Currently , there are five generations in the workplace , each motivated by different things . Traditionalists are motived by respect , recognition and providing long-term value to the company , so they usually don ’ t just disappear . Baby Boomers are motived by company loyalty , meaning they too are very unlikely to leave your organization with no notice . However , members of Gen X are motivated by diversity , work-life balance and put

their personal-professional interests first , rather than the company ’ s interests . Millennials are motivated by unique work experiences , and members of Generation Z are motivated by personalization , individuality and creativity .

This is key to understand because if , at any point , a member of Gen X , a Millennial or a member of Generation Z loses what motivates them at work , it ’ s very likely they will leave a company , and with little or no notice .

Second , sometimes things just happen . Employees get sick and can ’ t work . Or maybe they win the lottery . Or , what would happen if they got hit by a bus ?

You must think beyond the present and have a sound succession plan for your position , as well as standard operating procedures , systems and strategies that ensure everyone in your organization has a plan for their position too .

Walk through this checklist to create your plan :

Is someone a single source of knowledge on a certain project ? Is what they do documented or in their head ? Document all important business processes !

Implement “ Train the Trainer ” programs where employees work alongside seasoned professionals , learning the necessary knowledge and skills needed for the job so they can create training manuals for the position .

Pair people up . Identify rising stars and pair them with key leaders to learn the ropes so they are prepared to step up in case of emergency .

The reality is , every employee will get hit by the metaphorical bus at some point ; they will quit , retire or leave for some reason . Make sure you have a plan built on documenting , cross training and mentorship .

Laura Chambliss

Continuing Education & Outreach at Troy University