—Ask Janea —Planning and Succession Strategies in OOH

Workforce Planning and Succession Strategies in the OOH Industry—Ask Janea
—HR in Out of Home—Got people problems?  Let’s solve them together!

by Janea S. McDonald, PhD, PHR, SHRM-CP
janea@edgehrconsulting.com  www.edgehrconsulting.com

Companies need to focus on workforce planning and succession strategies to stay ahead in the ever-evolving out of home industry. Leaders in the OOH industry must address talent gaps, develop future leaders, and build a resilient workforce that can adapt to industry shifts.

The Importance of Workforce Planning

Workforce planning is crucial for maintaining business continuity and ensuring organizations have the right talent to meet future needs.

Key components of workforce planning in OOH include:

• Identifying Critical Roles: Understanding which positions drive revenue, innovation, and operational efficiency.
• Assessing Talent Gaps: Evaluating current workforce capabilities against future industry trends.
• Strategic Hiring: Recruiting individuals with the skills needed to make your strategic plan a reality.
• Employee Development: Offering training and mentorship to “up-skill” current employees and prepare them for leadership roles.

Building a Strong Succession Strategy

Succession planning ensures businesses are prepared for leadership transitions, minimizing disruptions and maintaining momentum. The OOH industry, with its mix of traditional and digital expertise, requires a well-thought-out approach to grooming future leaders.

Steps to develop an effective succession plan:

• Identify High-Potential Employees: Recognize employees who demonstrate leadership qualities, adaptability, and a deep understanding of the OOH landscape.
• Develop Leadership Pipelines: Provide targeted development programs, coaching, and cross-functional training to prepare employees for higher roles.
• Encourage Knowledge Transfer: Implement mentorship programs where experienced leaders can share industry insights with emerging talent.
• Create Career Pathways: Define clear career progression opportunities to retain top talent and reduce turnover (remember, turnover is EXPENSIVE)
• Leverage Technology and Data: Use HR analytics to track employee performance, predict future skills needs, and refine succession strategies.

Conclusion

As the OOH industry evolves, workforce planning and succession strategies are more important than ever. OOH companies can build a strong, sustainable workforce that remains competitive in a dynamic market by proactively identifying talent gaps, investing in employee development, and preparing future leaders. Practical strategies will secure business continuity and drive growth and innovation for years to come.

Side Note:  the phrase “succession planning” isn’t a negative – it’s not a plan to replace people for the fun of it – it’s a plan to have the right people in place to ensure your organization continues to succeed!

Let me know if I can help!  I have a great tool to help you determine who might need to be part of your succession planning.  Email me and I’ll send it to you. Super exciting and helpful stuff is in the pipeline!

Please keep sending in your questions, as you’re not the only one experiencing workplace issues, and others can benefit from reading how to handle specific situations.

This is your chance to get expert advice and see your question featured!  Please email me at janea@edgehrconsulting.com.  Let’s work together to make people problems easier to handle. Visit www.edgehrconsulting.com

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