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Talent Suite · Succession
Succession planning software that shows who is next
Name your critical roles, record a succession plan for each, assign the potential successors you have in mind, and set a readiness level, all maintained by an administrator on the same employee record as HR.
The short answer
Workzoom succession planning software lets an administrator name key positions, record a succession plan for each, assign potential successors, and set a readiness level. An administrator can compare a successor's recorded skills and certifications against the target job profile and review the plans through built-in reports. Because succession sits on the same employee record as performance, learning, and position data, an administrator references current information while planning, though updating a plan or readiness is a step they take rather than an automatic feed. Workzoom succession planning software is built for employers with 50 to 5,000 employees.
Live on Workzoom right now. North America and the Caribbean.
The real problem
03 pain points
Where succession planning breaks down today
Plans built on stale, manually gathered input go out of date immediately. They describe an org that no longer exists.
The Workzoom answer
Workzoom keeps succession plans on the employee record, so an administrator can update successors and readiness whenever something changes rather than once a year.
Talent Suite
Know who is next before you need them.
Every Workzoom suite shares the same employee data, so succession stays current with payroll, HR, workforce, and talent without an export or an integration to maintain.
Benefits
Why Succession?
Succession Plans for Critical Roles
Record a succession plan against a position and assign the potential successors you have in mind, so the names for each critical role live in Workzoom instead of a private spreadsheet. Plans are created and maintained by an administrator.
Readiness You Set and Can See
An administrator assigns a readiness level to each potential successor, so the bench for a role is recorded in one place. To gauge a successor, an administrator can compare their recorded skills and certifications against the target job profile.
Plans Tied to Positions, Not People
Succession plans are built against positions, so the plan for a critical role stays in place when the person who holds it changes. When a role opens, the successors an administrator has recorded are already there.
How it works
How succession planning software runs in production.
SUCCESSION PLAN STRUCTURE
Record plans for key positions and assign successors
Create a succession plan against a position rather than the person who holds it, and assign one or more potential successors. The plan stays with the role, so it remains useful when the incumbent changes. Plans are created and maintained by an administrator.
- Create succession plans for positions independent of who holds them now
- Assign one or more potential successors to each plan
- Set a readiness level on each successor so the bench is recorded
READINESS AND SKILL REVIEW
Set readiness and compare a successor to the target role
An administrator assigns a readiness level to each successor and can compare the successor's recorded skills and certifications against the requirements defined on the target job profile. The comparison is run by the administrator, not generated automatically.
- Assign a readiness level to each potential successor
- Compare a successor's recorded skills and certifications to the target job profile
- Required skills and certifications are defined on the job profile
ONE EMPLOYEE RECORD
Succession runs on the same record as the rest of Workzoom
Succession plans sit on the same employee record as performance, learning, and position data, so an administrator reviewing a successor works from current information without re-keying it. Updating a plan or a readiness level is a step an administrator takes.
- Plans and successors recorded on the same employee record as HR
- Reference an employee's recorded reviews, training, and certifications while planning
- Readiness and plan changes are made by an administrator, not automatically
SUCCESSION REPORTS
Reports that list your plans, successors, and readiness
Workzoom includes succession reports that list the plans you have recorded, the successors assigned, and the readiness an administrator has set. They reflect what has been entered, not a live calculation from other modules.
- Successor Plans report: current plans with the job profile and management level
- Successors by Readiness Level: successors grouped by the readiness you assigned
- Succession Planning report: plans that have a successor assigned, with a coverage view
DEVELOPMENT IN CAREERS
Development plans for successors live in Career Planning
Development plan records are created in the Career Planning module and assigned to employees by an administrator. Succession keeps the plan and successor list; development plans and any course assignments are maintained alongside, by hand, on the same employee record.
- Development plan records are created in Career Planning, not Succession
- Development plan records are visible to administrators
- Link a successor's development to a course manually through Learning
Customer stories
Proof, not slideware.
Teams running Workzoom succession on real payroll, real schedules, real headcount. View all case studies
Before Workzoom, we were buried in spreadsheets. Now HR is so much simpler. We spend less time on admin and more time supporting our staff and residents every single day.
What mattered most was choosing a solution built for businesses like ours. Workzoom delivered everything we needed, from payroll to facial recognition clocks, and worked with us every step.
32
case study: hires onboarded in three months, zero paper
We would not be able to hire the way we do with the same resources. It has kept our headcount consistent without growing it, saving us time and money every single cycle.
200+
case study: employees across multiple entities, one record
Workzoom completely transformed our payroll process in just one month. So easy to audit, validate, and make corrections, even at the last minute. The support we received was incredible.
Moving to Workzoom was the right move. It gave our dynamic report and payment structures the flexibility we needed, at the right price.
Switching to Workzoom made managing payroll and timekeeping so much easier. We processed our first payroll faster than we expected and now feel far more confident in everything we do.
Keep exploring
More from the Talent Suite.
Pair Succession with the rest of the Talent Suite. One employee record, nothing to integrate or maintain.
Performance
Goal setting, self-evaluations, manager assessments, 360 and peer reviews, and competency assessments, all on the same employee record an administrator uses for compensation, development, and succession decisions.
Learning
A course set to apply to a role assigns when someone moves into it, and certifications are recorded with a notification before they lapse. No spreadsheet of who's due.
Career Planning
An administrator tool that maps the routes between roles, records development plans on the employee profile, and compares an employee's skills and certifications against a target job profile, all on the record that runs HR and payroll.
Workzoom is $4 USD per suite per employee per month, or $16 all-in for the full platform. No setup fees, no long-term contract. See pricing.
Get started
See Succession on your own data.
A 15 to 60 minute working session, not a slide deck. We walk through Succession live, on your headcount and your industry, then give you a straight answer on fit and price.
Workzoom works with organizations of 50 or more employees. See our minimums.
Frequently asked
What teams ask before turning on Succession.
Specifics on how Workzoom succession works, what it costs, and how it connects to the rest of the platform.
Workzoom's succession planning lets an administrator name critical positions, record a succession plan for each, assign potential successors, and set a readiness level. The plans sit on the same employee record as performance, learning, and position data, so an administrator references current information while planning. Updating a plan or a readiness level is a step the administrator takes.
Performance reviews and competency assessments are recorded on the same employee record, so an administrator can reference them when deciding a successor's readiness. The performance data is not linked to a succession plan, and readiness does not update on its own. Any change to a plan or readiness level is made manually.
An administrator assigns a readiness level to each potential successor and can compare the successor's recorded skills and certifications against the requirements on the target job profile. The comparison is run by the administrator using the employee's profile and certification reports, not generated automatically.
Training and certifications are recorded in Learning, so an administrator can reference them when reviewing a successor. Completing a course does not update a readiness profile automatically. An administrator updates the readiness level when they decide it has changed.
Potential successors and development plan records are maintained in Career Planning on the same employee record. An administrator can use the role maps and development plans alongside a succession plan, but the modules do not exchange readiness automatically; the connection is one the administrator maintains.
Workzoom's Organization module defines which jobs and positions exist, who holds them, and where they sit in the reporting hierarchy. Succession plans are built against those positions, so an administrator can record a plan for a critical role and keep it with the position rather than the person.
Workzoom includes succession reports that list what an administrator has entered: a Successor Plans report with the current plans plus job profile and management level, a Successors by Readiness Level breakdown grouped by the readiness assigned, a Succession Planning report covering plans that have a successor assigned, and a Successor Readiness report showing the plan, potential successor, target job, particulars, and readiness.
By recording a bench for each critical role, succession planning gives an administrator a place to name backups before a role opens. A strong successor who has no recorded plan is the common failure mode; keeping plans and readiness in one place makes that easier to spot.