Once you have a handle on the ripple effect that the departure of your critical roles might cause, choose team members who could potentially step into those roles.
In Sprint Planning, discuss:
- If we were to hire for the role internally, which team members would be the strongest candidates for stepping into this role?
- Would those candidates need training? And, if so, what type?
While the obvious successor to a role may be the person who is immediately next in line in the organisational chart, don’t discount other promising employees. Look for people who display the skills necessary to thrive in higher positions, regardless of their current title.