The lack of succession planning in the home building industry amazes me. Few of the builders who do it go beyond the most senior-level positions. Quality people are in short supply in our industry, so keeping them is key to long-term success.

Things to consider:

• Share your plan with your people so they understand your vision and expectations.
• Have a handle on each employee's strengths and developmental needs and share it with each one.
• Realize that some employees are content in their current role. Every company has core associates who enjoy doing a good job as salespeople, customer service representatives or superintendents.
• Anticipate. Changes at the top typically create changes down the line. Be prepared for the ripple effect.
• Adapt. A succession plan is a work in progress. Things change, people change, situations change.
• People stay where they feel appreciated, are paid fairly and have a sense of purpose. The time to make them feel special and important is now.