Would your business sink or swim if one of your key leaders decided to leave tomorrow? If your mind went straight to “operational chaos,” your ultimate lifesaver to prepare better is succession planning tools.
Leadership changes are inevitable. So, you need to do everything in your power to keep your business up and running regardless of who leaves. And that’s exactly what this guide will do for you.
We will give you all the information about the 17 tried-and-tested succession planning tools and software you need to fill critical roles at the very last minute—and stop others from leaving just because their manager did.
3 Best Free Succession Planning Solutions You Can Try
- Zoho People (Free Plan): Best for small teams that need free tools for performance tracking and basic succession planning.
- Bitrix24: Best for all-in-one free HR management with basic succession planning capabilities.
- OrangeHRM: Best for organizations looking for free, open-source HR solutions with basic succession planning tools.
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What Is Succession Planning?
The succession planning process identifies and prepares employees to fill key leadership roles when they become vacant. It develops top talent for future roles and aligns their growth with organizational goals to ensure continuity. A strong succession plan also minimizes risks, preserves institutional knowledge, and boosts employee engagement.
17 Best Succession Planning Assessment Tools & Software (Paid & Free List)
Review these paid and free succession planning tools and software and pick the ones that make the most sense for your organization’s needs and budget.
1. Peoplebox
Peoplebox helps you track high-potential employees and prepare them for future leadership roles. Its intuitive design makes it ideal for small to medium-sized businesses that need straightforward succession planning.
Notable Features:
- 9-Box Grid to identify high performers and potential leaders.
- Custom talent pools to map skills and career aspirations.
- AI insights for skill gaps and leadership readiness.
Pricing: Starts at $7/month per user.
2. Plum
Plum offers a science-backed platform to measure potential and match employees to roles that suit their strengths. It’s ideal for companies focused on data-driven succession planning.
Notable Features:
- Talent flow to pinpoint internal candidates for leadership.
- AI-driven development paths to align employees’ goals with business needs.
- DEI-focused analytics to build a diverse leadership pipeline.
Pricing: $750/month
3. Succession Wizard
Succession Wizard simplifies the planning process for small and mid-sized companies. It’s a no-frills tool for identifying and managing succession pools without unnecessary complexity.
Notable Features:
- Easy-to-use interface for monitoring career progression.
- Customizable development plans for successors.
- Clear visualizations of gaps in talent pipelines.
Pricing: Starts at $399/month per user.
4. SAP SuccessFactors
SAP SuccessFactors provides enterprise-level succession and talent development tools. It’s ideal for large organizations that need advanced analytics and seamless integration with HR systems.
Notable Features:
- Develop talent pools for critical roles with customizable criteria.
- Predictive analytics to forecast leadership risks.
- Integrated learning and development programs for successors.
Pricing: $8/month per user.
5. TalentGuard
TalentGuard helps you develop career paths and customized skill development plans. It’s a great choice for organizations that value employee engagement and long-term development.
Notable Features:
- Risk mitigation tools to address leadership gaps proactively.
- Transparent career path options for employees.
- Advanced talent search to match internal skills to roles.
Pricing: Starts at $7/month per user (free trial available).
???? Did You Know?
Passive talent makes up 70% of the global workforce.
(Source)
6. Quantum Workplace
Quantum Workplace aligns succession planning with employee engagement, which ensures potential leaders remain motivated. It’s ideal for organizations that prioritize keeping high-potential employees engaged.
Notable Features:
- Integrated development goals with coaching notes.
- Talent reviews with retention risk analysis.
- Diversity metrics to support inclusive leadership planning.
Pricing: Starts at $3-$5/month per employee.
7. Mercer | Mettl
Mercer | Mettl specializes in assessments that evaluate personality, cognitive abilities, and leadership readiness. It’s perfect for organizations that need in-depth assessments for succession planning.
Notable Features:
- Comprehensive personality and behavioral assessments.
- Virtual and blended assessment centers for flexibility.
- Pre-built tests mapped to standard leadership competencies.
Pricing: Custom pricing based on needs.
8. UltiPro by UKG
UltiPro combines HR, payroll, and succession management in a user-friendly platform. It’s an excellent choice for organizations that need an all-in-one solution.
Notable Features:
- Succession management tools to identify high-potential employees.
- Custom reporting for talent readiness.
- Integrated learning resources for development.
Pricing: $27-$37/month per employee.
9. Saba (Cornerstone OnDemand)
Saba offers a comprehensive approach to leadership development and talent management software solutions. It’s ideal for organizations that need robust training integrations.
Notable Features:
- Competency-driven talent pools for critical roles.
- Continuous learning with integrated training modules.
- Flexible customization options for large teams.
Pricing: Custom pricing based on needs.
10. PeopleFluent
PeopleFluent focuses on data-driven talent mapping and career path visualization. It’s a great choice for enterprises that manage large-scale succession plans.
Notable Features:
- Predictive analytics for turnover risks.
- Dynamic succession scenario modeling.
- Integration with existing HR tools for seamless data flow.
Pricing: Starts at $20,000/year.
11. Lattice
Lattice combines performance management and talent development with succession planning. It’s a great fit if you want to align leadership growth with ongoing employee feedback.
Notable Features:
- Goal-setting tools to align leadership readiness with business objectives.
- Real-time feedback for tracking successor development.
- Integrated engagement surveys to assess leadership impact.
Pricing: Starts at $11/month per user.
???? Food For Thought:
27% of talent professionals are using GenAI in daily recruiting tasks.
(Source)
12. ChartHop
ChartHop focuses on workforce visualization and succession planning. It’s ideal for HR leaders who need dynamic org charts and detailed data on internal talent.
Notable Features:
- Interactive org charts to map succession scenarios.
- Data-driven workforce planning insights for talent decisions.
- DEI analytics to build equitable leadership pipelines.
Pricing: Starts at $6/month per employee.
13. Workday Human Capital Management
Workday’s Human Capital Management system offers a complete suite for HR management, including succession planning tools. It’s suited for enterprises that need integrated solutions for talent, payroll, and workforce analytics.
Notable Features:
- Talent marketplace to identify and nurture potential leaders.
- AI-powered “what-if” scenarios for succession risk mitigation.
- Unified data integration with HR systems.
Pricing: $34-$42/month per employee.
14. ClearCompany
ClearCompany specializes in talent acquisition and development, making it a strong choice if you’re just starting your succession planning journey.
Notable Features:
- Competency-based succession tracking for critical roles.
- Personalized onboarding and development plans.
- Employee performance tracking with predictive insights.
Pricing: $60/month per user.
15. PageUp
PageUp supports end-to-end talent management with a focus on employee development and internal mobility. It’s a versatile solution for medium to large organizations.
Notable Features:
- Succession mapping with a focus on cross-department mobility.
- Skill gap identification and training integrations.
- Real-time analytics for key leadership positions and leadership readiness.
Pricing: $6-$9/month per user.
16. BambooHR
BambooHR is a user-friendly HR platform with light but effective succession planning features. It’s a great pick for small to medium businesses looking for simplicity.
Notable Features:
- Employee profiles with skill tracking for succession readiness.
- Customizable performance reviews to align with leadership criteria.
- Easy integration with training and development tools.
Pricing: $12-$22/month per employee.
17. PerformYard
PerformYard focuses on simplifying performance management and aligning it with succession goals. It’s ideal for companies that require clarity and focus in talent assessment.
Notable Features:
- Performance reviews tailored to leadership potential.
- Detailed employee analytics for identifying high-potential talent.
- Integration with 360-degree feedback for holistic assessments.
Pricing: $5-$10/month per user.
How To Pick The Best Succession Planning Tool For Your Needs
Consider these 5 key factors when choosing your succession planning tool.
i. Customizable Development Plans
Look for tools that let you create tailored leadership development paths for individuals based on their unique goals, skills, and roles. This ensures alignment with your company’s specific succession goals.
ii. AI-Driven Insights
Prioritize tools with AI or predictive analytics to identify high-potential employees, predict future leadership gaps, and recommend actionable development strategies. This helps you stay proactive rather than reactive.
iii. Integration With Existing Systems
Choose a solution that integrates seamlessly with your HRIS, performance management, and engagement tools to create a unified workflow. This avoids data silos and ensures a comprehensive approach.
iv. Scenario Modeling Features
Select tools that offer scenario planning or “what-if” modeling to visualize potential succession outcomes and test the impact of various transitions on your organization.
v. Diversity & Inclusion Metrics
Make sure the tool supports tracking DEI metrics, so you can build a leadership pipeline that reflects a commitment to equity and diverse representation.
⁉️ Interesting Fact:
76% of people are open to AI-driven onboarding.
(Source)
How To Create A Business Succession Plan: Guide + Template
Use these 8 steps to build a comprehensive succession plan for your goals.
- Identify Key Positions: List key roles that are important to your organization’s operations and long-term success.
- Evaluate Current Talent: Conduct performance reviews and skills assessments to identify employees with leadership potential.
- Define Key Competencies: Specify the skills, experience, and attributes necessary for success in each critical role.
- Develop Individualized Plans: Create personalized development plans that address skills gaps and prepare candidates for future roles.
- Incorporate Scenario Planning: Use “what-if” modeling to visualize potential succession scenarios and their impact on business continuity.
- Track DEI Metrics: Make sure diversity and inclusion metrics are part of your succession strategy to build an equitable leadership pipeline.
- Establish Mentorship Programs: Pair high-potential employees with mentors who can offer guidance and insights into leadership challenges.
- Review & Update Regularly: Set quarterly or annual checkpoints to reassess roles, update development plans, and adapt to changes.
Ready-To-Use Template
Here’s a simple template you can copy and adapt to your organization’s needs:
| Business Succession Plan Company Name: [Insert Name] Date Created: [Insert Date] Last Updated: [Insert Date] I. Critical Roles Identified 1. [Role Name] 2. [Role Name] 3. [Role Name] II. Key Competencies for Each Role – [Role Name]: [List key skills and attributes] – [Role Name]: [List key skills and attributes] III. High-Potential Candidates – Role [Role] – Candidate Name [Name] – Skills Gaps [Gap] – Development Plan [Action Steps] IV. Development Activities 1. Mentorship: [Mentor Name and Focus Area] 2. Training Programs: [Details and Dates] 3. Stretch Assignments: [Projects and Outcomes] V. Scenario Planning – Risk Factors: [Describe potential risks if roles are vacant] – Contingency Plans: [Outline solutions for each scenario] VI. Review Schedule – Next Review Date: [Insert Date] – Key Stakeholders Involved: [List Names and Roles] |
Conclusion
There’s no doubt that succession planning tools are powerful. But you need to look for solutions that fit your business and don’t break the bank—or your patience. The tools we’ve listed here will help you future-proof your organization with high-potential employees and leadership development plans.
But we all know that software can only do so much. What happens when your talent pool is just plain dry and you’re stuck with underqualified candidates? (Hint: GENIUS!).
We source top-tier talent from the Philippines and Latin America. These candidates meet your skill requirements AND align perfectly with your company’s culture and goals. Our 12-step vetting process and 6-month talent guarantee ensures 0 bad hires and decreased turnover rates.
Combine the power of cutting-edge succession planning software with Genius’ unmatched ability to find the right people for the job. Start hiring with Genius today.
FAQs
Are succession planning tools only for large companies?
No, businesses of all sizes can benefit from succession planning tools. Small businesses can use simpler, budget-friendly tools to plan for key roles.
Can succession planning tools integrate with existing HR systems?
Yes, most modern tools integrate seamlessly with HRIS, performance management, and engagement platforms for a unified workflow.
What is the 9-box grid, and how does it relate to succession planning?
The 9-box grid is a framework that evaluates employees based on their performance and potential, dividing and plotting them across 9 key data points: high, medium, and low performance combined with high, medium, and low potential, helping identify future leaders.
What is the difference between succession planning tools and talent management tools?
Succession planning tools focus on leadership transitions and critical role readiness, while talent management tools cover broader HR functions like performance and training.
