Succession Planning Strategies for Philadelphia Small Business Owners

by Rachel Hazzard
August 29, 2024

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Philadelphia’s small businesses are the backbone of the city’s economy, providing jobs, contributing to local culture, and driving community development. However, as business owners approach retirement or consider stepping away from their day-to-day roles, the question of what comes next becomes critical. Without a clear succession plan, even the most successful business can face challenges that may threaten its future. Here’s how you can protect your business’s legacy after you’ve stepped down.

What is a succession plan?

A succession plan is a strategic process for ensuring continuity of leadership. This is more than simply selling your business when you retire, it is an intentional exit strategy. It involves identifying individuals within your organization to take over leadership roles when current leaders leave, retire, or are otherwise unable to continue in their positions. For small business owners, succession planning involves preparing for the transition of ownership and management to ensure the continuous operations and success of the business.

Why do I need a succession plan?

You’ve likely devoted a great deal of time and money to your small business, so you want it to succeed after you’re no longer at the helm. A succession plan allows your business  to continue operating smoothly once you retire, but can also be helpful in guiding the business in the event of an unexpected departure due to illness. 

Creating a succession plan

Now that you understand why you need a succession plan, here’s a step-by-step guide to creating a successful one:

  1. Decide on your exit strategy

There are several options you have when determining what to do with your business when you’re ready to retire. You can choose to keep the business in the family by transferring ownership to a child, grandchild, niece or nephew, or other family member. You can sell the business to a partner, employee, or outside buyer. Or you can simply choose to close up shop. Choosing the right strategy for your business takes some research and reflection.

  1. Determine your business’s value

In order to make the most informed decision you can, having an accurate business valuation is essential. It is a crucial step if you plan to sell the business or if you’ll be dividing assets among multiple individuals. Consider hiring a certified business appraiser to help you with this. 

  1. Develop a transition plan

If you plan to hand your business off to a family member or sell to a partner or employee, creating a thorough training and transition plan is critical. Develop a tailored plan for your successor that equips them with the business background, knowledge, skills they need to step into your role. 

The transition can take place gradually or can happen quickly depending on your circumstances. You’ll want to work with your successor one-on-one and provide hands-on experience on the various aspects of the business. If you have the time, gradually reduce your involvement in big decisions, allowing the successor to take on more ownership of the role.

  1. Communicate the plan

Communication is key when implementing a successful succession plan. Make sure internal stakeholders, including family members, employees and  business partners are kept informed. Transparent communication can help avoid confusion and conflict. 

You’ll also want to inform external stakeholders like customers and suppliers about the transition as well. Assure them that operations will continue without interruption. 

  1. Monitor and adjust as needed

A well-structured succession plan is often created years in advance of your anticipated departure, so you’ll need to revisit it occasionally to make sure the plan is still relevant and reflects any changes in your business, the industry, and personal circumstances. 

  1. Finalize the handover 

Once your successor is fully prepared to take over, you can finalize the handover. Mark the occasion with a formal announcement or event to acknowledge the change in leadership and to reinforce the business’s commitment to its future.

7. Support your successor post-transition

Many business owners find that they still desire being involved in the business after they’ve left. This is an excellent opportunity to act as a mentor, allowing you to offer continued support to your successor and help them address challenges they may face in their first few months in the new role.

You can also enroll your successor in ongoing executive coaching to help them refine their management style and prepare them for long-term success. 

A well-crafted succession plan is essential for ensuring that your small business continues to thrive under new leadership and preserves the legacy you’ve built. Without a succession plan in place, a business can struggle to survive after the owner leaves. So dedicate some time now to building a succession plan that protects your business far into the future. 


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