Your manager just asked who on your team might fill your shoes someday. If you’re feeling a bit freaked out, especially with all the layoffs these days, you’re not alone! While I can’t read the tea leaves at your company, I can tell you that succession planning is a normal part of being a leader. Whether the change comes from a promotion, a new role, or unexpected circumstances, the goal is to ensure that your responsibilities are transitioned smoothly and the organization continues to run without a hitch. If someone on your team is ready to step up, great! If no one is interested, planning for the future is still important. So, where do you start?

First things first: have a chat with your manager to see what they’re really after. Do they want a quick backup plan or a full-on succession strategy? Knowing this will help you put in the right amount of effort and focus on what really matters. You don’t want to put in hours of work and have them say, “Oh, you could have just said we need to do an external hire.” On the flip side, you don’t want to say, “Do an external hire,” and have them think you didn’t take the request seriously or aren’t providing leadership growth opportunities for your team.

No matter what level of succession planning your manager is looking for, keep talking to your team about their career goals. What excites them, and how do they see their future within the company? This will give you a sense of who might be interested in stepping into a leadership role one day. Keep checking on their evolving goals, since individuals might change their mind as they gain more experience and confidence.

While you’re at it, share your experiences of what management is really like with the folks who show aptitude for leadership. This honesty can make the role seem more real and less intimidating. A lot of people avoid management because they have the wrong idea about what it actually involves.

Even if they’re not interested in management, find ways to give your senior people leadership opportunities. Let them lead meetings and projects, mentor others, or take on new responsibilities that go beyond their own work. These experiences are invaluable and can prep them for future leadership roles, even if they stick to the technical track. It’s great for their growth, boosts team autonomy, and helps the business succeed.

If no one on your team is interested in switching to the management track, talk to your peers and check out their teams for people who are eager for leadership roles. Sometimes the right person might be in another department, ready for a new challenge.

If your manager wants a more complete plan and it’s looking like your best bet is an external hire, start by writing a clear job description for your role. If you have the job description that got you hired or promoted, you can use that as a starting point. Update it to reflect the skills, responsibilities, and expectations for what you do today. Creating this doc and looking at the descriptions of others in the organization can also double as a way for you to think about your own career and growth. What do you want to do in the future, and who’s doing that now?

If you don’t already have one, create a Business Continuity and Disaster Recovery (BCDR) plan. This should detail your key areas of ownership and recurring responsibilities, and identify people who can cover these tasks if you’re unavailable for a while. This plan is also handy if you need to take unexpected leave or during a crisis that impacts the whole team. It gives everyone a clear path to follow when you’re not around.

Now you can wrap it all up by pulling together your notes from team chats, the job description, and the BCDR plan into a simple document with your recommendations. Update these at least once a year or when major changes happen. This document will be a lifesaver for your manager and the company, offering a clear roadmap for a smooth transition. Just remember, if you leave the organization, this is a recommendation, not necessarily the final plan they’ll follow. But this gives everyone, including you, some peace of mind about the future.