How To Create an Employee Transition Plan (With Example)

What is an employee transition plan? Employee transition plans are a living documents that managers use to structure an organizational transition. Whether an employee is leaving their role or starting a new one, a transition plan can help streamline all processes involved.

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How to create an effective employee transition plan

Although the design of an employee transition plan will frequently depend on the particulars of the circumstance, managers can take a few fundamental steps to create a successful plan. Following these seven steps will help you create a successful employee transition plan:

1. Create an organizer

The first step in drafting a successful employee transition plan is to create an organizer. Since there are numerous tasks to complete during a transition period, you should efficiently coordinate these tasks using a logical format. This organizer can assist you in keeping all the details of an employee’s transition in one convenient document because all the information you document will need a place to live.

2. Ask the transitioning employee for assistance

You should work together with the team member leaving their role when creating an employee transition plan. This will enable you to be considerate of them during their transition period and will enable them to facilitate the shift more generally. In order to get the transitioning employee’s perspective on the details of their transition, which are detailed below, you should ask.

Furthermore, a departing employee can assist in setting up the necessary infrastructure, paperwork, and extra work to make the transition of their potential successor easier. For instance, if a teacher leaves their position in the middle of the school year, they might be able to create a few weeks’ worth of extra lesson plans to help their replacement get ready for the position. Evidently, enlisting the assistance and input of the transitioning employee can be very advantageous in the long run.

3. Determine who should be informed of the transition

You’ll want to decide who needs to be informed of the transition with the aid of your transitioning employee. Your organization’s personnel will be directly impacted by the employee’s transition, so you should probably start your notification process by reaching out to them.

From here, you might want to adopt a need-to-know strategy to safeguard the privacy of the transitioning employees. You should make an effort to determine precisely what details other employees need to be aware of. To put it another way, if one employee’s transition won’t directly affect another, that employee likely doesn’t need to be personally informed.

4. Identify a successor

It’s crucial to decide who will take over for your transitioning employee. As a result, details about the new candidate search and interview processes should be included in your transition plan. By doing this, you can greatly speed up the transition by involving the transitioning employee in the selection and training of their replacement. You can include action items for the successor in the transition plan once you’ve identified one.

5. Set a time for analysis and feedback duties

It’s crucial to schedule time for exit interviews and feedback opportunities when employees leave their positions. By gathering such information, you can better understand where your business needs to develop its employee support infrastructure and how to transition employees to their successors. Your transition plan may specify the days, hours, and protocol for these opportunities for feedback.

6. Create a communication plan for staff members

You might want to include a communication strategy for alerting staff members in your transition plan. You should sit down with the transitioning employee to draft the language you’ll use to inform their peers once you’ve determined who will be informed and who exactly. When the transition is discussed, this can make everyone involved feel at ease and ready.

7. Help the transitioning employee leave on a positive note

A protocol for assisting the transitioning employee to leave their position on a positive note should be part of your transition plan. Because employee transitions can be difficult, maintaining a positive attitude and professionalism can significantly improve team morale. You might think about providing a forum for coworkers to express their gratitude to the departing employee and to say goodbye.

What is an employee transition plan?

Managers use employee transition plans, which are dynamic documents, to structure organizational changes. A transition plan can assist in streamlining all procedures whether an employee is starting a new position or leaving their current one. In general, these plans can assist managers in establishing actionable steps within organizational shifts and assisting transitioning employees in succeeding.

Employee transition plans are most frequently implemented when an employee leaves or changes roles, even though they can be used to train and develop new hires. This may happen if a worker quits their job outright or moves to a different position within the same business. Because these transitions are typically the most difficult for organizations to manage, they call for such intricate plans.

A transition plan can make such shifts as seamless as possible, whatever the circumstances. The various duties and details managers must handle when an employee transitions out of a role are organized using transition plans frequently, including:

Given the plethora of duties that managers must perform during an employee’s transition, putting these responsibilities in writing and outlining precise steps for a smooth transition can greatly improve the process for everyone involved. You can keep transitioning team members responsible for their current workload and create a clear outline of prior work for their successors by documenting these plans.

Example of an employee transition plan

Even though there are numerous formats for structuring successful employee transition plans, the following is one illustration of how you could make your own organizer to direct a fruitful organizational shift:

GreenWorks employee transition plan

Effective October 17, 2021

Organizational parties involved

Manager: Josie Rodriguez
Employee: Ben Marques

Role: Product developer
Last date of employment: December 17, 2021


With the help of this transition plan, Ben Marques will outline all tasks still in progress, streamline his departure from GreenWorks, and make sure his role is smoothly transferred to a replacement. Ben will take part in creating a communication plan, choosing a replacement, and putting together tasks to help his replacement get ready, as was previously discussed.

Communication plan

Ben and I have agreed that we will only inform his immediate teammates of his transition up until the week before he departs. This will facilitate the completion of other departments’ tasks and adequately prepare Ben’s team. Ben will create specific wording to inform both his immediate teammates and the entirety of GreenWorks.

Successor search

Administrative processes

The following administrative tasks must be finished by Josie prior to Ben’s departure on December 17, 2021:

Exit interview and feedback protocol

During his final week of work at GreenWorks, Ben will take part in an exit interview. On December 15, 2021, at 10:00 AM EST, this interview will take place. Janice Evans, his immediate boss, and George Find, director of human resources, will be there for about an hour. Ben will have the chance to discuss his time at GreenWorks in general during this interview, which will help us determine how we can support his successor and others at the company more effectively.

Appreciation protocol

Ben has worked as a product developer for GreenWorks for many years, and we will hold a celebration of him and his accomplishments there to help him leave on a happy note. This party will take place after Ben’s departure has been announced to the entire organization, probably on December 17, 2021.


What should be included in an employee transition plan?

Your ongoing obligations, ongoing projects, contacts, and any other information pertinent to your position are all listed in the transition plan. A transition plan can also include the jobs and assignments you want to finish before leaving.

What is HR transition plan?

5 Key Components of Effective Transition Planning
  • Focus on parent connections, access to peers, and information sharing.
  • Place a focus on the student’s work history, experiences, and skill set
  • Focus on community engagement, resources, and supports. …
  • Foster self-efficacy and goal-setting.

What does employment transition mean?

The Transition Plan will assist your organization in ensuring that the incumbent’s responsibilities are carried out in the event of a vacancy by reducing this risk and the negative effects on other people’s workloads, priorities, and deadlines when a departure is realized.

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