Career and Succession Management for E-commerce and D2C
Named backups for the roles that cannot be vacant.
What this looks like in e-commerce and d2c
The parts of career and succession management that are specific to this sector, rather than general.
From Peak Hire to Permanent Team
The strongest recruitment channel you already have.
What this coversHide
From Peak Hire to Permanent Team
The strongest recruitment channel you already have.
What this coversHideEvery peak brings in a temporary workforce that has been trained, observed under pressure, and assessed in real conditions. Most businesses let all of it go and start again.
- Peak temporary
- Rehired seasonal
- Permanent associate
- Team lead
- Shift or floor supervisor
- Performance recorded per temporary worker during peak
- Conversion criteria stated before peak, not decided after
- Rehire and conversion list maintained between seasons
- Team lead route made visible to frontline staff
- Warehouse to customer service and quality movement
- Supervisor succession mapped ahead of the next peak
Converting even a small proportion of peak staff to permanent roles reduces the following year's training load noticeably, and it gives frontline workers a reason to perform during the weeks that matter most.
The general method — what career and succession management covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the succession and leadership development page. What is above is the part that differs for e-commerce and d2c.
Other HR topics for e-commerce and d2c
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for e-commerce and d2c, or another industry.