b'PLANIFICATION DE LA RELVEvision about the companys future. If thesePour Flynn, la planification de la relve se dcrit le mieux comme une philosophie. are people that dont want to help others, Vous devriez avoir un plan crit, mais cest en ralit plus un tat desprit. Vous the business will very quickly deteriorate. devriez toujours trelafft des meilleurs talents, et je pense quil a t plus facile pour nous dembaucher des personnes trs comptentes. Des plans et des personnes Flynn Group of Companies doivent tre en placetous les niveaux, car vous ntes rien sans vos quipes sur le terrain. Jai vu trop souvent des propritaires dentreprise qui cherchentvendre et Ourworkingphilosophyisthattherequi ont attendu beaucoup trop longtemps avant de planifier la relve. Je pense que shouldnt be a bunch of people in theircest dtrois choses : le propritaire dentreprise tait soit trop gourmand, soit trop 60srunningthings,saysDougFlynn,contrlant, soit trop occup. Et a les rattrape. who recently stepped down as president Nousconsacronsnormmentdetemps,dnergieetderessourcesla and CEO of Flynn Group of Companiesplanification de la relve, de la base jusqu la haute direction. Comme la pnurie de and now sits on their Board of Directors.main-duvre est le sujet de lheure, nous savons que, si vous grez bien les choses, Thisnextlineofmanagementandvous nen manquerez pas , conclut M. Flynn.Nous accueillons les jeunes, et notre businessleadersareabouthalfaplanification de la relve comprend galement le travail sur le terrain. Jai appris quen generation younger. We think its right tomisant sur la rtention, attirer des gens se fera naturellement.step aside and get out of the way for their benefit. Your plan should always be about the overall health of the business, your employee base and your growth prospects. Weve experienced dynamic growth, from a handful of employees at the start up to 6,000employeesacrossNorthAmerica today,andIhaveover100partners whorepresentkeypeopleinleadership positions. This was established very early to take succession into account.For Flynn, succession planning is best describedasaphilosophy.Youshould have a written plan, but its actually more of a mindset. You should always be on the lookout for top talent, and I think its been easier for us to hire top people because we have a growth environment, he explains. Plans and people need to be in place at everylevel:middlemanagers,division managers, branch managers and right up to the front lines, because youre nothing without your field forces. What Ive seen too many times are the business owners looking to sell that have left succession planning for far too long. I think its three things: the business owner was either too greedy, too controlling or too busy. And it creeps up on them.We spend a ton of time and energy andresourcesonsuccessionplanning, from the bottom up all the way to the executives.Becausethelabourshortage is the current hot topic of conversation, we know if you manage things right, you wont have a shortage of labour, Flynn concludes. We welcome young people, and our succession planning also includes thefieldside.WhatIvelearnedisif you focus on retention and get it right, attracting people will look after itself.PRINTEMPS/T 2025 COUVERTURES CANADA 41'