Succession planning in your tech teams: how to identify your future managers

In the fast-moving world of IT and tech, businesses can’t afford to be caught off guard when key employees leave. Succession planning ensures your organisation isn’t left scrambling to fill critical leadership roles. But how do you identify the right people to step up? Here’s how hiring managers in South Wales can future-proof their tech teams.
 

1. Spot the leadership potential early

Not every high performer is management material. The best engineers, developers or analysts don’t always make great leaders, but those who show adaptability, strong communication and problem-solving skills could be your future managers. Look out for team members who:
 

• Proactively mentor junior staff
• Take ownership of challenges beyond their job description
• Communicate effectively across departments
• Stay calm under pressure and handle conflict well

 

2. Assess technical leadership vs. people management

Some tech professionals excel in technical leadership, guiding strategy and innovation, while others thrive in people management, focusing on team development. Understanding these differences can help you place employees in roles that suit their strengths. Consider introducing dual career pathways, technical specialist vs. managerial, to retain talent without forcing the wrong move.
 

3. Develop skills through mentorship and training

Once you’ve identified potential leaders, invest in their development. Provide mentoring from experienced managers, leadership training courses, and opportunities to lead projects. This ensures they gain the confidence and skills needed to transition smoothly into management when the time comes.
 

4. Create a clear progression framework

Many tech professionals leave when they feel there’s no clear path forward. Define transparent career progression routes, setting clear expectations for what it takes to move into management roles. Regular development discussions and tailored growth plans can help retain ambitious employees who might otherwise look elsewhere.
 

5. Use succession planning to strengthen retention

A strong internal pipeline for leadership roles doesn’t just mitigate risk, it also boosts morale. Employees who see investment in their future are more likely to stay, reducing the costs and disruption of external hiring.
 
If you need support finding tech talent at all levels, IntaPeople specialises in connecting businesses across South Wales with the right professionals.
 
Get in touch to discuss how we can help strengthen your succession planning strategy.