• Beyond the mere access to available talent, succession planning for contingent workers should provide measures to ensure cross-functional collaboration, quick ramp-up times, and cultural integration. This approach increases employee engagement and effectively leverages a constant flow of workforce insights coming from a myriad of old and new resources.
  • For digital workers who are critical to a brand’s success based on their ability to enable and make the right business critical, in-the-moment decisions, succession planning is all about reducing organizational risk. Not only does this bring talent continuity, but it also, in fact, ensures the long-term survival of the company.
  • Instead of determining the traits of your ideal leaders, McKinsey suggests focusing succession planning on the specific market and competitive context that new leaders will be facing going forward. With the advent of the next generations in the workforce and the digital economy, market context will be one of constant change and innovation. But, it will also be critically marked by a need for corporate continuity to pull all of the constantly moving pieces of the internal organization, ecosystem, and customers together in a cohesive way.

Even in the gig economy, workforce automation, contingent workers, and succession planning, if implemented the right way, will actually help drive organizational flexibility, employee productivity, and corporate identity. What are you doing to plan for the future of your organization?

Learn more about the rise of the digital worker and the future of work. Read the Digitalist’s executive research white paper “Live Business: The Rise of the Digital Workforce.”

Michael Rander is the Global Research Director for Future Of Work at SAP.

This story originally appeared on The Digitalist Magazine as part of the 10 Weeks of Live Business series.