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Payroll runs cleanly, and HR is no longer a tedious grind. It simplified how we work, letting us focus more on our people. A real shift for our entire team.
Talent Suite · Succession
Succession planning software that shows who is next
Identify key positions, assign potential successors, assess readiness, and build development plans. Reads from performance reviews, learning records, and career plans for a unified view of your talent pipeline.
See succession planning software in 15 minutes with a working session shaped to your org.
25+
Years in production2
100%
In-house support, never farmed out14
$4
per employee / month / suite3 · CAD in Canada · USD elsewhere
AThe short answer
Workzoom succession planning software identifies key positions, names potential successors, and tracks readiness. It lets HR flag critical roles, run talent assessment, assess readiness ratings, and build leadership development planning, with a 9-box grid view of performance against potential. Because succession planning software is built into the HRIS and HCM, it reads from performance reviews, learning records, and career plans, so the talent pipeline reflects real data, and reporting and analytics dashboards give leadership a current view of bench strength and high-potential talent identification for every key position. Workzoom succession planning software fits employers with 50 to 5,000 employees.
Live on Workzoom right now. North America and the Caribbean.
The real problem
03 pain points
Where succession planning breaks down today
Plans built on stale, manually gathered input go out of date immediately. They describe an org that no longer exists.
The Workzoom answer
Workzoom Succession references actual review scores, training completion, and career progress automatically. The plan reflects what is really happening with each successor.
Talent Suite
Know who is next before you need them.
Every Workzoom suite runs on one employee record, so succession stays current with payroll, HR, workforce, and talent without an export or an integration to maintain.
Benefits
Why Succession?
Succession Plans Built on Real Data
Readiness assessments reference actual review scores, training completion, and career development progress automatically. The plan reflects what is actually happening with each successor, not what someone reported at last year's planning meeting.
Successors Who Know They Are Developing
Development plans linked to real training delivery and visible career milestones give successors something concrete to work toward. When successors see their development is tracked and their readiness is recognized, retention risk decreases.
No Critical Role Uncovered
Plans tied to positions rather than people mean vacancies do not catch the organization off guard. When a key role opens, the successor pipeline is already active, development is already tracked, and the organization already knows who is closest to ready.
How it works
How succession planning software runs in production.
01
SUCCESSION PLAN STRUCTURE
Define plans for key positions and assign successors with readiness timelines
Workzoom connects succession plans to specific positions in your org structure, not just the people who currently hold them. Assign potential successors with readiness timelines tracking whether they will be prepared in 12, 24, or 36 months so when a position opens, the pipeline is already in motion.
- Define succession plans for jobs or positions independent of who holds them now
- Assign multiple successors with readiness timelines and priority rankings
- Track progress against plan with task management, to-dos, and status flags
- Short-term and long-term plans that adjust as organizational needs change
02
12-BOX EVALUATION
Evaluate potential against flight risk with the 12-Box tool
Workzoom's 12-Box Evaluation plots successor potential against flight risk so leadership knows who to develop and who to retain simultaneously. Gap analysis compares each successor's skills, certifications, and training against target position requirements automatically.
- 12-Box Evaluation tool plotting employee potential against retention risk
- Skills and certification gap analysis comparing successor profile to target position
- Custom development plans linked to Learning courses and Career Planning milestones
- Readiness assessment informed by actual performance review scores and training completion
03
REAL DATA INTEGRATION
Readiness pulls from performance, learning, and career planning automatically
Workzoom's succession planning shares one employee record with performance, learning, career planning, and your org structure. When a successor completes a leadership course or earns a certification, their readiness profile updates automatically without anyone manually updating a spreadsheet.
- Readiness assessments reference actual review scores and goal completion rates
- Training completion and certifications update readiness profiles automatically
- Career planning milestones feed into succession readiness calculations
- Gap analysis runs automatically because all modules share the same record
04
SUCCESSION REPORTS
4 built-in reports show leadership where succession stands
Workzoom includes 4 succession reports that reflect actual development progress from performance and learning data. Reports cover active plans, successor readiness levels, coverage gaps, and detailed assessments per successor, all drawn from live data rather than static snapshots.
- Successor Plans report: overview of all active plans and assigned successors
- Successors by Readiness Level: ready now versus developing versus long-term pipeline
- Succession Planning report: comprehensive view of plans, positions, and coverage gaps
- Successor Readiness report: detailed assessment per successor with development tracking
05
DEVELOPMENT LINKING
Connect successor development plans to real training and milestones
Workzoom links successor development plans to courses in the Learning module and milestones in Career Planning. When a successor completes a required course or earns a certification, their readiness profile updates automatically so plans do not sit as static documents between annual reviews.
- Successor development plans linked to Learning courses and Career Planning milestones
- Readiness profiles update automatically as training and certifications complete
- Org structure identifies which positions need succession plans and flags gaps
- No manual intervention required to close the loop between plan and progress
06Customer stories
Proof, not slideware.
Teams running Workzoom succession on real payroll, real schedules, real headcount. View all case studies
Before Workzoom, we were buried in spreadsheets. Now HR is so much simpler. We spend less time on admin and more time supporting our staff and residents every single day.
What mattered most was choosing a solution built for businesses like ours. Workzoom delivered everything we needed, from payroll to facial recognition clocks, and worked with us every step.
32
case study: hires onboarded in three months, zero paper
We would not be able to hire the way we do with the same resources. It has kept our headcount consistent without growing it, saving us time and money every single cycle.
200+
case study: employees across multiple entities, one record
Workzoom completely transformed our payroll process in just one month. So easy to audit, validate, and make corrections, even at the last minute. The support we received was incredible.
Moving to Workzoom was the right move. It gave our dynamic report and payment structures the flexibility we needed, at the right price.
Switching to Workzoom made managing payroll and timekeeping so much easier. We processed our first payroll faster than we expected and now feel far more confident in everything we do.
07Keep exploring
More from the Talent Suite.
Pair Succession with the rest of the Talent Suite. One employee record, nothing to integrate or maintain.
Performance
Goal setting, self-evaluations, manager assessments, peer reviews, gap analysis, and compensation recommendations. All in one connected cycle that feeds payroll, learning, and succession.
Learning
Course creation with assessments, automated training assignment by role, certification tracking with expiry alerts, and SCORM support. The system of record for all training data.
Career Planning
Career path mapping with progression milestones, skill gap analysis comparing current competencies to target role requirements, and development programs linked directly to learning.
Workzoom is $4 USD per suite per employee per month, or $16 all-in for the full platform. No setup fees, no long-term contract. See pricing.
08Frequently asked
What teams ask before turning on Succession.
Specifics on how Workzoom succession works, what it costs, and how it connects to the rest of the platform.
Workzoom's succession planning software identifies successors, assesses readiness, and tracks development plans using real data from performance reviews, learning records, and career paths. Because succession planning shares one employee record with every other module, readiness data updates itself automatically rather than requiring manual input.
Workzoom's succession planning references actual review scores, goal completion rates, and competency evaluations directly from performance management. When a successor's latest 360 feedback shows they have closed a leadership gap, succession planning sees it immediately without any manual update required.
Workzoom's 12-Box Evaluation plots employee potential against flight risk so leadership knows both who to develop and who to retain. Gap analysis compares each successor's skills, certifications, and training against target position requirements automatically because all modules share the same employee record.
Workzoom connects training completion and certification status to succession readiness automatically. When a successor completes a leadership course or earns a certification through the Learning module, their readiness profile updates immediately. Development plans are not static documents because they are linked to real training delivery and real completion data.
Workzoom's career planning sets the competencies, certifications, and milestones required for a target role. Succession planning compares each successor's current profile against those requirements to identify exactly where the gaps are. The gap analysis is automatic because both modules read from the same employee record.
Workzoom's Organization module defines which jobs and positions exist, who holds them, and where they sit in the reporting hierarchy. Succession planning uses that structure to identify critical roles, flag single points of failure, and ensure key positions have viable plans before vacancies occur.
Workzoom includes 4 succession reports: a Successor Plans overview of all active plans and assigned successors, a Successors by Readiness Level breakdown of who is ready now versus developing, a comprehensive Succession Planning report with coverage gap analysis, and a Successor Readiness report with detailed assessment per successor. All reports reflect live data from performance, learning, and career planning.
Workzoom's 12-Box Evaluation tracks flight risk alongside potential so leadership identifies successors who may leave before they are ready to step into the target role. This prevents the common failure mode where a strong successor is identified but leaves because they do not see a clear path forward.
Get started
See Succession in action.
Book a 30-minute walkthrough. No sales pressure, just the live product on your own data.
Live product, configured to your industry and headcount
Straight answers on pricing, timing, and fit
No setup fees, no lock-in, no pressure