New research by the accounting software provider MYOB has found that nearly half of Baby Boomer SME business owners and operators plan to exit their business in the next one to five years – but with many having no succession plan to guide this exit. 

Without a clear exit strategy, the handover from an experienced, mature owner to an ambitious, but inexperienced, younger owner could be a chaotic experience.

Let’s take a look at the importance of a watertight succession plan, and the key elements you should include in this plan to guarantee a smooth transition.

What is a succession plan, and why do you need one?

Your succession plan is a strategic roadmap that outlines how you’ll transfer the leadership and ownership of your business to a new successor.

The plan outlines when the business will be handed to the next owner, the terms and conditions of this sale/transfer and all the finer details of your own exit from the company.

4 essential elements to include in your succession plan

Your succession plan has a number of purposes. It tells you when and how you’ll exit the company. It tells the new owner when they will assume control. And it keeps your management team in the loop. It also provides a timescale for the whole process to take place.

So, let’s take a closer look at the key elements of the succession plan and what you should include in your own exit strategy and plan. 

1. The terms of the owner’s exit

This section should clearly define your role after you depart from the business. Explain if there will be any continued involvement, such as a consultancy or non-executive director (NED) role. Make sure you specify how and when the owner will be legally and operationally detached from the business – this allows the reins to be handed over smoothly, without any hitches.

2. The timeline for the transition

A comprehensive timeline should outline the key milestones for the transfer of ownership, responsibilities and knowledge-sharing. This plan ensures you achieve a smooth handover, without any operational disruption and with all stakeholders fully up to speed. 

3. Who the business will be passed to (the successor)

Your succession plan must identify the chosen successor, whether they’re a family member, a key employee or a third-party buyer. It should also detail the required training and mentorship that your successor may need. You must also include a clear transfer of authority and leadership from the current owner to the new owner. 

4. The financial arrangements for the sale or transfer

This section should outline the valuation of the business and the financial terms of the sale or transfer. Include all the specifics of how the owner will be paid, following the conclusion of the sale. This could be a lump sum, instalments or an equity arrangement.

In helping you plan an effective exit from the business, it’s also important to get strategic planning advice and legal advice when putting your succession plan and supporting documents together. Get in touch to talk more.