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Managing executive retention and turnover has always been an important aspect of talent management. However, some recent data points indicate a growing concern around retention at the executive level. An October 2024 Gartner survey of 200 CxOs (defined as C-suite leaders reporting to the CEO, excluding CHROs) revealed that 27% reported they are likely or extremely likely to leave in the next six months and 56% within two years. These exit intentions appear linked to increasing pressures, with Gartner finding that 67% of executives report expanded responsibilities in their roles, and 44% agree they are more stressed by their work responsibilities. Research from executive search firm Spencer Stuart shows the average tenure of executives in the Fortune 500 varies by function—ranging from around three to six years in the C-suite and seven years for CEOs. Roles with particularly short tenures include inclusion and diversity officers (2.9 years), chief operating officers (3.1 years), and chief marketing officers (4.2 years). While the article provides several ideas for managing executive retention, it emphasizes that succession planning must be an ongoing priority. With this in mind, I am resharing one of my templates to help assess aspects of roles targeted for succession. It helps think through retention risks, emergency succession plans, how the role may change due to AI, industry trends, and the implications of each of these aspects on succession plans.
