Talking to an employee about succession is tricky. It can feel like you’re questioning their value while they’re still on the job. But avoiding the subject can put your organization at risk. Use these four principles to make the discussion more candid and constructive.

Focus on the role. Ground conversations in performance and organizational needs. Ask employees at every career stage where they see themselves in five years—without making assumptions based on age.

Have an ongoing conversation. Make succession part of regular discussions about growth and readiness. Ask your employees how long they expect to remain happy in their current role and what they envision doing next.

Address identity and purpose. Recognize that stepping aside can threaten someone’s sense of meaning. Discuss how they would spend their days and find fulfillment after leaving the role.

Consider your next generation. Even a high-performing leader needs to make room for a capable successor. Frame the transition as an act of responsibility to the organization.

Adapted from Leaders Must Speak Honestly About Aging at Work by Christina Wing

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