This is how the ASK Group has successfully mastered the issue of age succession. This was also made possible by the cooperation with personnel consultant Hans Ulrich Gruber.
When managers, managing directors or authorised signatories retire, this always means a break. A good example of how the process of retirement succession can succeed is the ASK Group from Kulmbach with its Managing Director Florian Schneider. “I can only advise all companies to start the age succession process in good times,” he says.
In this way a cold cut can be avoided, i.e. a situation in which a successor starts in a new position without any familiarisation period. “At the beginning, it is not only about getting used to the grown processes and the structure of the company. Acceptance and cooperation within the team is particularly important for success,” says Schneider. Thus, a timely search for a successor also ensures the transfer of knowledge within the company.
Successful age succession: personnel consultant Hans Ulrich Gruber provides support
The ASK Group is a traditionally grown and at the same time innovative company with the areas of civil engineering and pipeline construction as well as mechanical engineering from Upper Franconia. The company had already successfully mastered the first succession process, the handover of the company from father to son. Now it was time to fill another key position in the company.
Personnel consultant Hans Ulrich Gruber had introduced the right candidate. “Our personal network was exhausted after one and a half years of searching. That’s why we decided to tackle the search for a suitable successor together with Hans Ulrich Gruber,” Schneider explains. In the meantime, the succession process has been successfully completed.