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QUESTION 7B: Retention and Transition (20 marks)
Format: HR Strategy Document
HR STRATEGIC TRANSITION PLAN
CONFIDENTIAL DOCUMENT
TO: Menu-Craft Executive Leadership Team
FROM: Chief People Officer & HR Strategy Committee
DATE: [Current Date]
SUBJECT: 90-Day Founder Departure Transition Plan - Talent Retention & Knowledge Transfer
STRATEGIC OVERVIEW
Menu-Craft's founder departure requires comprehensive talent management strategy to maintain operational continuity across our production facility, preserve critical supplier relationships, and retain specialized workforce knowledge supporting our 24% market share position in Ayeland's competitive meal kit industry.
PHASE 1: IMMEDIATE STABILIZATION (Days 1-30)
Key Talent Retention Strategy
Point: Implement retention bonuses for critical roles including head of procurement, production managers, and senior chefs
Because: These positions hold irreplaceable knowledge of MC's 600-supplier network and quality standards
Application: Retention packages worth 6-month salary for 15 key personnel prevents knowledge exodus during founder transition period
Point: Establish clear career progression pathways with accelerated promotion opportunities
Because: Internal advancement reduces external recruitment needs and maintains cultural continuity
Application: Promote existing senior chef to Head of Recipe Development, ensuring continuity of MC's 30-recipe weekly variety and seasonal ingredient focus
Emergency Communication Protocol
Point: All-hands meeting within 48 hours to address founder departure directly
Because: Transparent communication prevents speculation and demonstrates leadership stability
Application: MC's 500,000 customer base depends on consistent service delivery requiring confident workforce during transition
Point: Establish weekly town halls during transition period with interim leadership
Because: Regular communication maintains morale and addresses concerns proactively
Application: Production facility operates 16 hours daily across four lines requiring coordinated workforce confidence
PHASE 2: KNOWLEDGE TRANSFER IMPLEMENTATION (Days 31-60)
Founder Knowledge Capture
Point: Document all founder-specific supplier relationships and negotiation histories
Because: MC's competitive advantage relies on exclusive partnerships with local organic farmers
Application: Systematic recording of 600+ supplier agreements, quality certifications, and pricing negotiations to prevent relationship disruption
Point: Create comprehensive recipe development methodology documentation
Because: Founder chef expertise drives MC's differentiation from competitors like Fresheey
Application: Document seasonal ingredient selection process, local sourcing criteria, and quality testing procedures for chef-designed recipes
Cross-Training Programs
Point: Implement mentorship pairings between senior and junior staff across all departments
Because: Knowledge distribution reduces dependency on individual expertise
Application: Pair production line supervisors with team leaders to maintain MC's three-hour production-to-dispatch timeline efficiency
Point: Establish formal documentation of all operational procedures and decision-making processes
Because: Standardized processes enable consistent service delivery without founder oversight
Application: Document quality control procedures, supplier assessment criteria, and customer preference analysis methods
PHASE 3: LONG-TERM STABILIZATION (Days 61-90)
Organizational Structure Reinforcement
Point: Formalize reporting relationships and decision-making authority across management hierarchy
Because: Clear accountability prevents operational confusion during leadership transition
Application: Establish department head autonomy for daily operations while maintaining board oversight for strategic decisions
Point: Implement performance management systems with clear KPIs for all management positions
Because: Objective performance measurement replaces founder-based evaluation systems
Application: Introduce metrics for supplier relationship quality, recipe development success rates, and production efficiency targets
Culture Preservation Initiative
Point: Establish "MC Values Champions" program recognizing employees demonstrating core values
Because: Cultural reinforcement maintains organizational identity during leadership change
Application: Recognize staff maintaining MC's commitment to local sourcing, quality standards, and customer service excellence
Point: Create founder legacy documentation and internal communication highlighting historical achievements
Because: Honoring founder contributions maintains positive organizational narrative
Application: Document MC's growth from startup to 24% market share, emphasizing team contributions to success
STAKEHOLDER COMMUNICATION STRATEGY
Employee Communications
Week 1: Direct founder communication to all staff explaining transition rationale and timeline
Week 2-4: Department-specific meetings addressing role-specific concerns and changes
Week 5-8: Skills assessment and development planning for career advancement opportunities
Week 9-12: Future vision workshops involving staff in strategic planning process
Investor Relations
Point: Provide detailed retention metrics and knowledge transfer progress in monthly board reports
Because: Investor confidence requires demonstration of operational continuity capability
Application: Report on key talent retention rates, production efficiency maintenance, and customer service level consistency
Customer Communication
Point: Maintain service quality standards without disruption to customer experience
Because: Customer retention critical given industry average of <25% subscriptions lasting beyond six months
Application: Ensure no interruption to MC's weekly recipe variety, delivery schedules, or quality standards during transition
RISK MITIGATION MEASURES
Talent Flight Prevention
Point: Competitive salary benchmarking and market adjustment for key positions
Because: External opportunities may attract critical staff during uncertainty period
Application: Salary review for procurement team, head chefs, and production managers to match industry standards in competitive Ayeland market
Point: Enhanced employee assistance programs and stress management support
Because: Transition periods create additional workplace stress affecting performance
Application: Provide counseling services and flexible working arrangements during 90-day transition period
Knowledge Loss Prevention
Point: Mandatory two-week notice period extension for key positions during transition
Because: Extended handover periods ensure comprehensive knowledge transfer
Application: Require 30-day notice for positions involving supplier relationships or recipe development expertise
Point: Implement knowledge management database capturing all critical business processes
Because: Systematic knowledge storage prevents loss of operational expertise
Application: Digital repository for supplier contracts, quality procedures, and recipe development methodologies
SUCCESS METRICS AND MONITORING
Weekly KPIs (Days 1-90)
- Employee retention rate (target: >95% for key positions)
- Production efficiency maintenance (target: maintain 3-hour production cycle)
- Customer service level consistency (target: no decline in delivery performance)
- Supplier relationship stability (target: <2% contract renegotiation requests)
Monthly Assessment Points
- Knowledge transfer completion rates by department
- Employee satisfaction scores through anonymous surveys
- Operational performance metrics compared to pre-transition baselines
- Customer complaint levels and retention rates
90-Day Review Outcomes
- Comprehensive succession readiness assessment
- Long-term retention commitment confirmation
- Organizational capability gap identification
- Strategic development plan for post-transition growth
Professional Skills Demonstration:
- Analysis: Systematic breakdown of transition risks and mitigation strategies
- Communication: Clear stakeholder-specific communication protocols and timelines
- Commercial Acumen: Business continuity focus maintaining competitive position and operational efficiency