The Clock is Ticking: Why Horticulture Can’t Afford to Ignore Succession Planning
Whilst myself and Rae navigate the commercial climate for garden retail and the wider horticulture sector, every year, we are seeing more skilled and experienced professionals retiring, taking with them decades of irreplaceable knowledge and practices. These aren’t just job titles walking out the door; they’re human encyclopaedias of industry expertise.. from product, sales, crop management, pest control, supply chain relationships, this is what keeps the industry thriving.
And yet, we don’t have nearly enough people ready to step into their shoes. We are huge advocates of encouraging the younger generation to dive into horticulture roles, but the key factor that some businesses are missing, is planning far enough ahead.
The Skills Drain No One Can Ignore
The numbers tell the story: an ageing workforce, fewer young people entering horticulture, and a stubborn misconception, that this is a career of hard labour and growing. When doors can be open to sales and buying, scientific advancements, product development and so much more. Recruitment can be difficult, and even when we find great people, the lack of structured mentoring and progression planning means that sometimes, professionals may not stay long enough to take on senior roles.
Succession Planning Is Not Just For Big Corporates
Succession planning can sound like boardroom jargon, but in reality, it’s a lifeline for any business that wants to survive the next decade. As outlined in MorePeople’s recent whitepaper, succession planning is about identifying and developing the people who will step into critical roles, before the current incumbents leave.
It’s not enough to hope “someone will rise to the challenge.” Without a plan, we risk:
Leadership vacuums where key decisions are stalled.
Loss of institutional knowledge that can’t be Googled.
Reputation damage from chaotic transitions.
With a plan, however, we can:
Keep operations smooth when leadership changes.
Retain and develop our best people.
Build confidence among customers, investors, and employees alike.
Where Horticulture Must Act Now
From the whitepaper’s recommendations, three actions stand out for our sector:
Identify critical roles early: Ask yourself, if this person left tomorrow, would operations grind to a halt? Is their expertise unique or hard to find? These roles need immediate focus.
Invest in development... 3-5 years in advance: Leadership readiness doesn’t happen overnight. Whether it’s technical training, mentoring, or secondments into new areas of the business, development plans must start years before a retirement party is booked.
Balance ‘new blood’ with internal promotion: Not every role can be filled from within, especially when external talent pools are shallow. The trick is knowing when specialist knowledge is essential, and when a fresh perspective could bring innovation.
Making Horticulture an Attractive Career Again
None of this will work if we can’t inspire the next generation. That means re-framing horticulture as a career in sustainability, innovation, and global food security. Apprenticeships, graduate programmes, and partnerships with schools and colleges are crucial, but so is telling better stories about what we do and why it matters. MorePeople’s involvement with the YPHA, HTA and GIMA allows us to unite voices and showcase what exciting roles are available to the younger generation within this sector.
The Bottom Line
Succession planning isn’t a ‘nice-to-have’, it’s the insurance policy against the most predictable threat our industry faces. If we start early, invest wisely, and make horticulture a career to aspire to, we can bridge the gap between our ageing workforce and the future leaders who will take us forward.
From our experience in the sector, we’ve identified that its about creating a resilient leadership pipeline, one that ensures the skills, passion, and problem-solving genius of today’s experts live on well into tomorrow.
Because the clock is ticking. And in horticulture, just like nature, if we don’t plant for the future, we can’t expect a harvest.
Whether you are a business owner considering your succession plan, hiring needs, or just curious about how our recruitment services can help, please do reach out to me.
