9 min read<\/p>\n
He founded the company 38 years ago. He personally acquired every customer, resolved every crisis himself, and hired every employee. Now he sits alone in his office each evening, asking himself a question no one ever prepared him for: Who am I when I no longer have this? 545,000 entrepreneurs across Germany face precisely this question – and for the first time in the history of the KfW Succession Monitoring report, more owners plan to close their businesses than to hand them over.<\/strong><\/p>\n The KfW Succession Monitoring<\/a>, published in January 2026, documents a tipping point. Annually, 109,000 companies seek a succession solution – while 114,000 plan deliberate shutdowns. For the first time, the scale tilts toward closure.<\/p>\n The DIHK\u2019s figures make the situation even more tangible. In 2024, chambers of commerce and industry (IHKs) conducted nearly 10,000 succession consultations – a record high and 16 percent more than the previous year. The result? Just 4,000 acquisition candidates for 9,600 succession-ready businesses. A staggering 5,620 businesses stand without a single interested party – not merely lacking the right<\/em> successor, but any<\/em> successor at all.<\/p>\n Source: DIHK Corporate Succession Report 2025 (based on nearly 10,000 IHK consultations)<\/p>\n Demographics explain the trend. Thirty-nine percent of business owners are over age 60 – a historic high. The average owner age is now 54, up from 45 two decades ago. Meanwhile, acquisition-driven startups have plummeted – from 203,000 in 2002 to just 45,440 in 2023. The generation that could take over is smaller, pursues different career paths, and is often unwilling to make the same sacrifices as their parents.<\/p>\n Discussions about generational transition usually revolve around numbers: purchase price, valuation multiples, financing structures, tax planning. What\u2019s missing from KfW and DIHK reports is the deeper reason why 38 percent of owners delay succession planning – even though they know five to ten years\u2019 lead time is essential.<\/p>\n The answer isn\u2019t lack of information. It\u2019s one word never uttered in advisory meetings: identity<\/em>.<\/p>\n Psychologists call it socioemotional wealth. Owner-managed businesses aren\u2019t just economic units – they\u2019re founders\u2019 life\u2019s work. Control, reputation, daily rhythm, decision-making authority, employer status, being needed – all are bound to the enterprise. Handing over means losing not only a company, but a version of oneself.<\/p>\n That explains why rational arguments often fall short. The tax advisor calculates that succession is more tax-efficient than closure. The IHK consultant lays out the timeline. The lawyer outlines legal options. And the owner nods, postpones the next meeting – and keeps working. Not out of ignorance, but out of fear of what comes after.<\/p>\n \n\u201cSuccession is accelerating. At the same time, for the first time, we see a slight surplus of companies intending to shut down. This is a warning signal for the entire economy.\u201d For board members and supervisory board directors aged 55 and older, this isn\u2019t an abstract issue – it affects them personally. And it affects their ecosystem: the supplier whose founder turns 65 next year; the distribution partner who\u2019s failed to find a successor for three years; the competitor who suddenly closes, flooding the market with skilled workers.<\/p>\n The DIHK documents how successions actually unfold. The distribution has shifted:<\/p>\n External Buyers (50 percent):<\/strong> For the first time, the most common succession model. Private equity firms, strategic buyers, or investors from unrelated industries. Due Diligence<\/a> increasingly focuses on digital operating models and technical debt. Businesses with legacy IT systems receive systematically lower valuations. Yet transactions are faster and emotionally simpler than family succession – because they\u2019re negotiated as business deals, not inheritances.<\/p>\n Family Internal Succession (33 percent):<\/strong> Still the preference of many owners – but reality is shifting. The next generation often holds university degrees, works for large corporations, and lives in another city. The pressure to carry on the life\u2019s work clashes with the desire to forge one\u2019s own path. When it works, family succession delivers the most stable outcome. When it fails, the scars extend far beyond the business itself.<\/p>\n Employees (20 percent):<\/strong> Management buy-outs (MBOs) are gaining traction. Senior managers who intimately understand operations minimize transition risks. The hurdle? Purchase prices have surged 34 percent. For a plant manager scraping together savings, the \u20ac499,000 average price represents a fundamentally different category than for a private equity fund.<\/p>\n Conscious Closure (27 percent):<\/strong> The most alarming trend. More than one in four owners sees no viable solution. Ninety-two percent of these closures fail not over price – but over the absence of a person. The DIHK projects up to 250,000 businesses may close within the next decade. These aren\u2019t just jobs. They\u2019re supply chains, apprenticeship positions, tax revenues, and town centers.<\/p>\n Source: DIHK Succession Report 2025 (distribution of successful successions)<\/p>\n In 2026, anyone buying a company doesn\u2019t look first at the balance sheet. They look at the IT.<\/p>\n During Due Diligence, digital infrastructure is systematically assessed: ERP maturity, automation level, IT security posture, data strategy. Missing maintenance contracts, outdated software, and unclear rights to in-house-developed solutions are red flags – driving down purchase prices or triggering renegotiation. The KfW Digitalization Report 2024 shows most SMEs remain at the very beginning of their digital journey. In succession contexts, that directly depresses sale value.<\/p>\n What buyers often encounter is sobering: A managing director who holds all customer contacts in his head. An ERP system from 2011. No documented processes – because \u201cwe know how it runs.\u201d Knowledge monopolies instead of knowledge systems. For a successor, this means: You\u2019re not just buying a company – you\u2019re buying its technical debt.<\/p>\n The implication for executives planning succession? Investing in a digital operating model<\/a> during the three years before sale shortens transaction timelines and strengthens negotiating leverage – not because digitalization magically lifts price, but because it signals to buyers: This company functions even without its founder.<\/em><\/p>\n Generational transition isn\u2019t just the challenge facing the 545,000 owners seeking successors. It\u2019s the problem of every company relying on SME suppliers, service providers, or distribution partners.<\/p>\n The DIHK Report\u2019s sector breakdown reveals where bottlenecks loom largest: In gastronomy and hospitality, there are 3.5 succession-ready businesses per interested buyer. In logistics, the ratio is 4:1. In retail, one in four succession-bound businesses puts its future up for grabs. Sixty-three percent of affected businesses also grapple with skilled labor shortages. Attempting succession under such conditions is like building a house in a storm.<\/p>\n For executive leadership, this means: One in four suppliers or vendors could vanish within the next three years – not through insolvency or market failure, but because a 63-year-old managing director finds no successor and simply locks the door. Companies failing to screen their supply chains for succession risk will be blindsided by a wave that\u2019s been gathering for years.<\/p>\n 1. Treat succession planning as a strategic priority.<\/strong> Not as an HR topic, not as retirement planning – but as a strategic initiative with its own timeline. The DIHK recommends five to ten years\u2019 lead time. Yet 38 percent of owners begin only one to two years ahead. That\u2019s too late.<\/p>\n 2. Talk openly about letting go.<\/strong> The emotional dimension isn\u2019t soft padding – it\u2019s the most frequent cause of delays. Executives and supervisory board members must proactively initiate conversations about identity, control, and life after succession – not at the notary\u2019s office, but long before.<\/p>\n 3. Define digital maturity as a prerequisite for succession.<\/strong> Every process residing solely in one person\u2019s head erodes enterprise value. A documented, data-driven business appeals to all successor types – and continues functioning even after the founder departs.<\/p>\n 4. Screen supply chains for succession risk.<\/strong> Which key suppliers are owner-managed? Who\u2019s over 60? Systematic screening identifies risks before they become bottlenecks.<\/p>\n 5. View generational transition as an acquisition opportunity.<\/strong> With 545,000 companies seeking successors, conglomerates and larger SMEs face a major M&A opportunity – strategic acquisitions at terms unimaginable five years ago.<\/p>\n 545,000 companies. Each one the life\u2019s work of a person who arrived first each morning and left last each evening – who knows employees by their first names and values a handshake more than a contract.<\/p>\n These companies aren\u2019t vanishing because they\u2019re unprofitable. They\u2019re disappearing because no one steps up. Because the successor generation is smaller, purchase prices have soared, and letting go proves harder than any restructuring an executive has ever overseen.<\/p>\n The DIHK projects over one million lost jobs by 2030 – and 250,000 closed businesses within ten years. These aren\u2019t abstract figures. They\u2019re town centers left vacant. Supply chains severed. Knowledge walking out the door with the founder.<\/p>\n To prevent this, two things are essential: Start earlier – and speak more honestly. About numbers, yes. But also about the question posed at the start of this article: Who am I when I no longer have this?<\/em> The answer determines whether 545,000 life\u2019s works will have a future.<\/p>\n According to the DIHK Succession Report 2025, 9,600 succession-ready businesses face just 4,000 acquisition candidates. 5,620 businesses have zero interested parties. The gap has nearly doubled since 2019.<\/p>\n<\/details>\n Ninety-two percent of planned closures fail not over price, but due to the absence of a successor. The successor generation is numerically smaller, pursues alternative career paths, and is often unwilling to assume ownership of SMEs. Compounding this: Many owners delay planning because emotional resistance makes letting go difficult.<\/p>\n<\/details>\n The DIHK recommends five to ten years\u2019 lead time. Onboarding a successor alone takes 12-24 months. Yet 38 percent of owners begin only one to two years ahead – leading to time pressure, worse terms, and frequent failure.<\/p>\n<\/details>\n Per KfW, the average sale price is \u20ac499,000. Prices have risen 34 percent nominally since 2019 (9.5 percent inflation-adjusted). The range varies widely depending on sector, size, and digital maturity.<\/p>\n<\/details>\n Buyers assess IT infrastructure as part of Due Diligence. Modern ERP systems, documented processes, and cloud infrastructure increase attractiveness for successors. Legacy IT, person-dependent knowledge monopolies, and poor documentation kill purchase prices. Digital transformation before succession isn\u2019t optional – it\u2019s mandatory.<\/p>\n<\/details>\n Three implications: Screen supply chains for succession risk (one in four suppliers could disappear). Leverage generational transition as an M&A opportunity (545,000 potential acquisition targets). Professionalize internal succession planning – not just for top leadership, but for critical management roles.<\/p>\n<\/details>\n The Digital Operating Model: Why CIOs Must Restructure Their IT Organizations<\/a><\/p>\n Digital Due Diligence: Why M&A Deals Fail on IT<\/a><\/p>\n CEO Burnout: Why Executive Mental Health Has Become a Corporate Risk<\/a><\/p>\n MyBusinessFuture: Reboot Germany – \u20ac735 Billion, Three SMEs, and the Question of Whether the Crisis Is Really That Bad<\/a><\/p>\n MyBusinessFuture: Skilled Labor Turnaround – Five Strategies That Actually Work<\/a><\/p>\nTL;DR<\/h2>\n
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The Scale: More Closures Than Successions<\/h2>\n
Who Am I Without the Business?<\/h2>\n
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\nKfW Research, SME Succession Monitoring 2025<\/cite>\n<\/p>\n<\/blockquote>\nFour Paths – and Their Realities<\/h2>\n
What Buyers Scrutinize First Today<\/h2>\n
The Supply Chain Dimension: Why This Is Your Problem Too<\/h2>\n
What Executives Must Do Now<\/h2>\n
Conclusion: Life\u2019s Work Needs a Plan<\/h2>\n
Frequently Asked Questions<\/h2>\n
How large is the succession gap in Germany?<\/strong><\/summary>\n
Why do so many companies plan closure instead of succession?<\/strong><\/summary>\n
How far in advance should succession be prepared?<\/strong><\/summary>\n
What does a mid-sized company cost?<\/strong><\/summary>\n
What role does IT play in succession?<\/strong><\/summary>\n
What does generational transition mean for large corporations?<\/strong><\/summary>\n
Further Reading<\/h2>\n
More from the MBF Media Network<\/h2>\n