Resignations Could Play a Part in Engaging your Employees.

​When an employee resigns, depending on the position, there may be some panic.
 
And some immediate questions such as how the work will get done, and how quickly someone else can be hired to fill the gap.
 
This is completely understandable.
 
💠 But, instead of a knee-jerk reaction, and assuming you need to replace like-for-like, slow down a little.
 
And consider whether the job has changed since it was last advertised.
 
In other words, take stock.
 
This doesn’t mean you delay the recruitment process.
 
It simply means doing some quick job-analysis before anything else happens.
 
By asking yourself a few questions:
 
✅ Is the role really needed?
 
✅ What do co-workers think is needed?
 
✅ Do you already have the right person working for you?
 
This last point is vital.
 
𝘽𝙚𝙘𝙖𝙪𝙨𝙚 𝙘𝙖𝙧𝙚𝙚𝙧 𝙙𝙚𝙫𝙚𝙡𝙤𝙥𝙢𝙚𝙣𝙩 𝙤𝙥𝙥𝙤𝙧𝙩𝙪𝙣𝙞𝙩𝙞𝙚𝙨 𝙖𝙧𝙚 𝙘𝙧𝙞𝙩𝙞𝙘𝙖𝙡 𝙩𝙤 𝙚𝙢𝙥𝙡𝙤𝙮𝙚𝙚 𝙚𝙣𝙜𝙖𝙜𝙚𝙢𝙚𝙣𝙩.
 
So, any time you have an open position, always consider current employees by inviting them to apply.
 
Of course, it’s fine to also invite external candidates to submit an application.
 
Just don’t assume that outside is automatically the way to go.
 
💠 Instead, develop a reputation in-house for favoring internal promotions.
 
Employees will thrive in that environment and become more engaged.
 
And employers will have an easier time not relying solely on external candidates, especially in today’s tough job market.