Rethinking Resignations: The Smart Approach to Filling Jobs and Boosting Engagement

​When an employee resigns, depending on the position, it could cause some panic.
 
And some immediate questions such as how the work will get done, and how quickly a replacement can be hired to fill the gap.
 
This is completely understandable.
 
But, instead of reacting impulsively and assuming a like-for-like replacement is needed, take a moment.
 
And consider whether the job requirements have evolved since it was last advertised.
 
This doesn’t imply delaying the recruitment process.
 
It simply involves conducting a quick job analysis before proceeding further.
 
By asking a few questions:
 

• Is the role really required?
• What do co-workers think is needed?
• Is the right person already working for you?

 
This last point is vital.

Because career development opportunities are critical to employee engagement.
 
So, whenever there's an open position, actively encourage current employees to apply.
 
Of course, inviting external candidates to apply is also acceptable.
 
Just don’t assume that looking outside is always the best option.
 
Instead, cultivate an internal reputation for prioritizing internal promotions.

And watch employees thrive and become more engaged.
 
Not to mention, for employers, relying on trusted internal candidates is preferable to depending solely on external hires.