Do You Really Need to Fill That Vacancy?

Each time a vacancy arises within your organisation, you need to pause and ask yourself one simple question – do I really need to replace the person who's just left? Sometimes the answer is a resounding 'yes'. Other times you might not need to fill that vacancy, if there are clear ways round the problem.

It could be that your team works well as a unit, and bringing in a new person might upset the balance and harmony. Team dynamics are incredibly important. Not everyone reacts well to change, and a team member leaving can feel like enough of a disruption without bringing in a new face.

Losing a member of staff inevitably means others need to pick up the slack and take on the work that person would have done. If there are ways you can evenly distribute the extra work, then there's not really any need to fill the vacancy. Are there other team members with the skills to take more on? Are there some aspects of the job which could be done away with altogether?

Bear in mind, though, that you don't want to put too much pressure on other people, or give them work which is above or below their skill set. They need to have the time, abilities and willingness to take on a few additional tasks. Make them feel overworked and they'll jump ship. That lands you with an even bigger problem than you started with.

Also think about the financial side of things. Recruitment drives aren't cheap, but you could save the company money by not replacing a departing employee. As well as saving on recruitment, you would no longer need to pay salary and additional pension costs.

One of the best ways to work out if you need to fill the vacancy is to hear from the team members themselves. Only they really know whether they can manage without the post being filled, so ask for their honest opinions and listen before you decide.