3 Ways To Replace A Member Of Your Team

Currently the average turnover rate is ~47%. If the entire team is not engaged and appreciated, your team can be affected and become part of these statistics. If so, there are things you can do to effectively fill that void with someone who is a good fit for the team.

Where to find potential job candidates


Let’s start with where potential people come from. Common Pools:

1. Internally – Can you hire someone from the organization? Internal promotions and transfers show existing employees that there are career advancement opportunities within the organization. Even if there isn’t an opening, you can help explain the skills and training required to potential internal candidates interested in joining your team.

2. Externally – By job posting, using (continuing or retaining) a recruiter, etc.

3. Referral Program – It’s the best of both worlds. A “referring” internal employee is already familiar with the organization and culture. As a result, it improves the quality of hire for a better cultural fit, which improves the employee retention rate. This generally reduces the time to hire and, as a result, lowers the cost per hire. And to take your referral program from “good” to great, consider the following:

  • Offer a referral reward, bonus and/or recognition to the referring employee
  • Create a separate “referral” process for applicants to apply (separate from the “regular” application process) so you can more easily identify and track those people

If you have an opening on your team, ask for a referral from the team. A team member has a good idea of ​​the type of person who would culturally fit the team, especially in difficult-to-find roles.

What you should consider when replacing a team member

Onboarding/Welcome is a new employee concept


Whichever avenue(s) you use, here are four considerations:

1. You need a good relevant job description (JD). If the position has multiple levels, make sure it is properly laddered (eg, Analyst I, Analyst II, and Analyst III) so that there is a clear path to advancement. Sometimes less is more. If JD is too detailed, you are unlikely to find a 100% match. Are all the skills listed really necessary or can some be taught?

2. The team should be made up of diverse people. Hopefully, you have diverse applicants. Different people have different perspectives. As a result, a diverse team can have more innovative and productive discussions and develop well-thought-out solutions. So be prepared to think outside the box when reviewing resumes.

3. During the interview process, determine if the applicant is a good cultural fit for the team dynamic. Ask team members to participate in interviews and solicit their opinions about applicants. They have a good idea of ​​the type of person who will fit the team, especially in difficult roles. Additionally, the team not only meets the applicants, but each applicant meets the team and gets a feel for the team dynamics.

4. When ready to make an offer, be empathetic and open to the applicant’s requests for a better work-life balance such as:

  • Workplace – to work remotely or hybridly (instead of onsite)
  • Different work schedules – They may want to have a non-traditional workday (four-day workweek, 6-3 pm, 10-7 pm, etc.)
  • Be open to their personal development investment requests. For more information on personal development, see my article “Personal development for lifelong learning.”

When you are intentional and take the time to build your team together, the entire team is more likely to feel engaged and engaged. You’ll be one step closer to having a high-performing team. For more information on building a high-performance team, see my article “3 ways to retain members of your high-performing teams.”

For more information on replacing a team member for the best fit, Follow me on LinkedIn!

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