One of the easiest things to do after an employee leaves is assume you need to replace them. But that’s not always true. The person who left may have been doing things that are no longer necessary. They may have been doing things someone else on the team could own. Technology may have changed the role. Or the business may simply need something different now.

Yet many organizations immediately ask: “Who can we find to replace them?” A better question might be: “What does the business need now?” That’s a very different conversation. Instead of rebuilding the old position, you have an opportunity to rethink it.

Maybe you need a different skill set. Maybe you need fewer responsibilities but deeper expertise. Maybe you need someone who can build processes instead of simply follow them. Maybe you need someone who can grow into the role as the business grows. Employee turnover is disruptive. But it can also create an opportunity to step back and look at your organization with fresh eyes.

Don’t just replace the person who left. Reconsider the work they left behind.