Pursuing an internal transfer can seem so daunting that many people avoid even trying. While successfully executing an internal move can be challenging, most employers will agree that they’d rather have good employees look for a new role inside their organization rather than have them seek a similar position inside another company. Internal mobility is definitely on the rise these past few years.
Whether you’re seeking a promotion to acquire new experience, fastrack your career trajectory or you’re just looking for a change, internal transfers can be one of the best ways to build your portfolio and become a more well-rounded professional.
Here are some steps on how to request an internal transfer if you are considering a move within your company.
Ask if there is an existing policy in place
How well do you know your company manual? Chances are, there is already a policy on internal transfers posted in your organization’s documentation. Many companies will require employees to hold a position for a certain period of time before they can ask for a transfer. There are probably other steps outlined, such as speaking to HR, asking for manager support or spending some time observing the department you’re interested in transferring to before officially requesting the move.
If there is not a policy in place (newer/smaller companies might not have this established yet), don’t fret. It has to start with someone, right? Consider paying a visit to HR leadership and letting your intentions be known while asking for their advice on how to proceed with the process.
Gauge the risks and benefits
Are you really familiar with the inner workings of the department you’re interested in? Try to identify if the new manager’s work style would mesh with yours. Find out how the team approaches collaboration and project management. Don’t forget to think long and hard about the likelihood that you would pass an interview and transfer successfully. If the internal transfer doesn’t work out, will it make things uncomfortable for you and your team if you stay in your original role? Is it possible that your current manager will retaliate by skipping you over for promotions or not choosing your ideas during brainstorming sessions or project scoping?
Get your manager’s buy-in
Your interest in a new position requires you to disengage from your current role. There is always some awkwardness when approaching your manager and presenting the idea of moving to another department. In order to make the whole ordeal a bit less stressful, start the conversation by letting the manager know that you aren’t looking to transition due to dissatisfaction with their leadership—even if that is part of the reason.
You don’t want your manager to feel shanghaied. You want them to be willing to work together on the transition as their opinion will matter to executives in the business.
Consider the timing
Some transfer requests are a bit easier to expedite because the request involves a sudden job vacancy or a need to grow a department. But what if you want to transition to a department that is not actively hiring in your interest area? It’s still beneficial to be transparent. Let the manager know that you are looking to move into the department when an opening does become available and that you’d love to shadow coworkers and sit in on team meetings if applicable. This shows initiative, proves that you’re willing to be patient and persistent and will likely give you the first shot at an interview when the opportunity presents itself.
Practice for the interview
Being an internal candidate does not guarantee you that you will get the job. Assuming that you’re a shoe-in just because you already work at the company will not work in your favor. You should treat the interview process the same way you would treat it if you were looking outside your organization. Be ready to highlight your relevant skills, convey why you’re a good fit and ask pertinent questions to highlight how serious you are about the opportunity. Sending a thank-you note is still a good idea, too. Even if you’ve spent years with the individuals interviewing you, too casual of an approach will backfire.
Make the transition process especially smooth
When making an internal move, some companies will ask you to remain in your old position until you can hire and train a suitable replacement. Some may even ask you to cover two roles in the interim. Be prepared to entertain either of these requests.
In other cases, there might be a more urgent need for you to proceed with the new role right away. In that case, you should still prepare a thorough guide for your incoming replacement. The guide should include things like the right contacts for certain issues/information, a typical “day in the life,” of the role, how the department collaborates with one another, certain accounts/logins and information on how they can reach out to you with questions.
Be sure to work hard to maintain a strong relationship with your old team members, too. When an employee transfers and things don’t go “peachy,” it can leave a sour taste in the mouths’ of the higher-ups about internal transfers. That’s not a reputation you want to be remembered for.
What if the request never gets granted?
Maybe you handled all these steps with grace and they still hired an outside candidate. Or maybe your dream department just never had the right vacancy or the budget to hire more team members. It happens. You just have to decide just how long you’re willing to wait it out before looking for your perfect role outside the company.
While waiting, make sure you don’t drop the ball on your current tasks. Your team needs you! If you find yourself mentally checked out or too impatient, you owe it to your company and yourself to seek employment elsewhere.
