If you’re happy in your current job but feel the need for change, it might be time to consider an internal transfer within your organization. This could involve moving to a similar position in a different office or department while staying within the same company. However, securing such a transfer isn’t always straightforward, even as an existing employee. To increase your chances of success, it's important to clarify your desires, seek out suitable openings, prepare for interviews, and get ready for the transition.
How to Decide on a Transfer
Step 1. Identify Your Reasons for Wanting a Transfer.
Start by pinpointing the reasons that make you consider a job change. What is prompting you to think about a transfer? Boredom? Conflicts with colleagues? A desire for new challenges? Perhaps your job is taking up too much time, and you want to find a better work-life balance? It’s crucial for your decision to be well-founded. An internal transfer is quite achievable (for instance, one in three of the 500 new employees at Sainsbury’s transitions to similar positions within the company each year), but you need to have a strong justification. Try jotting down your thoughts. Keep it simple — just outline the reasons for your transfer, including emotions and other motivations.
Step 2. Analyze Your Reasons.
Once you’ve identified your reasons, it’s essential to assess how justified they are. Not all reasons carry the same weight. For example, if you’ve just started in your current department and feel you don’t fit the role, that could be a valid reason for a transfer. However, feelings of boredom or dissatisfaction are less substantiated. What specifically is causing this feeling? Is it related to changes in your routine? Perhaps it stems from a lack of motivation or a shortage of engaging tasks?
- Respectable reasons may include relocation to a different region, seeking a more suitable department or team, issues with management, or career goals that can’t be achieved in your current role.
- Unfitting reasons would involve disagreements with the corporate culture, ethical standards, or issues with upper management. A transfer won’t resolve these matters, and you may soon wish to leave the company.
- Don’t assume that a transfer will solve all your problems. If they are systemic, remember: things are often better where we are not.
- In a small company, transferring can be challenging, as many people hold their positions for years, and roles are strictly defined. In that case, it may be better to consider moving to a different organization.
Step 3. Build Relationships with Colleagues.
Network with colleagues who can assist you in your transfer and with whom you feel comfortable working. Establish genuine relationships based on mutual understanding and express your intentions to find like-minded individuals who will support you. Engage with people from the departments you wish to join. For example, if you’re aiming to become an accountant, mention this during conversations with HR staff. By showing interest, you might receive an offer when a vacancy arises in that department. However, keep in mind that knowing the right people doesn’t guarantee success, but it significantly increases your odds.
- In smaller companies, it’s easier to build connections. If all vacancies are decided by one manager, openly share your aspirations. If they are favorable, you’ll be among the first to know about new opportunities.
Step 4. Look for Internal Job Openings and Apply.
Keep an eye on internal job openings and submit applications. Many companies inform their employees of vacancies before advertising them to external candidates. Pay attention to such news in the corporate network, break room, or ask colleagues. For instance, if you want to work in marketing and are talking to a marketer, inquire whether there are any open positions. Even if there’s nothing available at the moment, they’ll remember your interest. If you have acquaintances in HR, let them know about your intentions. When a suitable vacancy arises, apply, but be cautious, as your acquaintances may also be interested.
- Take this seriously. Many mistakenly believe they can easily secure a new position due to connections. In reality, this might complicate things, as others could suspect favoritism. Conduct yourself as if you are applying to a different company. Follow all formalities, submit a current resume and cover letter, and demonstrate professionalism.
- Sometimes, there may be an opportunity to apply before others, but don’t count on it. The vacancy may also attract other employees.
- Be selective. Management won’t take seriously someone who expresses interest in every available position.
Step 5. Discuss Your Intentions with Management.
Make sure to communicate your desire to your direct supervisor and HR. Try not to offend anyone. If your manager usually supports you, silence might deprive you of an important ally. Keep them informed so they can advocate for you. If your relationship isn’t perfect, try to convey your intentions tactfully. For example, say: “You’re a great manager, and I enjoy working with you, but I’m interested in exploring growth opportunities.” Ultimately, they will find out anyway, so it’s better to be upfront about it.
- If approaching your manager is difficult, or if they are the reason for your desire to change roles, consult with HR. You will need to have that conversation, and a specialist can guide you on how to approach it best.
How to Prepare for an Interview for a Transfer
Step 1. Take the Interview Seriously.
Prepare for the interview as if you were applying to a new company. Don’t assume that your current position gives you an edge. To enhance your chances of success, it’s essential to approach the conversation professionally. A big mistake is relying on internal connections and acting carelessly. Recruiters may perceive this as arrogance.
- Remember that sometimes internal candidates are scrutinized more closely, especially if HR has had unfortunate experiences with other internal applicants. Don’t relax.
- In a small company, interviews may take place in a less formal setting, but that doesn’t mean you should lose your professionalism. Prepare and dress appropriately.
Step 2. Follow Interview Etiquette.
Treat the interview as an opportunity to land a new role. Choose a business attire style that is neat and wrinkle-free. Don’t forget to bring a resume, arrive on time, smile, and give a firm handshake to the interviewer. Ask insightful questions to demonstrate your knowledge and preparedness. Maintain eye contact and stay open. At the end, be sure to thank the interviewer and ask about the next steps. Don’t forget to send a thank-you email a couple of days later.
Step 3. Continue to Perform Your Duties Diligently.
Keep working hard in your current role until your transfer is finalized. If you decide to stay within the company, maintain good relationships with your current boss and colleagues, while also showcasing your seriousness to your new colleagues. Don’t let yourself slack off. Arrive on time, fulfill your responsibilities, and adhere to corporate ethics. If the interview doesn’t go well, you risk losing not only the opportunity for a transfer but also your current job.
Step 4. Wrap Up Current Tasks.
Congratulations! You’ve successfully completed the interview and will soon start in your new department. Before you leave, try to assist your current manager and team. A sudden departure can cause confusion for the entire department, and the new employee may struggle with your tasks. Don’t leave any unfinished projects and complete your responsibilities until the very end. This will demonstrate your commitment to the job and help the team adjust to the changes.
Step 5. Onboard the New Employee.
Before leaving, take the initiative to introduce the newcomer to the work. Your experience will help them integrate into the process more smoothly. For instance, explain that two reports need to be prepared: one for management and another for the sales department. Share your list of responsibilities and work schedule. Ensure that you provide step-by-step instructions for key tasks and documents. You might conduct a training session for the new employee over a few days.
- As a parting gesture, offer your help in case they have questions. Leave your contact information and say, “Don’t hesitate to reach out if you encounter any difficulties.” This will leave a positive impression of you, even if the new employee doesn’t take you up on your offer.
