Published on Wednesday, Mar 19, 2008
Very often people like the company they work for, but leave because they have problems with the boss or colleagues, are bored with the job or just hungry for a new challenge.
Its time to make a move, but the greener pastures may be closer than you ever thought.
Yes, instead of blindly rushing to look for new jobs and jumping ship, you can consider switching to another department within the same organisation.
Pursuing internal opportunities is especially attractive if you are comfortable with the company at large, and is also easier than external moves. Even employers favour filling vacancies by hiring existing employees because of the familiarity with their skills and proven track record. Not only does internal mobility work in their favour as an effective retention tool, but also begets the implied advantage of ‘no break-in period’, as internal transferees can hit the ground running. In fact, many openings are first offered to internal employees before being advertised.
Moreover, in-house options give employees the best of both worlds by preserving the work environment, relationships and other benefits sans the additional stress of a full-fledged job search. You can achieve continued development and steady advancement without acquiring the tag of job-hopping. What’s more, you don’t have to hide your job hunt either!
Its time to make a move, but the greener pastures may be closer than you ever thought.
Yes, instead of blindly rushing to look for new jobs and jumping ship, you can consider switching to another department within the same organisation.
Pursuing internal opportunities is especially attractive if you are comfortable with the company at large, and is also easier than external moves. Even employers favour filling vacancies by hiring existing employees because of the familiarity with their skills and proven track record. Not only does internal mobility work in their favour as an effective retention tool, but also begets the implied advantage of ‘no break-in period’, as internal transferees can hit the ground running. In fact, many openings are first offered to internal employees before being advertised.
Moreover, in-house options give employees the best of both worlds by preserving the work environment, relationships and other benefits sans the additional stress of a full-fledged job search. You can achieve continued development and steady advancement without acquiring the tag of job-hopping. What’s more, you don’t have to hide your job hunt either!
Netting an internal transfer
An internal move can be the heaven-sent answer to all your problems. But, do not opt for this route just because a vacancy is in the offing. First ponder on your employment interests, job needs, career path and long and short-term objectives. Explore the kind of job you are seeking and what new elements you expect from the change – is it different work, unique challenges or better pay.
Also, will the transfer to another part of the organisation be a temporary one before returning to your old job, or are you considering a more long-term move.
Do not upset the apple-cart – A diplomatic approach from the onset is needed especially if you want to remain on good terms with everybody.
Speak privately with your manager and explain your reasons as he may resent losing a valued employee.
Formulate an acceptable explanation for your move like change of environment, testing your potential, improving cross-functional skills or broadening your understanding of how the business works. If he does not want you to go, you can field it as being ‘good for the company’.
Also, check your company policy on job changes. Some organisations require employees to work in one area for a mandatory amount of time before switching to another, while others necessitate managerial approval even before applying for internal jobs.
When it comes to the actual opportunity - A good starting point for exploring internal vacancies can be the corporate website, intranet, newsletters or even staff bulletin boards where employers advertise openings. Otherwise contact your HR manager or department head about the same.
You can even network with others to source out hidden job opportunities that are never announced publicly. Let your contacts know that you are considering a move (lateral, reassignment or promotion), the type of positions you are interested in and what you can offer to another part of the business.
If your boss happens to be supportive and will not feel threatened by your plans, enrol his assistance in seeking opportunities within the organisation. Once he is willing to back your bid, he can bring up your name with the right people when the time comes to fill a vacancy. You can even mull over getting a mentor to guide your strategy and advocate your move.
A move up the ladder is ideal. But you have to make yourself promotion-worthy by developing your skills, seeking feedback, taking up work outside your job description, volunteering for important projects or asking the manager to delegate extra work.
Shine the light on your achievements and demonstrate thinking that is in line with higher-level goals and objectives.
Landing the job - You cannot afford to adopt a casual approach just because it’s an internal move; the same rules and standards apply as for external job hunts. Formulate an updated functional resume, write a cover letter, dress well, be confident and display polished professional skills at the interview.
A structured transition – When moving out of the old job, do complete your projects, wind up pending work and help in passing the baton to your replacement. Also, getting to know people in the new department in advance can smoothen your move.
Manage old and new relationships well so that you do not end up damaging your reputation and losing old contacts at the expense of new workmates.
To wind up, do investigate internal options before changing companies, but if nothing works, do not hesitate to look outside for better opportunities either.
An internal move can be the heaven-sent answer to all your problems. But, do not opt for this route just because a vacancy is in the offing. First ponder on your employment interests, job needs, career path and long and short-term objectives. Explore the kind of job you are seeking and what new elements you expect from the change – is it different work, unique challenges or better pay.
Also, will the transfer to another part of the organisation be a temporary one before returning to your old job, or are you considering a more long-term move.
Do not upset the apple-cart – A diplomatic approach from the onset is needed especially if you want to remain on good terms with everybody.
Speak privately with your manager and explain your reasons as he may resent losing a valued employee.
Formulate an acceptable explanation for your move like change of environment, testing your potential, improving cross-functional skills or broadening your understanding of how the business works. If he does not want you to go, you can field it as being ‘good for the company’.
Also, check your company policy on job changes. Some organisations require employees to work in one area for a mandatory amount of time before switching to another, while others necessitate managerial approval even before applying for internal jobs.
When it comes to the actual opportunity - A good starting point for exploring internal vacancies can be the corporate website, intranet, newsletters or even staff bulletin boards where employers advertise openings. Otherwise contact your HR manager or department head about the same.
You can even network with others to source out hidden job opportunities that are never announced publicly. Let your contacts know that you are considering a move (lateral, reassignment or promotion), the type of positions you are interested in and what you can offer to another part of the business.
If your boss happens to be supportive and will not feel threatened by your plans, enrol his assistance in seeking opportunities within the organisation. Once he is willing to back your bid, he can bring up your name with the right people when the time comes to fill a vacancy. You can even mull over getting a mentor to guide your strategy and advocate your move.
A move up the ladder is ideal. But you have to make yourself promotion-worthy by developing your skills, seeking feedback, taking up work outside your job description, volunteering for important projects or asking the manager to delegate extra work.
Shine the light on your achievements and demonstrate thinking that is in line with higher-level goals and objectives.
Landing the job - You cannot afford to adopt a casual approach just because it’s an internal move; the same rules and standards apply as for external job hunts. Formulate an updated functional resume, write a cover letter, dress well, be confident and display polished professional skills at the interview.
A structured transition – When moving out of the old job, do complete your projects, wind up pending work and help in passing the baton to your replacement. Also, getting to know people in the new department in advance can smoothen your move.
Manage old and new relationships well so that you do not end up damaging your reputation and losing old contacts at the expense of new workmates.
To wind up, do investigate internal options before changing companies, but if nothing works, do not hesitate to look outside for better opportunities either.
PAYAL CHANANIA
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