It's not uncommon for employees to express a desire to transition to another department at their current employer. If someone on your team approaches you with such a request, you have to ensure the move is a beneficial fit for both the employee and the organization. This requires a strategic approach, considering the employee's skills, the needs of the new department and the overall impact on team dynamics.
Below, the members of Newsweek Expert Forum outline 13 key steps managers can take to plan for a smooth interdepartmental transition. Here's how they recommend supporting employees through this change so they can settle seamlessly into their new roles.
1. Encourage Them to Make an Informed Decision
A primary role of leaders is to prepare team members for their next role. When an employee approaches you about moving to a different department in the company, encourage them to do a thorough investigation of the leadership, culture and growth trajectory of the new role before making the move. Provide candid feedback about the strengths and skills required in the new role and explore ways to close any gaps. - Lillian Gregory, The 4D Unicorn LLC
2. Conduct a Skills and Interests Assessment
One critical step to ensure a good fit is to conduct a skills and interests assessment, which indicates the employee's motivations, strengths and how these align with the targeted department. Five ways to facilitate a smooth transition are to develop a transition plan, provide training and development, set clear expectations, offer support and regular check-ins and facilitate team integration. - Sonja Wasden, Speaking Mental Health
3. Determine the Desire Behind the Request
First, get curious. Focus on the three E's of education, experience and exposure. What is your employee hoping to learn next, try next or who are they hoping to meet next as a result of this rotation? Start with discovering what's behind the ask. Then create shadow experiences for your employee to explore whether a different department aligns with the desired outcomes of the three E's. - Karen Mangia, The Engineered Innovation Group
4. Collaborate With Their Future Supervisor
As a manager, it is my job to set them up for success. That means not just while they are on my team but also when they are transitioning to a different department. Collaborating with their future supervisor will create a smooth transition. - Krisztina Veres, Veres Career Consulting
5. Implement a Role Immersion Program
Start a role immersion program in each department. Before the transition, the employee can be directed to take up short-term tasks or projects in the new target department. This inevitably gives them practical insights and exposure to the new team dynamics and demands. It is an approach centered on experiential learning theory, where practical activities foster knowledge and skill development. - Dr. Kira Graves, Kira Graves Consulting
6. Evaluate Alignment
Evaluate how the employee's skills and career goals align with the new department's requirements and team culture. Conduct a skills assessment and offer transition support in the form of mentorship to gradually shift responsibilities and ensure a strategic alignment between career development and departmental needs. - Gergo Vari, Lensa
7. Ensure They Are Qualified
First I would check or ask them if they have the right training and disposition for that department and the pressure that comes with it. I would also let that person know what to expect. If I believe the employee is a fit for that department and company operations will not be affected, I would allow and even encourage the move. But I'll also speak up if I feel there might be a problem. - Zain Jaffer, Zain Ventures
8. Ensure Current Skills Align With Department Needs
Evaluate the employee's current skills and how these align with the needs and opportunities of the new department. Connect with the department manager to glean preferred requirements and essential skills to thrive in the role and department. - Britton Bloch, Navy Federal
9. Hold a 'Career Compatibility' Discussion
When an employee expresses interest in transitioning to a new department, I initiate a "career compatibility" discussion, exploring the employee's aspirations and the department's needs. To aid the transition, I arrange a mentorship within the new department to ensure the employee gains insight and establishes connections, fostering a seamless shift while also maximizing their potential contribution. - Anna Yusim, MD, Yusim Psychiatry, Consulting & Executive Coaching
10. Understand the Reasons Behind the Request
Assist the employee in identifying their reasons for wanting to switch departments. Understanding their motivators provides a framework for assessing their passion, skills and adaptability. Instead of assuming or feeling responsible for the decision, adopt a guiding role. Offer support and guidance throughout the exploration process, empowering the employee to make decisions that align with their goals. - Leah Marone, Corporate Wellness Consultant
11. Assess Skills, Interests and Goals
To ensure it's a good fit, assess their skills, interests and goals. I would have an open discussion with the employee and the department's managers to align expectations. To help with the transition, I recommend providing the necessary training, mentorship and support to ensure smooth integration into the new role and department. - Alan Wozniak, Business Health Matters (BHM) Executive Consulting
12. Recommend an Aptitude Test
An employee wishing to move should take an aptitude test to see if they have the potential to do the job. They should also take an interest inventory test to see if their personality fits the job before allowing them to apply for a different position. Part of the application should be for the employee to work there on a trial basis for two to four weeks. - Baruch Labunski, Rank Secure
13. Examine Academic Abilities and Company's Needs
We typically do not make employee position changes based solely on employee requests. Our decision-making process is based on academic abilities and what is best for the company. However, if an employee feels they are capable of a lead management position and can dedicate themselves to the role, we will consider them for the position. - Tammy Sons, Tn Nursery
Uncommon Knowledge
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Newsweek is committed to challenging conventional wisdom and finding connections in the search for common ground.
