5 Things to Consider Before Moving an Employee to Another Department

In today's job market, moving roles can provide employees with unique opportunities that they might not have in their role. It allows them to maintain their benefits, work environment, and relationships with colleagues, while pursuing a different position in their current company.

Though there are a few things to consider before making the decision.

1. Alignment with career goals

Ensure that the move aligns with the employee's long-term career aspirations, by encouraging open discussions about their professional objectives to make certain that the transfer supports their journey, rather than just offering a change of scenery.

2. What does the business need?

Assess whether and how the move serves your business' needs. Ensure that it contributes to the overall growth and efficiency of your teams.

For example, relocating employees can help address skill gaps in different departments, leading to overall better performance and growth.

3. Is it for skills and staffing gaps?

A business may find that it has a surplus of staff in one department while another department faces a shortage of support. In cases like these, transferring employees from one department will, on paper, benefit everyone. It allows employees to advance in their careers in a different direction while helping the business address staffing imbalances.

More development. More growth.

4. Training a replacement

An internal transfer can place an additional burden on the current team, especially when it comes to finding a suitable replacement, either immediately or down-the-line. To keep a good relationship with the current manager and team, it's advisable to offer assistance in creating a transition plan and/or training a replacement.

This could involve a lengthy handover, such as a guide book with best practices on the responsibilities the person is leaving behind.

While this may involve additional hours and efforts, providing this support can go a long way in preserving relationships and ensuring a smooth transition.

5. Is there a steep learning curve?

You should evaluate the learning curve associated with doing well in the new role. A reasonable and manageable learning curve ensures a smoother transition for everyone.

This means:

• Gauging whether the necessary skills and knowledge align with the employee's current competencies
• Providing adequate training and support
• Double-checking the resources provided. What people need is always different.
• And checking in on how they're finding it regularly!

Striking the right balance between a challenging learning experience and a feasible transition is what will make it work.

Internal job transfers can be a beneficial move for everyone when approached not only strategically, but also personally. By considering what we've mentioned, both employees and employers can frame the transfer and its request as logical steps in their career progression.

Want to learn more about how to make internal mobility work for your business? We've written a comprehensive guide on how to become "A Magnet for Top Talent" with internal mobility.

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