Asking for a transfer without sounding like I'm complaining

Anonymous

September 2,2022 at 2:17PM UTC

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Asking for a transfer without sounding like I'm complaining

I've been with my organization for well over a year. It's a large org with good opportunities to move around. I'm currently supporting a division with a great director I love working for; however, some of the individuals below him are difficult. The job is becoming unpleasant. The individual I report to is also terrific but I think he's on his way out, and the woman I suspect will replace him is a micromanaging nightmare. I think I have a few months left before things get ugly. What's the best way to tell my supervisor (not in this division) that I'd like to get away? She always says I'm doing very well but I don't think she knows how rough it really is. I'd like to at least say I need to increase my knowledge of the org and gain new experience. Is that really enough to request a transfer?

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Kathryn MontbriandSeptember 2,2022 at 2:30PM UTC
I would recommend you frame this as what you want to move towards vs. what you want to move away from.
Spend some time thinking about what you want to be doing two or three jobs from now. What skills and experiences will you need to help you get there?
Once you know the learning and opportunities you're after, talk to your leaders about a transfer in a way that demonstrates the chance to expand your skills and move you towards your next career goal. Hopefully they will want to be partners in helping you get there!
Lori DrapeauSeptember 2,2022 at 2:59PM UTC
Totally agree that you should frame the request is a positive light. And you are also right to think about this proactively instead of reactively after you get a new boss and things aren't going great. I think you should be proud of your foresight and go after what you want.
AnonymousSeptember 2,2022 at 3:50PM UTC
I hope everything works out for you and your future
Sharon GrehanSeptember 2,2022 at 4:14PM UTC
I completely agree with Kathryn here - focus your ask on the positive aspects of what a move will bring to your career growth (vs. the negatives of your current situation). Talk about the skill sets and experiences you want to gain to have an even broader impact in the future
AnonymousSeptember 2,2022 at 4:16PM UTC
I think you've got the right idea. Frame it as increasing your knowledge/new experience. Maybe talk about related things like cross-department pollination (or whatever catch phrases are popular there). Come up with as many positive reasons to move as possible and leave out the negative.
AnonymousSeptember 2,2022 at 4:36PM UTC
It never hurts to ask, especially as moves in your organization are common. Develop your case carefully as to how your organization will benefit and why you are a good fit for the transfer.
You’re smart to be taking pre-emptive measures. You also might consider evaluating opportunities outside your current company, just to hedge your bets.
Joan Williams, Senior Talent Acquisition SpecialistSeptember 2,2022 at 4:57PM UTC
It shouldn't sound like you're complaining if you're not complaining.
I would keep it positive - I'm looking for a new challenge. That you want to move toward something better, not get away from your current situation.
AnonymousSeptember 2,2022 at 6:23PM UTC
I would definitely seek out other opportunities. Most organizations would like the fact that you are seeking to expand your horizons within the organization. I would talk to both supervisors and let them know you are interested in growth and not stress the transfer aspect. You never know if they are planning reorganization and succession planning.
JJSeptember 3,2022 at 2:46AM UTC
That sounds like enough. Companies should be happy to have employees who look for new challenges.
AnonymousSeptember 4,2022 at 2:13AM UTC
Reach out to the mgr to request a transfer but lead with all the positive things you would like to embark on explain how you could add value and you’re looking for a new challenge. Try that first and see what the mgr says. Unless you have a strong rapport with the mgr already I would not bring up the issues. It should be a last resort.
AnonymousSeptember 5,2022 at 7:38PM UTC
Original poster here.
Thanks for all of the feedback. I will approach this with a positive, "not running away from, but running towards something new and challenging" outlook.
Honestly, based on what's going on, I'm in a situation I've experienced before and also observed where older, veteran female staffers bully the new and often younger female staffers. And most of the time, the male executives stay out of the way and stick their heads in the sand. For those of you who've also witnessed this dynamic, is there really any hope? It's as if the men are actually scared of going up against the women, even if they're lower on the org chart and have every right to question their behavior and how they're treating new team members. They may as well just declare, "Let the girls handle the girls!"