I put in for a transfer to another division where I work. The job would be about half the same work as what I do now, and about half different duties. It’s a lateral move; there would be absolutely no difference in pay, benefits, seniority, or authority. Anyway, the manager of the new division interviewed me and wants to hire me.
My current boss, however, is refusing to authorize a transfer. Her reason? “I don’t want to lose you.” (Her exact words).
I have no real recourse in this matter, since agency policy clearly states that any transfers have to be authorized by the employee’s current supervisor, and that transfers can be denied for any reason or no reason. Nor do I have a contract or a union, so basically I’m screwed.
Anyway, I’m not asking how to remedy this. I’m just asking, is this a common practice in US workplaces?
Well, it’s the reason why they put that “old manager has to authorize it” policy in place, which in my limited experience is quite common.
I don’t think your current manager realizes that she’s basically setting you up for sending your resume outside the company, though. Which was my own reaction to a boss “not wanting to lose me”.
It’s common for the two managers to nagotiate about when they’ll let you transfer. If you current manager needs you to finish up a project or train someone, it’s common for them to be allowed to keep you for an extra month or two. But to prohibit the move is something I’ve never heard of. I think you shoujld talk to your HR person about it.
Yes, it’s fairly common. Managers and internal politics of the company often make them do a lot of really, really stupid shit. It’s amazing how many managers get by simply because they have a competent staff.
I know a guy in my company getting refused a transfer to become a manager. I’d say it’s commonplace to be refused a transfer, all it takes is your manager not giving a crap about your desires as an employee. I imaging they think you are ‘irreplacable’, but if you up and quit, they’d have someone doing your job in short order, it would just be more work on their part to get that person trained.
If you company has an “open door” policy, where you can talk honestly with a more senior manager, you may have recourse to get the transfer done. While your manager has to agree, there’s nothing to say she can’t be forced to agree by someone she reports to.
The longest I’ve ever held a job is about two years, so I haven’t seen this too much in the IT industry. Somebody isn’t being a Team Player is my guess.
No, somebody is being a team player, only from the reserve-clause era. It is common for a manager to have this privelege. IME, it is not common for them to abuse it this way.
Though I have never worked for Texas Instruments, I know that thier policy is that your current manager can NOT block such a transfer. They reason that to do otherwise makes for either A) unhappy employees, or B)high training costs when employees quit. Openings are published monthly (or weekly, I forget) and there is no stigma associated with being seen reading the listings.
I once worked for a company that had no such enlightened attitude. Such a lateral transfer was not only blocked, but in addition myself, and the employee who told me of the opening, were reprimanded for engaging in “hallway recruiting”. Six months later I had found a job with another company…see ya!
Your boss has just told you, basically, that you are irreplacable. Take that information, and go and demand a raise. If you are refused the raise, you are not valued in your position. Quit your job - and get hired by the other manager! If you do get the raise - hey, its more money for doing your job!
It is not as rare as it should be (becauses bosses arew too frequently dumber than they should be). Deb went through the same thing; she was offered a really nice lateral transfer, but her boss blocked it. Deb promptly found a nicer job and walked out. (As an R.N., she has that luxury better than most of us.)
The idea behind the rule is to prevent departments raiding each other for help. Unfortunately, as with most arbitrary controls, it has a whole range of unintended (and undesirable) consequences.
I would try to not turn this into an inter-departmental feud or a pissing contest, but I would go to HR and suggest a meeting with your current boss. Propose a definite time-line for your current boss to find a replacement (whom you will offer to train), but make it clear to HR that you are looking for the broader experience that will be a benefit both to you and the company if you can tackle new tasks. (If they think you are simply looking to shake them down for more money, you may wind up painting a “Fire me” bullseye on your forehead as a “disloyal” employee.)
The suggestion that you can find the broader opportunities at another company should be implied, but nat made as a threat. Threats are the easiest way to encourage a dismissal.
I’ll agree that it’s very common. In fact, I believe that 2 of my promotion were a direct result of my asking to move to another department. I recommend that you start wearing a suit occasionally, just to keep them guessing.
In my experience a delay is common but outright blocking it is uncommon. The manager’s discretion to block is intended for cases of someone leaving during a crunch season or on a key project deadline, not for the manager to just be a jerk. If the crunch season or key project deadline situation does apply in your case, try to get the 2 managers to negotiate a time frame. If that’s not the case, employees will typically appeal. The appeal may be through a formal open door process, through HR, or to the next level of management.
It’s considered a courtesy at my work to let employees transfer. We had one woman who transferred to three different departments during her time (her choice, not because she was a problem employee) at the company, and we joke because one department in our group seems to be the hunting ground for other departments.
I would think it’s easier to let employees make transfers than hire from outside. No background screening, drug tests, and they’re already there so they can keep their current vacation days and experience. Plus they know how the company works.
I work for a decent-sized company, and have had transfers blocked. In my case I let the hiring supervisor know that I would be blocked for lateral transfers, but that the company policy at the time was to not block for promotional transfers. So it was made into a promotion. That didn’t stop the block, though! My losing department suddently realized that I had to be in current position for 18 months before I was eligible for a promotional transfer! I hadn’t been, because six months prior to that, they’d changed my job title, thus resetting that clock. A couple of “skip-level” meetings after that (with a guy just about to retire), the way was cleared for me. Even so, the mutal agreement between departments meant I still had to stay on for two months at the old position.
To pour salt into my wounds, the losing department was responsible for my annual pay raise, because I’d worked for them during that fiscal year – it was the absolutele worst raise I’d ever gotten: right at mean for the company. Bastards! But at least the percentage was at the higher, promoted base pay.
Ain’t it the truth? A guy once wanted to transfer to my group and I wanted him, but his supervisor refused to permit the transfer. Within 6 months he wasn’t working with either of us or even in our department.
I was blocked from an internal transfer I was considering once. Let me tell you, nothing pushed me from “considering leaving” to “wanting the hell out” faster than being told I was not allowed to leave. Eventually, I was allowed to transfer, but not before months of escalating and looong discussions with people way up the food chain from me trying to convince me that I should stay where I was and claiming their hands were tied.
The funny thing is that initially, leaving the company was the furthest thing from my mind, but the refusal to allow an internal transfer really made me consider it.
I’m curious, if tranferring departments is such a big deal that people consider leaving firms over it, exactly what is the strong impetus behind wanting to transfer so badly?
Sometimes it is new people. Sometimes it is new technology or a career path that is more in line with what one desires. (Credit Collection and HR can be dead-end positions limited by the ceiling of those departments, so moving to General Accounting or even Accounts Receivables might make future promotions easier.)
And, of course, it is often the case that the manager (the one who has lost so many employees that he will block your move to keep you around) is some sort of boob or ogre from whom one wishes to escape.
In the case of the guy I wrote of, he was checking and calibrating test instruments in our standards lab. We were designing and installing weapons test systems in aircraft and he wanted to do that.
