Complete internal job-hopping in five steps

Complete internal job-hopping in five steps It is undeniable that when it comes to job-hopping, most people in the workplace are "opportunists." Especially in larger companies, potential leavers who are dissatisfied with their current positions can often find opportunities in other departments. "Taking shortcuts" to change jobs under the same roof is a good way to save costs and reduce risks. Internal job-hopping is a rediscovery and planning of one's career goals and should not be taken lightly. Compared with the decisiveness of resigning, internal job-hopping may be more labor-intensive, searching for goals, coordinating relationships, and there are always many small things that need to be done. There are always different methods for reference in different situations. Compare the following five steps to success and launch your "jump in" action in a targeted manner.

Step1 Think twice before jumping

There is a formula that can explain the losses caused to the company by employee resignation: turnover cost = historical cost, replacement cost, opportunity cost, and competitive cost. For employees, leaving the company and reentering the labor market is also a huge life cost. Correctly evaluate the reasons why you are dissatisfied with your job. If you agree with the company but are dissatisfied with the current leader's behavior, or your personal temperament does not match the department culture, then you can consider changing to another department to the extent possible. Fei was determined to resign. If it is out of a desire to change careers, internal job hopping is also an option to minimize risks.

Dilemma

When Karen graduated from the Chinese Department, she worked as an administrative assistant in a newspaper because she had no experience as a reporter. Two years have passed, and she has done her best to do her job well, giving full play to her writing skills and making the internal magazine impressive. Although my inner dream of being a reporter has never disappeared, I have become accustomed to the regular life of an 8-hour working day. Seeing that my colleagues in the editorial department often travel during the day and stay up late to write articles, and the elimination rate is also very high, I can't help but give up. Karen felt that maybe she should stay put and wait. The leader of the editorial department might one day discover her writing potential from the internal journal and take the initiative to arrange a position for her to showcase her strengths. This may be safer than her rash application for job transfer, but when will that day come? To jump or not to jump? It’s a serious question about your future.

Take action

Waiting for a chance means there is no chance. The chance of staying in one position for a lifetime and waiting for Bole to fall in love with you, and the department Bole is in is one that you yearn for is too low. Letting other department leaders speculate on your ability and willingness is really the most negative and unrealistic idea. Observe the real status of senior colleagues, including life patterns, work specifications, and ability requirements, and refer to their career development paths to determine the general direction of your own career planning.

Jackson from the GE sales department is facing the choice of changing jobs, but which business department should he switch to? When he was troubled, he couldn't help but think of Mentor, who was two levels above him. His life experience, business vision, and understanding of the company's strategic development were far better than his own. After a thoughtful conversation with Mentor, Jackson had a direction.

Tips

When working in the same company, development opportunities and benefits will vary greatly between different departments. Internal job hopping without finding a good direction will be a disguised demotion or blockage of development. No longer a minority, risk assessment applies here as well. If you can’t figure it out yourself, find a friend with more foresight to help you!

Step 2: Collect information and let the leaders of the target department recognize you.

Relationships, having a "shelf" is not as valuable as being valuable, and strive to be a valuable corporate talent! Only in this way, the "talent edge" phenomenon will be completely changed in shoe companies, and the cohesion of the company will continue to be strengthened!

Now that you have decided to “jump” to a department that is more suitable for development, you should also do more homework on understanding beyond the superficial aspects of the position. What is it actually like to be in this position? What is the department culture like? What is the working style of department leaders? If you don't understand it clearly in advance, it will be difficult to guarantee that internal job-hopping will be successful. Of course, understanding is a two-way street. Why do you want the leader of the target department to favor you and force you to join the team?

Difficulties

Xiao Xie works in the software R&D department of an IT company. The company is very large and has many departments. They work on different floors, but there is no communication between them. many. Recently, he had the idea of ??going to another department, but the leader of that department didn't even recognize him. How can we make the target department leader understand his abilities in a short period of time and readily agree to his joining?

Take action

To avoid fighting an unprepared battle, it is important to collect information. Many companies will post vacant job demand status from time to time on their internal web pages, which provides open information and opportunities for people who are willing to "jump in". As for the specific situation, in addition to consulting the human resources department, be sure to grab the "elegant people" around you, including your current boss and colleagues who know you well and can make recommendations. The opinions of third parties are often more convincing.

Or be more proactive and find an opportunity to talk to the leaders of the target department. As long as the expression is appropriate and sincere, employees who sincerely express their yearning will not be resentful even if they do not promise.

Familiar colleagues in the target department may also provide you with a lot of information that is not available through official channels. Of course, you must learn to identify these gossips and distinguish whether your colleagues’ opinions are subjective feelings or objective reality. It is immature to completely give up the idea of ????transferring jobs because of easy denial, or not to move to a department that is advantageous because of blind identification.

Tips

There is no airtight wall in the world. If the original department's performance is poor and there are resentments everywhere, the leaders here will also know it. Who would be willing to take a hot potato into their hands?

Step 3: Let the current leader become your booster

Undoubtedly, your immediate boss will be happy with you, and a large part of your value will be defined by him. . If the current leader believes that your transfer to another department as an excellent representative is an honor to his own good leadership, then congratulations, you will move from one success to another; but if you handle it poorly, it will confirm his suspicion on the other side. , then be careful. Your wishful thinking of changing departments is likely to encounter the greatest resistance, or even fail.

Difficulties

Chang Xin is a highly regarded backbone in the current department, but he increasingly feels that he has lost interest and wants to switch to other departments to try new development. But the current leader has a good personal relationship with him, but he doesn't know how to speak, and is worried that the leader will think that he has betrayed him when he needs help the most. Their company did have this kind of precedent. Because they offended the department leaders, no one dared to take the risk to accept it, which made them disgraced and out of control, and finally had to leave the company. Chang Xin was afraid that he would also fall into that fate.

Take action

The most embarrassing thing about this issue is when and how to talk to the current department leaders. If you talk to him early, will your boss think you are uncomfortable in the room? If you tell him at the end, he will think you didn't mention anything before, don't trust him, and betrayed him.

Although you may successfully jump to another department, your current boss will still have a lot of influence on you. Therefore, he must understand that your jumping to other departments is not due to his poor leadership, but entirely out of personal professional interests. Talk to him openly and tactfully about your thoughts from his perspective, focusing on professional development for personal reasons rather than interpersonal difficulties.

Tips

Regardless of whether there are any unhappy factors, the superficial unity with colleagues in the old department must be done well. Being familiar with people and getting things done easily is your advantage in quickly establishing a foothold in a new department. Strive to be happy and never grow tired of the old: don’t let your colleagues in your old department alienate you, and don’t let your colleagues in your new department be wary of you.

Step 4: Take job transfer interviews seriously

Herb, founder of Southwest Airlines? Kelleher said: "If you don't have the right attitude, no matter how skilled you are, we won't need you." In the limited contact with the human resources department and target department leaders, excellent interview performance is an important weapon to convince them to make their final decision. .

Difficulties

Phil signed up for the company’s internal recruitment and had good communication with the department leaders where he wanted to work in advance. He felt that he also had potential. However, the competition for this position is very fierce, and you may be asked many practical job operation questions during the interview. To be honest, Phil can talk a lot about the reasons for internal job hopping. When it comes to future work plans, he has not yet fully understood. If he does not perform well on the spot, he is worried that his achievements will be lost.

Make a move

Just like applying for any job, the interview process will never be perfect in your own summary afterwards. This sentence should not be said, and that question should be answered like that. But one thing must be grasped, that is, do not act bitter and aggressive when facing the examiner. If you are seeking other development within the company, try to show your professionalism and good potential. It will not be lovable if you anger others too much or slander your original colleagues and leaders in person.

Tips

In large companies, the human resources department will try its best to avoid nepotism among department leaders. Don't think that the interview is just a formality. If your performance is not convincing enough, the company will not play house with you and change jobs casually.

Step5: Integrate the department’s “small culture” as soon as possible

No matter how big or small a company is, it has a big culture (macro culture) and a small culture (micro culture) environment. It is important that you work effectively in both cultures. Maybe the company will present itself as a very formal culture to the outside world, but in different departments, the cultural manifestations are different. The engineers in the software department dress casually and like to joke with each other, while the public relations department has a much stricter appearance because they often have contact with customers.

There must be cultural connections at work. The human resources department must ensure that the right people are assigned to the right jobs and that they match the company culture. The person you hire needs to be able to strengthen this connection without causing conflict.

In the same way, the department leader must also determine in advance that your joining will only have a positive effect on the "small culture" that he is satisfied with, otherwise it will simply cause trouble for himself.

Problem

Troy was finally transferred successfully. He was not happy for a long time, but the excitement in the new department quickly disappeared. In the past, the atmosphere in the old department was lively, and the bosses and subordinates got along relatively casually. Everyone often played together after get off work. The style of the new department is obviously different. Colleagues work quietly most of the time, and even meetings are solemn. He felt a little depressed and lonely, and was afraid that he might accidentally tell a bad joke and make the atmosphere awkward.

Make a move

When entering a new department, it may not be unwise to keep a low profile. When you don't have a good grasp of the department's small culture, being cautious can reduce the chance of conflicts and mistakes. Put your mind into your work and work hard. This is the most effective and convenient way to get recognition from others. In addition, be sure not to often use the old department as a reference, as this will arouse resentment among new colleagues.

Tips

According to statistics, 17 people will know if you say something bad about a person. This is also an advertising effect. It's best not to verify this statistic, whether in a new or old department.

Finally, if you try your best but still fail to jump to the department of your choice, takeiteasy, there is nothing "must do", don't let yourself fail if you don't succeed. Otherwise, it will be like Newton said: "The more concentrated the action force, the stronger the reaction force." If it makes a fuss all over the world, everyone will know it. Besides leaving, do you have any better choice?

Solving doubts

Three ways to change jobs internally

1. Department recruitment

In larger companies, HR will From time to time, vacant positions in various departments will be announced on the internal website or bulletin board, indicating the job requirements, and recruitment will be conducted for all employees. The success rate of converting departments using this format is high.

2. Job rotation

Many foreign companies have a mandatory job rotation system for new employees. In large departments or divisions with complete job positions, employees regularly work in different positions. rotate between. Through job rotation, employees can not only eliminate the burnout of repeated work in the same position, but also discover the positions they are truly good at and enjoy.

3. Job transfer

In different companies, job transfer has two different meanings. One is that for employees who have poor performance appraisals and are eliminated from the bottom, the company will give them the opportunity to switch to other positions. The other is that there is a regular (for example, one-year) job transfer system. All employees (except those with special provisions) can choose a department based on their own interests. If there is a vacancy and they meet the job requirements, they can successfully transfer.

Q&A

From a personal perspective, we have been troubled by internal job-hopping for a long time. Why not listen to what the corporate HR department thinks about this matter? Maybe you will have an enlightenment.

When talking about this topic, Wang Xiaowei, deputy director of the Human Resources and General Affairs Department of Panasonic (China) Company, suddenly became rigorous and eloquent. Panasonic has a complete internal recruitment and job transfer and job rotation human resources system, which to a large extent gives employees a fairer and more equitable opportunity to choose a career path.

Why does Panasonic value internal recruitment so much?

If there are job vacancies, we will first use internal recruitment, and then consider external recruitment. So far, we have successfully recruited more than 50 positions internally. Instead of recruiting talents from outside, it is better for enterprises to tap existing talents within the enterprise, which also greatly saves the enterprise's human resource costs.

The information platforms of large companies are very developed. All branches across the country can see the job vacancies. If there is a demand for a position, we will disclose the conditions for this position to everyone. For example, working experience, experience points, etc. This is the same concept as external recruitment.

How to coordinate the interests of individual employees, departments and HR planning in the specific process?

The specific internal recruitment process is relatively confidential, and the human resources department takes the lead in this matter. Once it is finally determined that the application has been successful, we will come forward to communicate with the two departments. Any employee who succeeds in the interview must be the backbone of the original department. If he is not an outstanding person, the next department may not want him to join. Since the company recognizes this system, all departments must support it 100%. What we emphasize is the company's overall talent allocation, the overall best rather than the individual best.

Of course, there are also people who bypass the human resources department and go directly to department leaders to seek transfers. It would not be possible if there were no vacancies. To avoid clandestine deals, vacancies must be advertised on the corporate intranet. The department will recommend this person to the human resources department according to the process, and the human resources department will conduct the evaluation together with the relevant departments. This is a coordination process.

Regarding job rotation, does Panasonic have any hard and fast rules?

A characteristic of Panasonic is that if you want to be a manager, you must have experience in several different fields. It is best if his/her promotion is related to the experience value of different positions in the previous period. .

In a large team, there is a concept of "job rotation". For example, in the financial department, people who have just worked for one or two years will be rotated in cashier, financial management and other positions. In the end, you may Return to your original position. The company has a large framework to standardize the business of each department and ensure that everyone learns different things.

We are a business entity, and colleagues who work in other fields or have relevant experience often transfer to other positions. For example, people who work in media public relations may work in marketing and human resources because they have the basic qualities required for the new position.

What companies often encounter is that everyone wants to go to the best department. In order to prevent advantageous employees from flowing to advantageous departments, we will balance the demand for talents among various departments. In a large group, it is impossible to abandon other businesses for a department with excellent performance. Every industry and every department will have its peak and trough stages, so the advantages of a department are always relative.

Are there any more dramatic examples of job transfers?

An employee who studied Japanese used to work as a translator in the IT department, but he was already being eliminated. Because many translators are very willing to get exposed to IT knowledge and gradually become combinatively competitive people, but they are not very interested in the IT industry and do not understand much. Their own characteristics are not consistent with this department. After a year or two, they find themselves Encountered a big bottleneck.

We know very well which employees sometimes do not fully utilize their strengths. We feel that her overall quality is not bad, so we take the initiative to let her try other jobs. After moving to a new department, she was responsible for the promotion and display of all Panasonic products. She suddenly became enlightened and confident, and soon became the backbone of the department.

Of course, there will be examples of failed job transfers. The reason is that there is a gap between one's imagination of the position and the actual situation. Even in the same company, it feels good to see the operation of other departments, but in fact it is not. One thing. If the human resources department recognizes this person, it will still give him another chance. The person's potential is much more important than whether he currently meets the job requirements.

Japanese companies’ concept of talent training is not a “take-it-yourself” approach. There is no guarantee that they will be 100% suitable for new positions. Talents need a certain amount of time to learn and improve themselves. But if it doesn't work after a while, he may be eliminated.

If you have not found your interest in many positions, you also need to reflect on yourself, which will be very beneficial to your future career.

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