Getting your manager onside to support your career development and internal advancement is crucial for your professional growth. Managers can be key advocates for your career progression, so it’s important to approach this strategically. Additionally, moving internally to another department comes with its own set of challenges, which are important to understand and navigate.

How to Get Your Manager Onside for Career Development

1. Open Communication

– Discuss Your Goals: Initiate a conversation with your manager about your career aspirations. Be clear about your long-term goals and how they align with the company’s objectives. This helps your manager understand your ambitions and see how they can support you.

– Regular Check-Ins: Make career development a regular topic during one-on-one meetings. This shows your manager that you’re serious about your growth and keeps your goals top of mind for them.

2. Seek Feedback

– Ask for Constructive Criticism: Request feedback on your performance regularly. Understanding areas where you can improve will help you grow and show your manager that you’re committed to developing your skills.

– Act on Feedback: Implement the feedback you receive. When your manager sees that you’re making efforts to improve, they’re more likely to invest in your development.

3. Show Initiative

– Take on Additional Responsibilities: Volunteer for projects or tasks that go beyond your current role. This demonstrates your willingness to grow and take on new challenges, which can make your manager more likely to support your advancement.

– Identify Opportunities for Improvement: Proactively suggest improvements or innovations within your team or department. This shows leadership potential and can position you as a valuable asset worth investing in.

4. Align Your Goals with Team Objectives

– Connect Your Growth to Team Success: When discussing your career goals, highlight how your development will benefit the team and the organization. Managers are more likely to support you if they see how your growth aligns with or contributes to broader business objectives.

– Collaborate on a Development Plan: Work with your manager to create a professional development plan that aligns with both your goals and the needs of the team. This plan could include specific training, mentoring, or projects that will help you advance.

5. Build a Strong Working Relationship

– Be Reliable and Trustworthy: Consistently deliver high-quality work and meet deadlines. A manager who trusts and relies on you is more likely to support your career aspirations.

– Be a Problem Solver: Help your manager by identifying and addressing challenges before they become issues. Being a problem-solver can enhance your manager’s perception of your readiness for advancement.

6. Request Support for Specific Opportunities

– Ask for Training or Mentorship: If there are specific skills you need to develop, ask your manager for support in accessing training or mentorship opportunities.

– Seek Advocacy: When appropriate, ask your manager to advocate for you in internal discussions about promotions or moves to other departments.

Challenges of Moving Internally to Another Department

1. Navigating Office Politics

– Perception and Relationships: Moving to another department might be seen differently by various stakeholders. You may need to navigate complex office politics, ensuring that your current manager and team don’t feel abandoned, while also integrating well with the new team.

– Maintaining Relationships: You need to maintain positive relationships with your current team while building new ones in the department you’re moving to. Balancing this can be challenging but is essential to ensure a smooth transition.

2. Skill and Role Adjustment

– Skill Gaps: Moving to a different department might require skills you don’t yet fully possess. This could require additional training or a learning curve, which may temporarily impact your performance and confidence.

– Role Clarity: Different departments might have different expectations, cultures, and ways of working. Adapting to these differences can be challenging, especially if there is ambiguity in your new role or if you’re moving from a specialized role to a broader one (or vice versa).

3. Managing Expectations

– Your Own Expectations: You might have high expectations for the move, such as immediate advancement or recognition. However, the reality might involve a period of adjustment where you have to prove yourself anew.

– New Team’s Expectations: The new team might have expectations about your performance or what you bring to the table. Meeting these expectations while adjusting to the new environment can be demanding.

4. Overcoming Resistance

– Current Manager’s Resistance: Your current manager might be reluctant to let you go, especially if you are a key contributor to their team. They might try to dissuade you from moving or delay the process.

– New Manager’s Hesitance: The new manager might be cautious about bringing in someone from another department, especially if they are unfamiliar with your work. They may have concerns about your fit with the team or department culture.

5. Learning a New Culture

– Departmental Differences: Even within the same company, different departments can have distinct cultures, communication styles, and workflows. Adapting to these differences while maintaining your performance can be challenging.

– Integration into a New Team: Building trust and rapport with a new team takes time. You may need to invest extra effort into understanding team dynamics and finding your place within the group.

How to Overcome These Challenges

– Clear Communication: Keep open lines of communication with both your current and prospective managers. Make sure everyone understands your reasons for the move and how it aligns with your career goals.

– Seek a Transition Plan: Work with both managers to create a transition plan that ensures a smooth handover of your current responsibilities and a clear understanding of your new role.

– Continuous Learning: Be proactive in learning the skills and knowledge necessary for success in your new department. This might involve additional training, shadowing colleagues, or seeking mentorship within the new team.

– Be Patient and Flexible: Adjust your expectations and be patient with the process. Understand that it may take time to fully settle into your new role and demonstrate your value in a new department.

By strategically managing your relationship with your manager and being prepared for the challenges of an internal move, you can position yourself for successful career development and advancement within your organization.

How to Overcome These Challenges

– Clear Communication: Keep open lines of communication with both your current and prospective managers. Make sure everyone understands your reasons for the move and how it aligns with your career goals.

– Seek a Transition Plan: Work with both managers to create a transition plan that ensures a smooth handover of your current responsibilities and a clear understanding of your new role.

– Continuous Learning: Be proactive in learning the skills and knowledge necessary for success in your new department. This might involve additional training, shadowing colleagues, or seeking mentorship within the new team.

– Be Patient and Flexible: Adjust your expectations and be patient with the process. Understand that it may take time to fully settle into your new role and demonstrate your value in a new department.

By strategically managing your relationship with your manager and being prepared for the challenges of an internal move, you can position yourself for successful career development and advancement within your organization.