You’re being recruited by the head of another department and your boss isn’t in the loop.
There are few things more encouraging than being recognized by a supervisor for outstanding performance in the workplace. But what if that recognition comes in the form of another department head offering you a great position with their team without your current manager’s approval? And what if that offer includes higher pay, better benefits, a more attractive work environment, etc.? Part of being a stellar administrative professional is your dedication to the employees you support, but what do you do when an offer comes along that is more in line with your ambitions than your present role?
People leave their current company for better opportunities all the time. The difference in this scenario is, if you don’t handle it appropriately, you run the risk of burning bridges with individuals you’ll likely still see every day. If, after carefully weighing your options, you realize that accepting the offer is the right choice for you in terms of your professional goals, don’t feel guilty about moving forward – just make sure you do it the right way by bringing your boss in the loop as soon as possible and following your company’s guidelines for internal transfers.
As with most difficult workplace situations, the sooner all parties involved are on the same page the better. Be grateful but assertive with your potential new manager. Liz Ryan, of Human Workplace, suggests that you “be very clear in letting this person know that you have an obligation to your current boss. Ask her how she wants to proceed with bringing your manager into the loop. They are peers, and it would be much better for the person pursuing one of his top performers to initiate the conversation.” Furthermore, if you are unfamiliar with your company’s internal recruiting policies, this will help avoid any violations if multiple members of senior leadership are aware of the offer being made.
Once your transition is approved, do all that you can to maintain positive relationships with your soon-to-be former boss and associates: express flexibility in finishing any outstanding projects, refer qualified colleagues, and offer to train your replacement. Even if you move to another department, you can still leave behind a legacy of loyalty and dedication instead of abandonment.
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