Should You Inform Your Manager if You Are Job Searching Internally?
Never Blindside Your Manager if You Want to Remain on His Good Side
Reader questions that develop widespread interest are often shared. A reader wrote that his wife had applied for several jobs outside of her department in her company. Before she could be considered for these opportunities the local HR department informed her manager of her intent. This sparked an unpleasant and difficult conversation that she had to have with her boss.
Now his wife doesn't feel that she can apply for any job in the company without being scrutinized because she is being monitored. My instincts tell me this HR and management behavior is unethical but is it illegal or just workplace bullying? Should she call the ethics hotline or just quit and get another job before they fire her for being 'unhappy'?
Human Resources Policies for Internal Job Applications
Every organization has different policies about how they handle employees who want to transfer to another job. In many companies, for example, the company policy is that an employee must be in their current position for six months or have the approval of their vice president to change jobs internally sooner.
The policy may also state that the employee is responsible for notifying his or her current manager if applying for another job in the company. With this policy in place, employees know exactly what is required for their internal job search. The situation the reader experienced would not have occurred
That’s where your wife should start. Determine the current policy of her organization. It is possible she inadvertently failed to adhere to it. If manager notification is not in the policy, then, the HR staff person’s behavior in telling her manager that she had applied for another job is a confidentiality failure.
In an organization, employees should have a reasonable expectation that their interactions with HR are confidential. The appropriate step for the HR staff person was to ask your wife if she had discussed the internal job search with her manager.
HR does this to provide an opportunity for the manager to potentially improve the aspects of your wife’s job that she has decided to leave. It also gives the manager a chance to understand your wife’s career objectives within the organization.
Finally, discussing the potential transfer or promotion with her current manager gives him or her the opportunity to support the application with a positive internal reference. This is fair treatment for her current manager who may lose his or her best employee, too.
It sounds as if her applications blindsided her manager just as much as she was blindsided by HR’s approach.
The HR manager’s actions in telling the manager about your wife’s applications may also be standard practice for her organization. If it is standard practice, while the approach is not recommended, the HR manager may have assumed that, of course, your wife knew that she would communicate with her current manager.
Policies aside, on the flip side, perhaps it is also an organizational norm that employees tell their manager when they apply for jobs internally. The HR person may have assumed that her manager had been informed by your wife.
So, back to your original question. the breach of confidentiality is troubling. Unethical? It depends on all of the circumstances. The behavior that is continuing, however, if it is making your wife uncomfortable and feeling bullied, may be retaliation by her manager and HR. If retaliation is occurring, that is worth calling the ethics hotline.
Suggested Approach to an Internal Job Search
Here’s a suggested approach. Your wife needs to meet with her manager and explain why she is looking for another position. No matter her reason, she should manage the discussion to emphasize that her personal growth and development and her ability to contribute to the success of the organization are her reasons for doing an internal job search.
She must politely note that she knows how difficult it is to replace any employee who moves on to another job. She must stress that she will make the transition as seamless as possible and be available to help her replacement learn the job.
Following this discussion, she should tell her manager about each job application she makes. She needs to discuss with her manager why she sees the job as a good opportunity. She also needs to ask for his or her support. No manager likes being blindsided by an employee, and this will keep the manager in the loop.
If your wife believes that they are not considering her for the openings for which she applies, that may also qualify as retaliation. If they are not considering her application, she should begin a stealth job search. It would be a clear message that she has nowhere else to go in her organization.
Not knowing the politics of her workplace, it is tough to know whether a complaint to her manager’s manager and a higher up in HR would get her anywhere. In some organizations, this can be a helpful step, but in others, it is the kiss of death.
Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and employment laws and regulations vary from state to state and country to country. Please seek legal assistance, or assistance from State, Federal, or International governmental resources, to make certain your legal interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.