How to convince leaders in job transfer?

Don't talk to the leader before you do your own psychological construction. First, let go of your guilt. Work is actually a value exchange. The leader must cultivate you because you can create value for him. Secondly, don't feel that you have completely lost contact with your previous job when you change departments. In fact, you can still create value for the former leader in the future. Don't let anyone blow-dry your hair before making an appointment with the leader. The leader must have heard this from you for the first time, otherwise he would feel betrayed and completely disrespected. You can ask the leader: "I wonder if you have about half an hour in xx (specific time)? I have some troubles at work and want to ask you. "

It is best not to talk in the leader's office, because it is his home court, and you will be unconsciously suppressed by his aura. I suggest you find a conference room directly, so that the atmosphere of chatting is more equal.

4. Don't lay the groundwork for too long, come straight to the point and tell the reason of job adjustment. The reason can be cut from the topic you talked about before, and it is best to quote the original words of the leader. For example, the leader once said, "I think you have strong execution ability, and you need to focus on cultivating strategies in the future." Then you can start from here and specifically talk about why you want to go to the new department and how to practice your strategy there.

Now that you have decided to transfer the group, there must be something attractive to you in other departments. But you must never compare the two departments together, let alone have any dissatisfaction with the status quo. On the one hand, these topics can easily become accusations against leaders; On the other hand, if the leader tells you that these problems are being solved slowly, it will only make it harder for you to get out.

6. If the leader asks, "Has the new department decided to hire you?" You can reply like this: "When I decided on this idea, I did communicate with him privately. He also said that he would like me to help. However, before I formally apply for transfer, I will definitely get your support. " Although you need to give leaders a sense of respect and control, it is better to use the word "support" instead of "agree" and "agree", so that communication will be more friendly and equal.

7. If the leader tries his best to keep you, I hope you will reconsider. I suggest you take a stand on the spot. Don't be afraid that the leader will lose face. Go back and pretend to think. Again, work is a value exchange. As long as the current work progress is not delayed, there is no reason for leaders to hinder the personal development of employees.

8. When replying to the leader's retention, it can be divided into three steps. First of all, you should thank the leader. It doesn't take too long, just describe one or two specific things.

9. Secondly, talk about your ideas about the follow-up handover work and ask for leadership opinions. Attention, can only say thinking! Even if you have made some preparations, you can't tell me frankly. Otherwise, the leader will think that you have arranged everything privately, and you seem to have been calculated by you.

10. Finally, show determination and support. You have to let the leader know that you have been thinking about the transfer for a long time, and it is not a temporary decision, let alone let the leader give you a promotion and salary increase. However, although you have made up your mind, you will still provide support until the handover is completed and the newcomers can get started smoothly.

If the group is transferred smoothly, remember to stand up in time if the former leader needs your help in the future.