How can I manage employee relationships

Tips for carrying out an employee transfer

What is an employee transfer?

There are different definitions of employee transfers depending on who you ask. One definition is that an employee transfer is either a lateral or a horizontal movement, with responsibilities, status and salary fixed. According to this definition, an employee can be transferred from a plant, a position, a shift, a department, a section or a workplace in the same location or to another.

An alternative definition of employee transfer is the transfer of an employee from one position to another. These employee transfers take place laterally and usually do not consist of significant changes in responsibilities, skills or salary.

An application for temporary or permanent transfer can be submitted by an employee or an employer, depending on company policy. Typically, your HR department will manage the entire transfer process.

Why is Employee Transfer used?

Employee transfers occur for a variety of reasons, from career development opportunities to employee relationship issues. The following are common reasons for employee transfers-

1. discipline- A delegated employee could be the result of disciplinary action. In particular, employees in federal professions can be transferred before they are considered for termination.

2. conflict- If there is a significant problem in employee relations that creates conflict in the workplace, an employee can be transferred from one department to another. Typically, this only occurs when reps at a meeting with your HR department failed to fix the employee relationship issue.

3. development- While there are generally no salary increases related to employee transfers, the company may transfer an employee to another position as part of career development initiatives. Transfers can provide an opportunity to expand or knock down the skills of employees, or a valuable employee can be used as a link between one department and another.

4. Adjustments- For various reasons, the workloads and responsibilities of employees may need to be changed from time to time. In most cases, the transfer of existing employees is cheaper than the unnecessary onboarding of new employees.

How to complete an employee transfer The

Developing an employee transfer process reduces the stress often associated with job transfers. Similar to an employee resignation process, an employee transfer process should be evaluated by lawyers to avoid lawsuits or non-compliance. To the

Best practice steps for formulating your company's employee transfer process include-

Standardized forms

Design internal forms that employees can fill out during each transfer process. Forms should include all major transfer specifications and should be signed by the employee and the individual employee and other relevant parties.

Regardless of whether a transfer request was initiated by the company or employee, this form should be used consistently. Forms should reflect what type of transfer is taking place, e.g. B. when an employee moves from one department to another or to another office location.

Clearly comment on whether a transfer should be temporary or permanent. Companies with international and domestic employees may have to conclude additional documents in order to ensure compliance with the regulations.

Formal meeting

Schedule a formal member of staff for a meeting to discuss the transfer process. Inform the employee about changes in remuneration, title and duties. If additional documents are required, e.g. B. Letters of recommendation, this meeting is a great place to gather them.

A transferred employee must know to whom and where to report. Make sure you give time at the end of the meeting so that employees can request additional information or provide feedback on the transfer process.

Written communication

When an employee is under new management, send an official letter to all parties concerned. Depending on who was involved in the transfer process, letters may have to be sent to several people.

Indicate whether the transfer request was involuntary or voluntary. The detailed salary agreements and other specifics can help reassure employees of what to expect and reduce stress levels.

Then either specify a date on which the employee should return the signed letter or a form that must be filled out at the beginning of the process.


Offering help to a transferring employee can increase employee morale and loyalty. Simple tasks like delivering moving boxes for office supplies can mean a lot to an employee.

Let everyone in the office know about the transfer and the planned training schedule for a replacement employee. If a transfer donor has to train her replacement, make sure that she is given enough time to do so.

advantages of

Employee transfers Employee transfers can benefit both a company and its employees in many different ways, including-

  1. Defuse employee relationship problems

  2. Career development opportunities

  3. Redistribution of workload

  • Avoidance of nepotism or favorism

  • Increased potential for cooperation
  • When done correctly, transfers can increase productivity, efficiency and effectiveness in the workplace. Although the transfer process may seem intimidating at first, following these best practice tips can help streamline the entire transfer process.

    Important findings

    • An employee transfer can be a lateral or horizontal movement in which responsibilities, salary and status in general do not change.
    • The reasons for initiating a transfer range from adjustments to the workforce to development opportunities.
    • If you are transferring employees, make sure that you use a standardized transfer process including documentation and meetings.
    • Even offering employees a simple favor to help with their transfer can make all the difference. For example moving boxes for a cross-country move.
    • To the
    • Benefits of transferred employees include improved employee relationships and cooperation potential