Ask Capita: Manager won't support my internal move to a different department.

I've been in my current role for three years and am ready for a change. I found an ideal opening in the Product team—a perfect fit for my skills—but my current manager is actively discouraging me. They say I'm too valuable to lose and worry about the time it would take to train a replacement. I feel trapped and worry they'll sabotage my application or give a bad reference. How do I advocate for my career path without creating conflict or burning bridges with my current manager? —Stuck In Place

---

This week’s response was prepared by Queer Capita Board Member, Andrea Pearl.

Hi Stuck In Place,

So you've been in the same role for three years, and you found an opening on another team that you feel fits your career goals, but your manager doesn't want to let you go.

Phase 1: Contextualize Your Growth and Reassure Your Manager

Use Loyalty-First Language

One of the most effective ways to ease this dynamic is to contextualize your desire to grow with your loyalty and dedication: Clearly state that you want to stay with the company, and emphasize that you believe in the company’s direction and see your future there.

Your manager might be more supportive when they understand you’re not trying to walk out the door —you’re trying to move forward in your career.

So maybe try language like:

“I really value being part of this company. I want to stay here long-term and continue growing. This Product role aligns closely with the skills I want to develop, and being able to grow internally is a big reason I’m committed to staying here.”

Providing emotional reassurance and being clear about your intentions can potentially soften your manager’s resistance to the transition.

Phase 2: Address Logistical Roadblocks Proactively

The Power of the Transition Plan

After that, make sure to address their logistical concerns.

Offer to create a transition plan, document your responsibilities, and you can also offer to play an active role in the hiring and training process for when you exit the team.

This will show that you’re not abandoning the team —you’re approaching the move responsibly and with care.

Hope that helped! :)

Andrea

---

Key Steps to Secure an Internal Move:

• Reassure your manager you are committed to the company.

• Contextualize the move as career growth, not an escape.

• Offer to create a detailed transition plan for your current role.

• Volunteer to actively help train your replacement.

Submit your questions anonymously to Ask Capita.

← Back to Professionals Navigating the Music Industry Blog