The gossip behind her back among old colleagues influenced the new leader's perception of her.
He Na had previously worked in the product design department of a kitchenware company. At the beginning of this year, the company underwent internal personnel adjustments, reshuffling the product design team. Some underperforming employees were directly dismissed, while most at risk faced the dilemma of choosing new positions—either transferring to departments with poorer benefits or actively seeking opportunities to promote themselves into better departments.
He Na was fortunate to successfully transfer to the administrative department under the office during this crisis, taking on routine administrative duties. Under the company's compensation system, administrative salaries significantly exceeded those in most other departments. Thus, this internal move felt more like a promotion for He Na—not only did her workload lighten, but her pay also increased substantially.
However, after colleagues scattered in all directions, those from He Na's former department voiced discontent about her internal transfer. According to company rules, He Na wasn't the most senior employee, yet she secured a better department through this move. Some dissatisfied colleagues privately speculated that He Na had powerful connections or a strong background, leading to such disparate outcomes in departmental transfers among peers.Some gossip-loving colleagues began spreading rumors about He Na, suggesting she had secured the better department through an ambiguous relationship with a senior executive.
These whispers reached the ears of He Na's current supervisor, who gradually began viewing her with suspicion.On multiple occasions, he summoned her to his office for talks, subtly criticizing her work or fabricating issues to pressure her. Each time she emerged from his office, He Na knew she had no choice but to work even harder. Yet her supervisor persisted in his harassment, and the rumors within the company showed no sign of abating. During that period, He Na nearly broke down under the weight of public scrutiny.Feeling that no amount of effort would make a difference, she began drifting through her days at the office. This only gave her supervisor more ammunition, and he seized an opportunity to transfer her out of the department.
Her talent had already been noticed by her new colleagues, who quickly helped her find her footing in the new role.
Some choose to move internally within a company, much like finding a more suitable partner—preferring the familiar over the unknown. They don't seek the best, only what fits them best, and in the end, they truly realize their professional value.
Wang Xiaomin was originally an employee in the company's planning department. With a background in copywriting and long tenure, she was deeply familiar with the company's culture—all assets that helped her establish herself in the department.Whenever the planning department took on a project, she delivered precise analyses that earned her the department head's admiration. Later, several new colleagues joined the department—young people with connections. They didn't put in much effort, liked to play petty tricks, and often became obstacles to Wang Xiaomin's work.Wang Xiaomin repeatedly voiced his grievances to management, only to be met with the response, "Just bear with it," clearly siding with the newcomers. His once-proud foundation gradually diminished as management grew reluctant to offer him opportunities. Left with no choice, Wang Xiaomin opted for an internal transfer, moving from the subsidiary to the group company's publicity office.
Departing with resentment, Wang Xiaomin hadn't anticipated that his past writing work was already well-known within the group's publicity office. His articles frequently appeared in the group company's corporate newspaper, and word of his talent had spread among the publicity team even before his arrival. The group's publicity office welcomed Wang Xiaomin's transfer with open arms, recognizing him as a rare talent and granting him significant autonomy in his daily work.Many former colleagues even proactively assisted Wang Xiaomin, offering substantial support for his work.
After the move, Wang Xiaomin seemed to have found his groove. His busy figure could be seen at the group's major events. At that year's annual meeting, Wang Xiaomin was commended by group leadership as an event organizer. Later, when the head of the Publicity Office encountered Wang Xiaomin's former planning department leader, he remarked that the Publicity Office felt like they had struck gold.The planning department head could only offer an awkward smile.
But this transition wasn't over yet. His past responsibilities continued to haunt him like a shadow.
A major pitfall of internal transfers is that old duties often resurface after you've moved on. Some end up juggling both old and new roles, leaving them exhausted and unable to voice their struggles.
Chen Dong's company had several subsidiaries. He had served as head of the personnel department in one of them for six years. A year prior, a female deputy was transferred under his supervision. Rumored to be close to a vice president in that subsidiary, she arrived with ambitious plans to undermine Chen Dong. Amidst the complex personnel struggles, Chen Dong opted for an internal transfer, moving to another subsidiary to become director of the administrative office.
Though technically within the same organization and with similar job responsibilities, the two subsidiaries managed distinct teams. Consequently, Chen Dong was overwhelmed with work during his first few months in the new role. Strangely, after Chen Dong's departure, the female assistant failed to secure his former position, which was instead filled by a newcomer.
The newcomer was reasonably humble and respectful toward Chen Dong, invariably seeking his advice whenever work issues arose. Impressed by his demeanor, Chen Dong imparted all his knowledge without reservation. Unexpectedly, even after months of guidance, the newcomer still grasped little of the job's essentials. He came to Chen Dong nearly every day with a barrage of questions, making the situation unbearable.Refusing him would give the newcomer ammunition to claim Chen Dong was uncooperative, and former colleagues might perceive him as petty. Yet helping him felt impossible—the man seemed to have an endless supply of questions. Chen Dong was already overwhelmed with his own workload; finding time to mentor him felt like a struggle beyond his capacity.
With no other choice, Chen Dong gritted his teeth and taught the newcomer bit by bit. This process dragged on for over a year. During that time, it felt like Chen Dong had split himself in two, juggling responsibilities on both fronts. He’d thought an internal transfer would mean a clean break, but this move proved endless—his old duties still haunted him like a shadow.