QUESTION: It is better to tag along with the manager when he moves to another company.
FACT: That’s okay if it Is in line with your career plan; otherwise, you may be disparaged as the ‘manager’s tail’.
A good working relationship is important in any workplace. Managers try to build a good team by bonding strongly with each team member. Over the years, a few employees get so used to their manager that when he plans to leave the job, they too want to move along with him. They think that by having the same manager, they wilt. have one thing less to worry ;about, and that their good relationship with the manager will reduce much of the stress at the new workplace. They also believe that if they follow the manager, they wouldn’t have to go through a lengthy interview process, nor would they really have to deal with the phenomenon called the ‘fear of the unknown’ at the new company.
There are disadvantages too. An employee who chooses to tag along with the manager is actually losing the opportunity of working under a different manager. Thereby, he is depriving himself of the chance of subjecting his skills to be tested by another leader. He is also opening himself up to snide remarks from his new colleagues—that he is a ‘follower’, a ‘sycophant’ or the ‘right hand’ of the manager. He can wipe out these labels only when he proves himself and wins the respect of his colleagues. Middle and senior level professionals who wish to move with their manager, should first sit down and have an independent think—whether what they’re planning is a strategic career move or whether the new job will be one of those that vanish quickly.
WHAT CAN YOU DO? You should find out about your manager’s position and image in the new company. If the manager has not settled well into the new job .and something happens (by way of being sidelined or even fired), then this would have an adverse impact on you. The most important question you have to ask yourself is, whether this job change is part of your career plan. The decision should be based on your assessment of what the change involves rather than your familiarity with the manager.
