Want to change teams to escape horrendous line manager.
To ask to change, first approach hiring manager of potential new team? Or HR? Or manager-of-manager? Or someone else?
Wait till dust settles from major, company-wide reorg that's led to lots of people leaving? Or is it an advantage?
In some ways this is a follow-up* from this question, which blew up.
My question now is: in what order should I ask various stakeholders to change to a different sub-team?
My notion is:
Approach potential new manager to assess whether they feel it's plausible for me to join, then
Manager of my manager to hear whether they're ok with me changing, then
My current (terrible) manager to tell him I'm going to change?
Or some other ordering? I don't think there's a formalized process for this at the company (update: I read the entire employee handbook, and there's no mention of anything like this) -- perhaps I should try to check with our HR first? Although I'm inherently distrustful of HR.
Second question: major re-org has just happened, too, and several people have left as well from the greater team. Is it better to wait until the dust settles from the re-org?
* Long story short, it somewhat blew over as I wasn't PIP-ed (my line manager felt I began doing better than PIP range (although still poorly)), I managed to get a well-recognized company-wide project completed despite all this, and now feel I have enough leverage to ask to change managers.