When we encourage early career professionals to “build their network,” they often think of going to industry events, alumni gatherings, or reaching out to strangers on LinkedIn.
What many don’t realize is that some of the most important networking happens right in the workplace, such as in cross-department meetings, Slack channels, or casual chats in the break room or before virtual meetings start.
It’s very common for junior employees to focus just on their manager and immediate team. As managers and mentors, we need to help them step outside this comfort zone and see the value in building connections across the company.
Allowing team members to stay in their comfort zone puts their careers at risk.
If someone early in their career only interacts with their own team, they miss out on learning how the whole business works. This can also make their career less secure.
When priorities change, teams reorganize, or budgets get cut, employees who are only known by their direct supervisor lack a broader network of support inside the company.
Remind your mentees that internal networking isn’t always about office politics. More importantly, it’s about understanding the organization. Having colleagues in Finance, HR, Operations, and Product who can speak to their work ethic is the best job security they can have.
Teach them to view every hand-off as relationship capital.
Junior employees often see cross-department interactions as just tasks to complete, like sending a spreadsheet to Finance, making a request to IT, or handing a copy deck to Marketing.
We should help them see these everyday hand-offs as chances to build relationships. Encourage them to be curious during cross-team work by asking questions such as:
“How does the way our team formats this data affect your workflow?”
“What is the biggest bottleneck your team is facing right now that we should be aware of?”
When early career employees show real interest in helping other departments solve problems, they stand out from those who focus only on their own tasks.
Are you their only “Behind-Closed-Doors” advocate?
As leaders, we know that when it comes to promotions, talent reviews, and full-time offers, managers talk to each other.
It’s good when someone’s boss likes them, but it’s even better when leaders from other departments speak highly of them.
Let your mentees know that every cross-team project is a chance to show their potential. When they come to meetings prepared, respectful, and dependable, they build a network of people who will support them, even when they’re not present.
Expand how they see their work.
Internal networking helps early career employees move from seeing their work as just a list of tasks to understanding how their efforts support the whole company.
When we help our direct reports step outside their department, we give them a chance to be seen across the company, build empathy for other teams, and gain the support they need for long-term career growth.
How do you help your direct reports connect with teams outside their own?
Conversation Kit for Managers & Mentors
Use the conversation kit below to run more impactful one-on-one and group sessions in less time. The kits give you intentional articles and discussion prompts to guide early-career professionals and accelerate their growth.