Name the work changing hands
List the responsibilities being transferred and what the employee keeps. Promotions can change ownership without changing every task.
Solutions · By transition
Let the new role start without the old one following.
An internal move needs an explicit handover even when the employee stays reachable. Flamekeeper helps you capture the context and agree what the receiving team needs to own from here.
One handover free during beta.
Why it matters
An internal move still changes who is responsible for the work.
Promotions, team transfers, and reorganisations often leave the previous owner close enough to answer a message. That can make a formal handover feel optional. But if every unusual request still goes to that person, the new owner has inherited the tasks without the authority or context needed to handle them independently.
Start by distinguishing what moves from what stays. Some responsibilities transfer completely; others become shared or stop being needed. Record the decision history that affects the transferred work, the open questions the receiving owner will inherit, and the date from which new requests should go to them.
Flamekeeper helps both sides assemble and review that context in a scoped case. Ask the receiving team to read the draft and explain how they would approach the next piece of work. Use any uncertainty to improve the handover, then agree on a limited clarification period that allows the previous owner to settle into their new role.
In practice
Make the boundary between roles explicit.
Keep the decision history
Capture why the current approach exists and which choices are still open. The new owner needs the reasoning as well as the links.
Agree when ownership changes
Review the documents together and resolve missing context. Agree on a transfer date instead of leaving the old owner permanently on call.
Your first step
Use the transfer conversation to settle ownership.
Compare both roles
Identify what leaves the old role and what remains.
Capture the working context
Ask for the process and the decisions behind it.
Review with the receiving team
Confirm who handles new requests after the move.
Does someone have to leave the company?
No. The same capture and review process can support an internal transfer, promotion, or reassignment of responsibilities.
Is a handover necessary if we can still message them?
Reachability helps with occasional clarification. A written transfer gives the new owner a reference and makes it easier for the previous owner to focus on the new role.
Can this support a team reorganisation?
Use a case for a clearly scoped transfer of knowledge. Agree on the new ownership structure first; Flamekeeper does not design the organisation for you.
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