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Coworker asked Boss to transfer one of my interns to work for her. How do I respectfully tell my boss “Over my dead body?”

· 4 min read

You’ve got a tiny office, a big project, and a coworker who can make a cactus blush with her passive‑aggressive eye‑rolls. Your interns are the secret sauce for the January‑May sprint, and suddenly the office gossip machine decides to turn that sauce into a salad for someone else. The good news? Your boss is a pushover, which in this case means you can actually negotiate. The bad news? Your boss’ boss has already whispered that both the boss and the coworker might be on the “fire list” for performance issues. You’re essentially playing a high‑stakes game of “Who gets the interns?” with your sanity on the line.

The Situation in One Paragraph (because the internet loves brevity)​

  • You: Manager of 2 interns, champion of a big project due Jan‑May.
  • Katy: Manager of 1 intern, toxic, hates you, and just asked the boss for a new intern—spoiler: the new intern is one of yours.
  • Boss: Pushover, thinks “girl fights” are a normal office drama.
  • Boss’s Boss: Threatening fire‑sales, knows about the potential firing of both the boss and Katy.
  • The Intern: Leaving soon, could end up under Katy if you don’t act.

Why You Need to Keep Your Interns​

  1. Project Deadlines Are Real – You’ve trained them for a project that’s longer than a Netflix series.
  2. Intern Morale Matters – They’re your “future talent.” Don’t make them the scapegoat for office politics.
  3. Avoiding a HR Showdown – If the boss gets “pushed” on an intern, you’re the only one who knows the impending layoffs. Don’t put them in the crossfire.

A Plan That Doesn’t End in a Scream​

1. Stick to the Facts (No “I feel hurt” drama)​

“Boss, I’ve mapped out the project timeline and the skill gaps. The interns are the only ones who can handle the next phase. If I lose them, we’ll miss the deadline, and the client will be less than thrilled.”

2. Highlight the “Business Case”​

  • Timeline: Two interns = 30% faster completion.
  • Skill Match: Interns already trained on the specific tech stack.
  • Risk Mitigation: Avoiding re‑training new talent during a critical period.

3. Offer a Compromise (Because Nobody Likes a “No”)​

“Once we finish the January‑May project, I’ll gladly assign the interns to help Katy on her next assignment, but they’ll still report to me for consistency.”

4. Prepare for the “Boss Says ‘Deal With It’” Response​

  • Reinforce the ROI – “We’re investing in a project that will bring in $X in revenue.”
  • Show Alignment – “This keeps us on track with the company’s Q2 goals.”

5. Keep the Conversation Professional (No “I’m being emotional”)​

  • Use “I” Statements Wisely – “I’m concerned about the project timeline.”
  • Avoid Personal Grievances – Leave the eye‑rolling to the office gossip column.

The Outcome (Because You’ll Need a TL;DR)​

You went to the meeting with facts, no drama, and a solid compromise. Boss agreed: your interns stay for the project, then they’ll help Katy afterward but still report to you. You saved the day, preserved your interns, and avoided a potential HR circus.

Comments (Because Reddit Never Sleeps)​

  • Boss’s Boss called me in for a one‑on‑one last week and told me that both Katy and Boss might be let go due to performance and behavior issues.
    Go back to boss' boss and explain what's going on and that you need both interns for the project. When boss tries to pull one intern, just tell him that his boss already agreed that you need both interns.

  • Yeah this is a try your way first and if it doesn't work, go over their heads. Also yikes that you know they might be fired, what the hell everyone.

  • Your Boss’s Boss told you about them getting fired before they knew? That is so unprofessional… What do you guys do? Sell red flags?

  • This. That detail was so odd that it makes me doubt the rest of the story

  • Honestly, you’d be surprised how many directors have big mouths and overshare with their manager’s direct reports. Especially if you happen to be in the room when they are in a venting mood, or they want to warn you about potential HR investigations

TL;DR​

Keep your interns, show the boss the numbers, propose a win‑win, and you’ll be the office hero instead of the office villain. No dramatic “over my dead body” needed.