I’ve been in this situation. Frequently it’s because new owners are acting quickly to turn the culture into what they want rather than what the previous owners

I’ve been in this situation. Frequently it’s because new owners are acting quickly to turn the culture into what they want rather than what the previous owners or leadership set up, while trying to fix some perceived problem at the same time. This often means tearing down what others were trying to build up, and bringing down a culture that people had bought into. Thus, people leaving. If this might be the case, then my advice is this - talk to the person as high up as possible that is making the changes, ask them what they want the future culture to look like. Then, decide for yourself if you want to work in that culture, whether you think they can actually get there without it all burning down, and whether you trust them to not lie to you. If you want to be a part of that future, then you’re incredibly valuable as you can help course correct by communicating when things aren’t going in that direction. It’s great to be in that situation. In either of the other situations, know that you’re taking on a bunch of risk in terms of your work life balance, enjoyment of work, and probably sanity while the org you’re in contorts and buckles. If it’s still worth it, stay. If it’s not worth it, go.