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Internally, a big leading indicator is usually a constant series of reorgs. Reorgs goeth before the layoffs. Last-ditch attempts to shuffle the deck chairs usu
by jonnathanson 13y ago
Internally, a big leading indicator is usually a constant series of reorgs. Reorgs goeth before the layoffs.
Last-ditch attempts to shuffle the deck chairs usually mean that shit's about to hit the fan. These are usually coupled with the secrecy/fiefdom mentality you mention.
There are only two types of employees in a reorg: those doing the reorganizing, and those being reorganized. If you're frequently among the latter, know that you're also considered expendable enough in a layoff scenario. If your company's gone through several reorgs in rapid succession (more than 2 in a 6-month period, say), it's probably not a bad idea to start planning accordingly.
- hkmurakami 13y agoThere are many companies that do reorgs regularly each year as kind of a habitual "churn" process. Do you think this is indicative of anything, or is it just case by case in this case?
- sdoowpilihp 13y agoWithout knowing more about the specific company you are referring to, it's hard to tell, but I would propose that in _most_ situations, it's indicative of a systemic problem.
- jonnathanson 13y agoI'm talking less about planned or regular reorgs. Talking more about multiple reorgs over a shorter-than-usual timeframe. Yearly reorg as a matter of course? Probably nothing to worry about. Two reorgs in the same quarter? Red flag.