The Subtle (and Not-So-Subtle) Signs of a Reorg Coming

I got blindsided once, and never again.

That experience changed how I looked at every org chart, budget review, and “strategic update” that came my way. Since then, I’ve been able to spot every reorg months before it’s officially announced. The signs are always there if you know what to look for.

So if you’ve ever been caught off guard by “surprise” org changes, listen up. You might not be able to stop a reorg from happening, but you can stop yourself from being blindsided by it.

The Subtle (and Not-So-Subtle) Signs of a Reorg Coming

Reorgs don’t just drop out of the sky. They build quietly in the background, and if you pay attention, you’ll notice the shift in energy long before the email lands in your inbox.

Here’s what to look out for:

1. Leadership Musical Chairs

When senior leaders start “moving on to new opportunities” all at once, and the reasons sound vague, it’s usually not coincidence. Most of the time, they’ve signed NDAs and can’t say what’s really happening. That’s your first signal that something structural is in motion.

2. The Budget Tightening Phase

Travel freezes, hiring freezes, “budget reviews”: all those little financial guardrails are corporate speak for “we’re bracing for impact.” If your team’s budget suddenly gets cut or every spend needs three extra approvals, start paying attention.

3. The Project Math Isn’t Mathing

When timelines move but resources don’t, that’s not bad planning, it’s usually pre-reorg chaos. If you find yourself thinking, there’s no way this team can sustain these numbers of people with this level of work, you’re probably right.

4. Performance Isn’t Always the Issue

A company can be performing well and still go through a reorg. Sometimes it’s about “streamlining,” removing redundancies, or reassigning accountability. Don’t assume that strong results make you safe, they don’t.

How to Stay Ready: Your Personal Plan B

Here’s the truth: everyone, from the CEO to the most junior employee, needs a Plan B. Because in any organisation, change isn’t if, it’s when.

So, while you’re doing great work where you are, also make sure you’re protecting your future self.

1. Build Your Personal Brand

People should know what you’re known for. Speak at events, share your perspective on industry topics, write about what you know. Be visible as a thought leader in your niche, so opportunities come to you instead of you chasing them.

2. Keep Your Network Alive

If the only time you reach out to people is when you need a job, you’re already too late. Relationships are a long game. Keep in touch, connect genuinely, and be top of mind in your space.

3. Diversify Your Career Assets

A side project, an advisory role, a course you’re working on, all of these build leverage. Don’t wait until a reorg lands to start thinking about what else you can do. Have options.

4. Always Know Your Value

Keep your CV and achievements fresh. Know what you bring to the table, what you’ve delivered, and what makes you different. Because when things shift fast, clarity and confidence make all the difference.

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Reorgs aren’t personal, they’re strategy. But your response is personal.

You can either let them catch you off guard, or you can stay alert, stay connected, and always have a move ready.

I got blindsided once, and never again. And if you play it smart, neither will you.