Every time leadership reshuffles the org chart, employees do not feel alignment. They feel a wave of anxiety that another round of layoffs is coming. That feeling does not disappear after the new chart is published. It settles into the background and quietly consumes attention, focus, and energy. People start working two jobs. Their actual job, and the job of managing their own fear. On top of that, we are paying a massive tax on context switching. Teams barely get comfortable with new priorities or new leaders or new workflows before leadership announces another reset. It is impossible to build real momentum when you are constantly starting over, constantly reintroducing yourself, constantly trying to remember what the mission was supposed to be this quarter versus last quarter. I would argue that stability is not just nice to have. It is a genuine competitive advantage. But you cannot demand world class creativity and execution from people who are always bracing for impact. What the company actually needs is not another reorg. What we need is a resilient long term plan, a consistent direction, and a culture where people feel safe enough to do their best work. That is how you win, whether you are playing for now or for later.
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They don't care. Clearly. in my 15-year tenure I had about 20 different managers and only changed roles 4 times. The joke in Citi is that the only constant is change. Constant re-orgs. Made no sense, ever. I used to think that the sr management must know something we don't. They don't. They're id--ts. The whole lot of them all the way up to Jane. It's why despite cuts and re-org the stock still can't compete with competitors. Citi is the laughingstock of the banking industry. Aimless ship floundering in the middle of the financial ocean.
Get some mental health support. It has worked for me. Unfortunately ambiguity is the new normal so we need to reprogramme our anxieties.