Rebuilding Leadership Trust: Identifying the Core Challenges Post-Reorg

Navigating the Aftermath of Transitions: Turnover, Trust Gaps, and Accountability

Let’s start with a story about Jane.

When Jane found out that her role was eliminated, it was a sucker punch.

She’s absolutely not alone. Reorgs rock organizations deeply, one person at a time.

On Halloween, Jane’s Boss pulled Jane into her office and told her the big news. The boss would tell the rest of the team her plans to leave the organization in about an hour.

As a result, Jane stepped into a higher position role as an HR leader. Then just two weeks later, she got the news that her entire market was being dissolved.

Here she was in an incredibly uncomfortable position–holding onto information about a re-org, and at the same time knowing that her own role would be eliminated. Another sucker punch.

Jane was suddenly under enormous pressure.

About 1000 people were impacted in Jane’s company. 50 of them had to find a new role within the organization or take a separation package. There were no best practices or communication channels in place to support their team.

But Jane had a secret weapon: Element of Change. She called on the Element of Change team to help her people process the news and navigate through this massive disruption.

WITH ELEMENT OF CHANGE, SHE WENT FROM SUCKER PUNCHED TO EMPOWERED.

Here’s what she did, in partnership with Element of Change.

1. She created a community. (At Element of Change, we’re big on providing cohorts and this is exactly why.) She brought these 50 people into a mini cohort to meet every other week to be there for each other. She used Element of Change as a resource to guide and prepare people as they explored other positions within the company, so they didn’t have to figure it all out alone.
2. She partnered with her recruiting team. As people were processing that their role was being eliminated, they were on a short timeline to find another job or take a separation package. Element of Change teamed up with Jane to appoint one recruiter to dedicate time and resources to helping these individuals find a new role. We did it! It can be so uncomfortable to explain to a recruiter that your role is being eliminated and you’re up against a time crunch. Jane was lucky enough to get an internal recruiter dedicated to this group. The recruiter could get roles in front of her team before they were published; they understood the situation and supported her team.
3. She sought training, specifically for the team that was going to stay. They focused on EQ and communication. Their new skills gave them confidence and tools to succeed post-reorg.

Jane helped 86% of her 50-person cohort find another role within the organization. At Element of Change, we use some of these same strategies to prepare you and your leaders to handle the emotional and tactical rollercoaster of organizational change.

3 WARNING SIGNS OF TRUST GAPS AFTER A REORG

According to research from Gallup, 60% of employees report feeling disengaged after reorgs. Here are three telltale signs:

1. High turnover rate: When leaders exit abruptly, sometimes even without a new job lined up, or depart within 90 days of a new supervisor taking the reins, it’s a sure sign of a trust gap.
2. Difficulty succession planning: Successful succession planning is not just about identifying who will fill a role when someone leaves, but about ensuring that the future leaders align with the values, vision, and culture of the organization. Lack of internal talent who are a good fit for leadership roles is a serious concern.
3. Decreased employee morale and engagement: If you hear things like “It feels like we’re moving goalposts every day,” or “This place is unsustainable,” your team might be feeling frustrated and withdrawn. Whether it’s lack of purpose, communication breakdowns, or a disconnect between leadership and employees, your team should feel like they’re an integral part of the organization.

These signs all point to a deeper problem; something within the organization needs attention. To solve this, we start with really listening to what employees are saying–and what they’re not. Once we understand the root causes, we can create an environment where people feel heard, valued, and connected to the larger mission.

TURNOVER PREVENTION: 3 KEY SOLUTIONS THAT WORK

We empower leaders to tell a new story around change, building resilience and trust. Here’s what we know works:

1. Take the time to listen and understand: Effective leadership requires self-awareness and a willingness to constantly evolve. When we take the time to truly understand the challenges our leaders face, we can help them develop the skills, EQ, and strategies needed to navigate these complexities and drive meaningful change. Element of Change’s Leadership Readiness Snapshot provides actionable insights to assess leadership alignment, identify gaps, and create a clear path forward.
2. Strengthen team communication, connection and collaboration: When employees feel out of the loop or disconnected from the organization’s goals, they’re more likely to leave. For leaders to practice open, honest communication, they must share not just the “what” but also the “why” behind decisions. When employees understand the direction and feel they’re trusted with information, their commitment deepens, and they become more resilient in the face of challenges. A Deloitte study found that 50% of employees who reported feeling well-informed about a reorganization were significantly more likely to stay with the company post-change. In contrast, those who felt uninformed were three times more likely to leave. At Element of Change, we offer Leadership Offsites to help leaders deepen and strengthen their relationship with themselves, others, and the greater organization.
3. Invest in growth opportunities: People leave organizations when they feel stuck. It’s critical that employees see a path forward within the company. A commitment to their development—whether through mentoring, skills training, or clear career progression—ensures they feel valued beyond their current role. Investing in their potential not only reduces turnover but also strengthens your organization’s future. When they know their efforts matter, their loyalty to the organization is strengthened, and they’re more likely to stay. At Element of Change, our Executive Team Coaching builds skills for personal and collective success.

Want to ensure your leadership team is prepared for the challenges post-reorg?

DOWNLOAD OUR FREE CHECKLIST, "YOUR ROADMAP TO REORG RECOVERY: 12 QUESTIONS EVERY LEADER MUST ASK."

This guide is designed to help you:

• Identify trust gaps within your leadership team.
• Align your leaders around a shared vision.
• Build the stability needed to navigate change and thrive.

DOWNLOAD FREE CHECKLIST HERE

When your leadership team aligns on the answers to these 12 critical questions, it’s a sign you’re ready to move forward with confidence and stability.

Stability doesn’t happen overnight, but with intentional focus on trust-building, communication, and development, your team can do more than survive change—they can thrive.

If you’re navigating post-reorg challenges, consider joining our VIRTUAL INSIGHT HOUR to learn directly from senior CHROs and COOs about rebuilding trust and fostering alignment. Or, if your leadership team needs more targeted support, Element of Change can help. If your results fall in the 🟡 Yellow or 🔴 Red Zone, let’s explore how to regain stability and rebuild trust.

Book a Free 30-Minute Consultation

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