Every eighteen months. Like clockwork. New org chart. New reporting lines. Same people.
The reorg is what leadership does instead of making a decision. If the product isn’t working, reorg. If two VPs can’t agree, reorg. If the board wants to see “action,” reorg. Move boxes around. New dotted lines. Everyone gets a new manager and spends three months figuring out what that means.
The actual work doesn’t change. The problems don’t change. The people don’t change. But the org chart changed, and that counts as doing something.
The reorg is corporate jazz hands.