Ethan Evans is a retired Amazon VP who has gone through dozens of re-orgs across his tech career.
Re-orgs (reorganizations of the team structure) happen because at least one leader views something as broken: someone is under-performing, the right teams aren't collaborating, or some other reason which you may not have visibility into as an engineer.
Once a re-org happens, an effective way to build trust is to schedule time with your new skip level manager and ask what the mission of the team is, and if your work is still aligned to that mission. Ask your manager to setup a meeting if you can't do it on your own.
Communication challenges: Public announcements about such org changes often use vague language and corporate jargon, making it difficult for individual contributors to understand the true reasons behind them. This lack of transparency can lead to further confusion and distrust.
Legal considerations: Legal constraints limit how much information leaders can publicly disclose about personnel changes. Fear of lawsuits can lead to sanitized messages that obfuscate the real reasons behind decisions.
More to explore: