Story 116
I have ten years of tenure with the organization, during which I demonstrated consistent performance and career progression, earning promotions approximately every two to three years as my scope of responsibility expanded. Throughout this time, I was viewed as a strong contributor and collaborative partner, with a track record of adapting to evolving business needs.
Following my most recent promotion, I transitioned into a different business group during a period of organizational change. The role required operating with a high sense of urgency and prioritizing speed of execution, with an emphasis on moving work forward quickly and refining as needed. During this period, leadership and management structures changed, business priorities shifted, and certain initiatives were deprioritized. Expectations and communication regarding priorities and ways of working were not always consistently conveyed.
As these changes occurred, feedback regarding performance, partnership, and communication evolved within a relatively short timeframe. This shift took place within one to two years of my promotion and ultimately coincided with a role elimination process. This outcome followed a period of transition marked by changing leadership, evolving expectations, and organizational realignment, rather than a change in my commitment, work ethic, or willingness to collaborate.