I saw someone ask a question that remained unanswered. I will repeat it because I am also interested in the opinion of other employees how they see different business units regarding which of them has the worst and weakest management? In fact, I wonder if other people think that my business unit (I won't say which one) has the worst management.
12 replies (most recent on top)
I would argue that Emerging had some of the best direction/leadership. Their hands are tied by the parameters they are given. It seems to me that most talent is fleeing the SMB space, not large or emerging. I guess it just depends on your perspective. Issues travel from the top down, so I’d say the senior leaders have some improving to do. There’s a lot of talk about retaining top talent, but that’s all it is—talk.
I wouldn’t be whistlin’ Dixie about how great Legal is. There’s an individual who is named as a “Legal Software Channel Enablement Proposition” on their profile and I can verify personally that this person is completely and wholly unqualified for the job.
This person joined TRTA four years ago, skated through sales without hitting quota, and in less than a year joined product training. When the veteran product training team was axed in the Great Reckoning of 2018, they were retained while all of the veteran, experienced trainers were dumped. They then jumped to Corporate SMB as a proposition manager, and now they are dancing with legal. You’ll find no record of achievement in their resume or their LI profile at TR.
This person was also hired into TR without a bachelors degree or any qualifying relevant experience in the roles for which they hold. They don’t know anything, but they know how to copy others work, delegate, and take all of the credit no matter how little they are involved with a project or initiative. It’s the TR way.
It's not very helpful to make a broad statement that "Tax Professional's has the most incompetent skill set known in TR" without explaining or giving an example. To whom in Tax Professionals does this apply? The Lead? Managers? What is a "skill set" in this context?
More bad managers than bad segments. We do nothing anymore to allow direct reports to assess and give feedback on managers. Leading people as a skill lacks because we have zero ways to give anonymous feedback on managers. As someone who has worked in all Business Units I would say Legal is strongest. Most professional most competent most intelligent most genuine most employee focused. Tax Professional's has the most incompetent skill set known in TR.
HR is the worst
Not a question of which units are badly managed. There are bad managers throughout all units. Yet they seem to survive from year to year. As for how they manage – people are doing an excellent job on this website outlining their deficiencies. I’ve worked for several corporations and TR has been the worst. It’s been a sad journey seeing people promoted to managerial positions who shouldn’t have been. Many of these people were incredibly limited in social skills – a basic skill for any manager. And as for the power many of these managers were given – that’s even sadder.
Take HR out of the mix, since they do what they are told, and just happy to have jobs, they provide little to no value.
In TP, CR was guilty of putting unqualified people in roles they weren't ready for, and then let them run amuck. This led to quite a bit of employee transition, which sits squarely on these group leaders. One thing you could count on, failure after failure, lost employee after lost employee, bad decision after bad decision, for some reason, she put her faith in them, which ultimately ended with her leaving. I am sure if she had to do it again, she would hire people that could manage people, not powerpoints.
From the sub segment growth perspective, of the 3 units (Lge, SMB, EM), Large and Emerging battling for worst spot, and SMB actually held its own, despite being the largest and most difficult to manage. Although SMB is losing talent also, albeit not at the levels of the other 2, they are guilty of being indecisive. They need to find a direction, continue and manage to that and focus on the employee and the customers. Large was led astray from the onset by a leader who wanted to prove how smart they were and Emerging, what can you say, just a mismanaged mess, without direction. One consistent theme is that the vast majority of the people in sales and/or support roles within these groups are very unhappy.
CS and PS actually running as good as you can hope for, while Prop has gone through some changes and really provides little to no value besides lots of powerpoints, but nothing that drives anything significant, but they do sound smart, and have lots of formulas and plans.
No one gives a hoot about Accounting. Strategy is a big LOL, Tech really doesn't do much to drive the business and Marketing, come on now, arguably what they do can be done by a few copywriters, someone from the Prop team, a good marketing platform and a trade show booth.
" I can even get more specific in the sub segment..." Yes please, for Tax Professionals since you ranked them worst.
@fha+1avto6Ll – you'll get A LOT of votes for nominating HR. They are universally bad across all locations.
@fha+1avto6Ll. – I agree
A spineless, useless group of yes men/women that offer no value.
Anyone from HR reading this, tell me why I am wrong !
Tax Professionals worst, Corporates next and Legal , don't know anything about Reuters News, so can't have an opinion. The sub segment leaders on the revenue generating side of TP are easily by far the worst I have ever seen, which is proven out by the amount of transition in each group. Now that CR is gone, they will be exposed. I can even get more specific in the sub segment, but curious what others think.
HR.