People are dropping like flies!
There are people quitting or being let go all over the place.
Is there something big going down?
17 replies (most recent on top)
@5rla I think you might have gotten lucky in that they didn't notice it. I know they delete it because it can be you but it can also be an impersonator who's trying to get somebody under that name in trouble. On an anonymous site, you can never know for sure. In any case, I hope your posts stay up.
@5dzs+19VVoEsB–thanks for the suggestion but I've never had a post deleted because I used my name. I have no reason to hide behind "Anonymous."
@4ndi Buddy, don't sign your posts. I'm betting you it'll get deleted and it's a good post that should stay up.
SB, head of product from HighQ just left. I thought he was being tapped for a leadership spot after the HighQ acquisition. This comes after recent departures of a few all-stars in the product organization. These were some of the most accomplished and talented people in the company and exactly the “young talent” SH says we need to attract. What’s going on in the Product Org? Are the people leaving seeing something we’re not? Fed up? Maybe the market is just hot right now and they were better valued outside. Who else has left?
I always felt like I put a nail in my career coffin when we were hiring a replacement in Hoboken Tax Editorial (pre-virus) and I said to the Lead that I preferred to hire someone to work in the office rather than offsite. It did not go over well and I think I was seen as a drag on progress, as objecting to changes because "we've always done it that way." That wasn't my intention but I believed then, and I still believe, that it is more effective to work with someone in person, especially someone new that you're training, rather than 100% remotely. Of course there are times when remote works fine or is necessary, and in the past year it has been essential. But not always. So on this "younger talent" topic, you older talent should be careful what you suggest lest you be seen as a Luddite.
They do discriminate against age and of course no meaning for loyalty in this company , from what I have seen they are very clear about bringing in new people and kicking out older people age wise / tenure with the company. The belief is the longer you are here , the skill you bring in is more and more useless, unless you get promoted very often and we know who gets promoted very often. The place is full of mediocre leaders and leaders in the making , they do not care about anyone but them selves since they know this is the only place they can pull it off and they have to work way harder than they are used to , to survive anywhere else.
As for the CEO referring to “needing to attract younger talent” - any young talent thinking of joining TR would do well to steer well away.
The company needs to look after and promote the talent ( 'young' and 'mature' ) that that they already have.
Ghuxv732d: you make some very good points. Allegations of ageism with this company pop up here from time to time. It would be good to hear other people's thoughts on this topic.
As for the CEO referring to “needing to attract younger talent” . First, interpret that as meaning young equals cheap to hire and keeps expenses low. Second, is he saying there is little talent among older workers, so hence the need to look for younger workers to find it?
Agree entirely with encouraging people to use their voices and to speak up. As has been noted in this post, there seems to be a reluctance for people to say too much on this website. Not much good standing up and being bold after the door has been opened and people find themselves unceremoniously dumped out on the street.
Turnover typical in all orgs after bonus payout. Suspect it will be more here with the current state of Thomson Reuters. Way to much change and push to transform in next 24 months resulting in cuts.
Age discrimination is a common theme at this place. Investor Day call, CEO referred to “needing to attract younger talent”
Use your voice, speak up.
No surprise, she was very smart but stood by idly as her chosen leaders broke the business, or even worse did nothing to move it along. Whoever is next in line will have lots of opportunity along with lots of work to fix it. It is not in good shape whatsoever and difficult decisions on tons of "yes" people will need to be made. Best of luck to Charlotte and the Segment leader.
Charlotte Rushton, head of Tax, is out.
Personally there is age discrimination going on most likely to get higher salaried giving less bonus/raises so people will quit, hence no severance package. Typical corporations....... all the hype on helping with employees mental health during pandemic is bunk
How useful is any of the information posted in this thread? Absolutely no facts, such as numbers, departments, localities. whether it's mainly affecting older people or across all ages etc. Have things gotten so bad within this company that people are reluctant to post here, or has it gotten to the stage people just don't care about layoffs any more?
What department? Normally they do massive lay offs at the end of the year. The ones in the middle of the year are random but still happen. Could be people quitting after getting their bonus.
Anyone else out there seeing anything similar happening? A bit more info would be appreciated.
My observation is from what I've seen in my department.
Without wishing to be a complete d..k, how do you know they are dropping like flies unless you have some sort relevant information to make such a statement?