I often hear that the talent of TR employees is much more valued in other companies. I believe this to be true and in this regard I am interested in how much you feel underestimated here?
I have also noticed that many are not aware of how much they are underestimated here and that is awful. People simply lost their self-confidence during many years of working at TR.
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I was in NY, a non-core location for TR. Saw the writing on the wall because there was no way I was going to MSP or Toronto. My experience and track record was valued enough in the market that I earn significantly more and gained equity in an emerging company. Leaving TR was a hard decision but it was the right one for me. Our skills and know-how are valued in the market for sure. Love my team and mission now. Paycheck helps too.
Tigre, the operating publishing system for Tax & Accounting has been down for a month due to a corrupted server but really because of a lack of investing in people and infrastructure. A couple of years ago, I thought it was nuts three or four technical leaders and engineers whose work I had become familiar with were being let go. One of the guys literally helped write some of the proprietary code. I didn’t work w them directly, I came to know their work and architecture expertise thru virtual meetings and emails. Meanwhile I watched talentless middle managers promoted in/to Dallas and Minneapolis. We are not retaining our best. Progress always, but progress has to be managed with laser-focused deliberation and vision. Every two years there is a new Future State/working platform that gets abandoned. Hours of wasted work and manpower. The grandiose simplification plan has only led to a dizzying array of platforms and complexity.
@gyp+1af6X6ea People are departing TR due to poor job security; the constant layoffs; poor or lack luster management; a general lack of direction; lack of recognition of performance that goes well beyond; under appreciation; micro managing; the extra worked piled onto to employees when others have been RIF'd for no extra pay; the lower rates of pay when compared with those in the market; etc etc. You could write a book on it. It doesn't take a genius to figure this out. Problem is HR can't see it, or if they do nothing comes of it. Layoffs and penny pinching will continue and mediocrity will prevail. With all that, why stay?
I believe what you say is true. People I know specifically look to employees (from certain areas) in TR because they, admittedly, have received good training but are underpaid and unhappy–ripe for the picking.
Underestimated/undervalued? Immensely. I could go on, but it is absolutely astonishing to have worked in two separate departments and in both have all motivation crushed. I'm no organizational psychologist, but I'm beginning to think at at a certain point of size an organization loses its ability to manage through reward/coaching/training and lapses into the system that requires the least amount of organizational effort–fear.
Thus you have an organization filled with people whose talent and skills are untapped, who listlessly turn the wheel just to get by.
A significant problem at TR is that talent is radically mismanaged and assessed incorrectly. Many talented, productive, and great professionals are walking out of TR's doors of their own volition.
At a company as large as TR, there are going to be individuals that are underappreciated and whose efforts are not as visible as they would be ideally. It's not unique to TR; every large organization has this as a weakness.
However, people are departing TR due to the fact that they are both a) being assessed correctly by other organizations and b) the opportunity is there for them to contribute while simultaneously weakening TR's positions in the marketplaces where it has historically held competitive advantages by joining the competition.
My hunch is that the EX-TR professionals out there have let it be known that the place is ripe for the picking - and, what's even more damning, is that they know who the best people are to pick. Combine a competitor's desire to grow and overtake TR with TR's inability to self-organize and plan, and a mass exodus of "essential workers" to TR takes place. I'm of the belief that it's taking place right now. Someone mentioned their LinkedIn feed being bombarded with updates about now-former TR colleagues leaving for other positions. They were not fired; they left on their own.
Very true. Why I left. Management was awful and constantly changing.
I was highly under valued. Started a new job this week. Think it was the best move I made.