What did you think?
27 replies (most recent on top)
I'm still in shock from my cr---y raise months ago. Not even 2%. So I can't offer up any suggestions on how to fix the place. Sorry.
And if I can't focus on my job or help anyone else cause of how a cr---y raise it was, then that is too bad too. Sorry.
Oh, but continue to have town halls. And lunches with the executives. Sorry, heart left this year.
My function is such a mess since the new executives took over post-Jim Smith… Disrespect to employees. Loss of key talent. Sociopathic leadership. Failures across the board.
@2oat+1heUS1D1 I think it all boils down to those who are making the decisions are out of touch with those who are impacted by them.
The comment about being in the office is a great example. Also the lack of vision across the company. The failing of new initiatives. The firing of key employees and wondering why sales targets are missed. These are just a few I can think of.
As these say, the beatings will continue until morale improves
Hey @2oat+1heUS1D1 how about not making employees who don't need to be in the office for any reason whatsoever come to a huge empty building in the middle of nowhere twice a week, right in the middle of another grueling months-long season of layoffs (the fifth in as many years, as I recall??)
But seriously, if you don't know why employees are disgruntled right now and you have to come to this forum and ask, there is something very wrong with your brain.
Products completely falling behind since TR didn't invest in them. Too many great products out there worth putting my talents and energy into. Tr sucks
Pride working for TR left a few years ago. I ca not wait to leave asap after 20 years of service. Way too late.
This is @2oat+1heUS1D1. Thank you sincerely for the responses. We (management) are trying to work this out. I would like for TR to be a place where employees are proud to work.
@5tqt+1heUS1D1 That was truly representative of the leaders of TR.
The main thing I took away was disgust when whatshisname said "I cant say that in front of whatshername" What an a-s.
@2oat+1heUS1D1 if you can’t figure out what would boost morale and why employees are feeling the way they are then you shouldn’t be a manager. Basic management 101! Talent retention is a problem because so many have been RIF’d. A pretty weird way to run a company. Go figure.
Wayyyy to many incompetent overpaid Sr Mgrs, directors and VPs. No regard for long term employees who understand the products and truly provide value to clients. New employees who need years to become proficient hired making way more that seasoned employees. Getting rid of the pension. No fun at all. I could go on. The only people who understand the products and clients gave been here for years and TR letting them walk away because they are so underpaid and undervalued. TR leadership is a disgrace. Also nepotism...VP hires her friends who are awful.
@@2jzp+1heUS1D1 Because they're trying to get rid of (sell) TAP products or TAP itself.
It’s too late - the trust is gone. The careers at TR stuff is just nonsense. I don’t respect their opinion on my career or work and the market doesn’t respect their name. The TAP problems were fully predicted at the time of layoffs, ON THIS WEBSITE, but goodwill and loyalty from customers were squandered. The same is true for employees. There is no feeling of being on a team working together towards shared goals, even though we had one before. You cannot lay off our co-workers and outsource our work repeatedly without paying the price of losing our trust, respect and confidence. They only care about losing those things from customers because they pay! And customer-obsessed is a straight up lie. Just like prioritizing mental health and investing in people.
@2oat+1heUS1D1
More money and less layoffs.
@2oat+1heUS1D1,
I'd settle for less change and just let us do our jobs. Most of us know what we're doing, but there's far too much interference.
@2oat+1heUS1D1 Less McKinsey, less UX, less product management. Too late to undo the implosion of knowledgeable software engineers. Stop talking down to experienced employees and show some respect. Stop trying to develop an online gambling app. Stop using bs buzzwords and speak like real business people.
As a manager, I'm wondering what would help boost morale for the people that post on sites like this. Talent retention is a problem here at TR, same as most companies in this day and age. But what does the employee base really want? More money? More job security? Less change?
Natural progression of nonGold standard tax applications at TR…Agile Tax, gone…Onvio Tax, going
There’s no crying in HR. Oh yeah?
One team. One Onvio. one Thomson Reuters.
Onvio will show us the way.
If you really cared, you’d pay people. Must be pinching pennies to pay Pecc a plentiful payday upon his pristine 40th in 2024.
"We were told by a consultant that you can't retain talent with dollars and cents. You can with a caring culture."
Gonvio (sic) was not mentioned, though it might have caused the slip in the gold standard.
Wow. What an awesome meeting. It was simply the best meeting I’ve ever been in.
Seriously though it was mostly a waste of time.
We got some info on a few things, but more fluff like normal
Customer support sucks.
Magnificent!
Inspirational