It's not a trick question, I just want to see if we can have at least one positive thread here.
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You’ll be scratching to have a “positive thread” here. Here’s something positive - leaving this company.
Underpay and overwork top performers til they leave and entire departments operate with scant institution knowledge?
Outsource work to ~lower cost geographies~ so that employees making US salaries spend all day cleaning up the mess?
Just spitballing here idk.
KR was positively brilliant on a tech and product jo--t town hall this morning. She is the best thing since the pied piper.
Grifting customers....simply the best!!!!
Reorganizations especially making good people with institutional knowledge flee
Asking people to doing more with less while the C Suite o' Players act like Eva Peron on the magical mystery tour
In the United States, Thomson Reuters offers some really great perks and policies, including a great parental leave policy, caretaker time off, extended bereavement, volunteer time off for charity work, charity matching, Dollars for Doers, pro bono hours for attorneys, stock discounts for employees, 401(k) matching, Headspace subscription, mental health day off, and tuition reimbursement to name a few. However, NONE OF THIS MATTERS when they continue to foster an environment where no one’s job is safe! There is no job security because they have adhered to a business model of staff reduction, outsourcing, and continuing to work employees to the bone with messages of “keep doing more with less.” No matter how many culture programs they roll out or how much lip service they pay in the spirit of “employee wellbeing,” it still feels toxic, unsafe (no job security), and the leaders continue to be entirely out of touch with its employees. Besides staff reduction, change happens at a glacial pace and TR’s inability to stay competitive with industry salaries, with overall technology, and with how they manage employees as a whole will be it’s ultimate downfall. The next generation of talent will not tolerate a workplace like TR, and saying “welcome to corporate America” will not be good enough to convince them to stay. While corporate America has its flaws and there are definitely similarities no matter where you go, there are so many corporations that are doing it better. WE could be doing so much better, but TR clings to archaic practices and philosophies and promotes those managers clinging to “the way things have always been done.” As the saying goes: People don’t leave bad companies. People leave bad managers. In our case at TR, it is most likely both.
Impressive ability to drink and keep down the kool-aid
Finding desperate and naive people with low enough self esteem to hire and convincing them they're valued as we slowly erode any joy and confidence they had when they started at TR by pairing them with toxic product partners who only view their coworkers as bottlenecks to their own work, and force them to participate in charades they call performance reviews, so we can let them go during the next round of layoffs. We're really good at that.
Let good people go
Not spelling.