Thomson Reuters Leadership Employee Reviews
What do you like best about the leadership team?
Keep us informed on the company's goals and how we can contribute.
leadership wants OKR to be met but they have no funding and they can't provide resources.
I do not know them
They really care about people and thy are always available to mentor and guide
Over worked no budget no innovations
Open to feedback and focused on employee development.
Diverse group of leaders - willing to talk to anyone. Solid crew.
Management involves individualizing every employee to maximize their potential and best utilize their unique skills.
Leadership is contantly making changed that are never seen to the finish line.
Very approachable and involved with team members.
Great leader in the IT industry.
They are responsive and caring. They are innovative and listen on anything that will push the company forward.
Review from Communications Dept
Openness and continuous communication and support
No words to explain about this because every one are so friendly and jovial
Thoughtful, emotionally intelligent, and mindful of our impact.
Review from Operations Dept
Transparent and reachable Giving good guidance
Very complacent about competition that is nipping at their heels
Professional. Committed. Bold. Unafraid of change and challenge. Human.
leadership team values and respects individuals for their contribution and individuality
Transparency and considers the welfare and safety of the people by launching and implementing Flex My way in TR. It allows flexible work arrangement to the employees.
What does the leadership team need to get better at?
Their work speaks for itself.
Listening to employees and valuing employees
Listening and leading, if not inspiring.
There are too many issues to address.
Have better accountability. Treat everyone with sincerity and dignity. Not be short sighted and ignore people when they leave. Things will come around to bite them.
Driving innovation and finding new product opportunities.
Selling projects to different vendors
Our leadership is focused on stockholders and short term profit more than it’s product and the people that make it. They say culture matters but give everyone an incentive to leave with the constant layoffs and outsourcing.
Review from IT Dept
Lost cause. Senior leadership is more concerned about stock price than well being of their workers and their clients.
Valuing long term employees who built the company into what it is
Stability in the leadership team would go a long way.
Review from Product Dept
Investing in its people and retaining talent and promoting internally. The best people leave and a very common answer is to bring in armies of expensive consultants
Understanding what the sales teams are going through in the field.
Review from Sales Dept
They come up with strategies, add a bunch of middle-management layers to "implement" them but don't hire people to do the work, so the strategies fail. They then come up with new strategies, hire more middle managers etc. Also, Steve Adler visits Toronto often but has never set foot in the newsroom
Review from Product Dept
Give us the resources we need to succeed, all you do is cut cut cut
Review from Operations Dept
Sales channel needs to value people & provide lines of communication if territories & opportunities are not equal. The current environment picks winners & losers as managers try to jockey or defend performance. Sadly the customers suffer from turnover and outcomes driven by short term thinking.
Review from Sales Dept
Holding to the strategy and not changing priorities so frequently
Review from Engineering Dept
cookies and stuff would be better
Review from Customer Support Dept
Lack of employee experience concern. Zero onboarding. Too much focus on cutting costs.
Review from HR Dept
Leadership is too heavily influenced by internal politics and not enough by customer demands. Decisions are made without transparency.