It started fast, we achieved much in a few months, then it turned real slow; we now have too many leaders: Regional, Global, Vertical, Horizontal, Local, Functional; and their lack of allignment creates shadow organizations and bureucratic slow processes

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- TP has always been a great company and change is a constant - I started engaged and saw progress in both my work and our client's results - Last couple of years I feel that we are mostly working for client-relationship roles than clients themselves, we are always convincing BizDev, SAMs

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Teamwork, disposition to work harder, shared knowledge

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invested on targets, willing to go extra

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knowledge and experience of the business

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- Working with people from all over the world

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All the events that promote culture and values, altough they are clearly focused on agents

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Hands on, check results before perception, lead by example, allow subject matter experts leadership before rank leadership

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Doing my job the right way, communicating our ideas and progress to clients, changing operations to better ones

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- Providing solutions to our client's challenges and problems and being able to show them and then execute

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Stop HIPPOS (Highest Paid Person Opinion) and value knowledge and experience, change old age processes, turn them to services

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Share "The why", it only seems to show how the company needs to improve results for shareholders, but what about the employees? Employment should not be the only motivation

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At minimum yearly inflation adjustment Perks remainign available and not to leadership's will Performance shares or share options of at least 300-500 Clear policy for promotions

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- They are always eager to innovate and help our clients - They love sharing their work - They put their egos aside in the best interests of the projects

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HIPPOs are common in our culture (Highest Paid Person Opinion beats knowledge and experience) Feudalism; some areas/functions are to be treated as clients so they don't affect regions by not assigning clients, or moving away volume.

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- No yearly inflation adjustment -5 years in the company, only one salary adjustment in the middle of all those years - Perks are usually delayed or entangled - Bonus is arbitrary and not objective related and always decreasing

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At least inflation adjustment per year, at the start of the year Best companies give staff ownership of the company, so they work harder for themselves, right now it feels the goals not being met are only a problem to shareholders, why not making everyone a shareholder?

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