If you could make changes, how would you improve the culture at Thomson Reuters?

For many years, departing employees have not been replaced. Their work is simply distributed among the remaining employees. After many departures and distributions, the workload for many or most employees is such that it is impossible to do a good job. And yet, performance metrics rise every year, including sometimes daily quality reviews. It's an environment that grinds down every single employee, including the best. Senior employees now leave a soon as financially possible for them, instead of the historic pattern of staying on, long into retirement age. Rather moot, perhaps, since TR is working hard on A.I. and algorithm replacements for most legal-editorial positions.

Our company is so large that's it's hard to say what I would do for the overall company culture. For my department culture, I would love to see more opportunities created for employees to get together for fun activities, both inside and outside of working hours.

Long Term approach to business vs. people trying to hit a number or metric that changes each year.

I would solicit and consider the input of those impacted before dictating change

More transparency and have leadership listen employee thoughts