There are newer employer reviews for Thomson Reuters

2 people found this helpful  

Interesting challenges but reorganization always looms

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Former Employee - Senior Director
Former Employee - Senior Director

I worked at Thomson Reuters full-time (more than 8 years)

Pros

Decent salary and very good bonus structure. Smart people with good intellectual background and abilities. The 800lb gorilla in the legal market.

Cons

Little to no job security. Cost of benefits keeps increasing. The legal market has taken a hit in the past four years, so it's tough to make the numbers. Consequesntly, there is a lot of stress on employees.

Advice to ManagementAdvice

Communicate and live a vision that does not involve cost cutting every six months

Recommends
Negative Outlook
Approves of CEO

2568 Other Employee Reviews for Thomson Reuters (View Most Recent)

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  1. 1 person found this helpful  

    Has a wide variety of career opportunities being offered. Learning is also unlimited.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Research Analyst in Makati City (Philippines)
    Current Employee - Research Analyst in Makati City (Philippines)

    I have been working at Thomson Reuters full-time (more than an year)

    Pros

    Has a work-life balance. Cool management.

    Cons

    Shifting schedules. Promotion takes a lot longer unless someone leaves the company.

    Recommends
    Neutral Outlook
    Approves of CEO
  2. 2 people found this helpful  

    Too much uncertainty due to frequent organisational changes....low employee moral.

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Manager
    Current Employee - Manager

    I have been working at Thomson Reuters full-time (more than 10 years)

    Pros

    Excellent international brand image of the company. Salary is not the best but comes in time and there is a decent health coverage. Great company, great people but not so great management. Global pool of talent resources. Some really wonderful people with great values work here. I have known some people who are ready to put extra efforts in difficult times for the company. I have known some really committed people who woke up in the mid night 2 am to render service for a customer, just because a colleague requested his help. I have known people who spend the night working at office so that the customer has no issues working next morning.

    Cons

    Too much politics...too many organisational changes. Company says it does changes in the best interest of customer and employee but all decisions suggest the opposite is true. Employees are always under high stress. While there are some who are over worked at the same time there are those who don't work at all. Too much gossip. There are opportunities for career changes but lot depends on how well connected you are at the top and side wards. Fend for yourself, wolf pack culture. Inter department competition is healthy but inter-department hatred is counter productive. Management does not interact one to one with everyone they are at a distance from the people at the bottom, your manager is god or untouchable. Too much information but difficult to find it quickly when you need it urgent. Many examples of good hardworking and super skilled people not treated well left the organization...whereas less skilled but well connected and politically sharp people going up. Company has too much focus on growth than retention..expectations of growth are sometimes unrealistic. Retention strategies are not good enough. Good company for bachelors...than family. New products not good enough and not gone through robust QA process. Bad times in financial services are far from over. Less collaboration between teams. Sales makes more noise by false cancellation threats and often give non commissionable services for free. Technical teams are sometimes too rigid and process oriented need to be more flexible. Years of hard work does not always pay, reporting lines change often and nobody cares what you did in longterm. Some very senior and successful staff dont like share knowledge and information easily, but this is not the case with everyone. Jobs are becoming too monotonous, and task oriented, less intelligence and experienced people required.

    Advice to ManagementAdvice

    Invest less on managers and more front end staff. Business retention and future growth is possible with good experienced front end resources who meet the actual customers. Front end resources with good knowledge and experience are difficult to replace with fresh blood. A front end staff costs far less than a Manager yet the value he provides against competition encroachment is not measurable with statistical numbers. Outsourcing is not always the best solution, often SLA's measurement stats provided to management can be misleading and harmful for the business in long run. Loading up and pressurizing front ends increases quantity of work which is measurable but reduces the quality and end user experience which is not easily measurable and by the time it is realized it may be too late. Beware of Managers who follow task master culture, such individuals may be able to project themselves well but they may not be good for growth and retention of future leaders working under them. Strong voices often suppress the silent geniuses, who are no less capable. Managers should be measured and made accountable for the staff retention rate in his team. Manager/Management methods should be monitored not just to his immediate superior but also by a completely impartial and neutral global team. Sales deals should be regulated and monitored by global standards team, as temporary gains may help the local targets but may not necessarily good for the global organisational growth. Not following standards can lead to long term damage of organisational growth. Do not make drastic and quick changes, changes should be made in planned and phased manner. Companies should take care their decision should not conflict with the needs of staff and their family needs. More flexible infrastructure that can change quickly with the need of the hour. Stop wolf pack culture. Study required - did switch actually fail or was switch made to fail due self interests. People still in the company for 18+ years, are not flexible and find difficult to accept change and work with other people. Be realistic in your projections. Good product QA required increase QA team resources. Need to improve ways in which information can be easily be made available when needed. Motivate the staff ensure they are less stressed. Add more ground resources.

    Recommends
    Neutral Outlook
    No opinion of CEO
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