Thomson Reuters Reviews | Glassdoor

Thomson Reuters Reviews

Updated May 21, 2017
5,633 reviews

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5,633 Employee Reviews

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  1. "Great place to work."

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - CMI in Eagan, MN
    Current Employee - CMI in Eagan, MN
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Thomson Reuters full-time (More than a year)

    Pros

    The people are the best thing about Thomson Reuters. The company believes in continuing process improvement, training and education. It is very customer and employee focused. Employee metrics are clearly spelled out and expectations are communicated clearly. Management clearly appreciates employees and visa versa. Our corporate culture is driven from the top down by the CEO and it is embraced at all levels. The company encourages diversity, volunteer work and pro-bono activity. Thomson Reuters is a great example of a company that means what it says and demonstrates it daily.

    Cons

    The company is growing and individuals are being promoted which sometimes affects client continuity and relationships from a customer standpoint.

    Advice to Management

    Continue with the CRI / CMI segmentation as it gives the customer additional points of contact and overlap which promote a better customer experience and promotes client loyalty.

    Thomson Reuters Response

    May 4, 2017 – Analyst, Recruitment Brand and Channels

    Thank you for taking the time to provide us with feedback.


  2. Helpful (4)

    "Average"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Team Leader in Eagan, MN
    Current Employee - Team Leader in Eagan, MN
    Recommends
    Neutral Outlook
    No opinion of CEO

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

    Pros

    Good benefits, good work life balance. Some great managers, some not so great. Organized sales channel. We'll respected in the market.

    Cons

    Annual Oct\Nov reorg\lay off is nerve racking. Trying to cut their way to growth. Recent HR policy basically announced non-minority males will have a harder time getting promoted. Comp is below average.

    Advice to Management

    Promote based on skill and ability, not by gender or skin color quotas. Invest in your existing products.

    Thomson Reuters Response

    Apr 10, 2017 – Analyst, Recruitment Brand and Channels

    Thank you for taking the time to provide us with feedback. We thank you & congratulate you on your 10+ years of service.


  3. Helpful (1)

    "Oracle Programmer"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Oracle Progammr in Hoboken, NJ
    Former Employee - Oracle Progammr in Hoboken, NJ
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I worked at Thomson Reuters full-time (More than a year)

    Pros

    Company tries to stay state of the art.

    Cons

    Do not respect it's people.

    Advice to Management

    Need to listen to it's employees.


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  5. Helpful (9)

    "Stay away from Financial & Risk business"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Proposition Manager in New York, NY
    Former Employee - Proposition Manager in New York, NY
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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

    Pros

    Excellent colleagues, smart and motivated (but see below). Top brand as financial services vendor, so it's very easy to get in front of customers for sales or product feedback. Global footprint, allows for mobility and learning (but see below).

    Cons

    Where to start? The near-constant re-orgs are killing this place. It's obvious that the Thomson family regrets its acquisition of Reuters in 2008. They made a mistake buying a firm that was so dependent on the financial services industry at the precise moment that industry was beginning a 10+ year decline. They have global data collection operations that make it impossible to achieve the profit margins required to make this an attractive acquisition though, so they've been hacking and slashing every few years, under the guidance of one major consulting firm or another. They've all been paid millions -- McKinsey, BCG, etc... -- even after David Craig began loading up senior positions with his consultant friends, who then began hiring all their friends from Oliver Wyman -- who are all great at generating Powerpoints and Excel sheets, not so much on delivering much of anything. Each major re-org (ca. every 3 years) requires a massive shift of attention and focus and ultimately drags motivation down. Nobody is ever held accountable for these horrendous decisions. The latest changes (smaller cuts in late 2015, large cuts late 2016) completely reversed the massive changes made in 2013. Does anyone realize how much time and energy was wasted trying to figure out the operating model from 2013? How much money this actually cost the company? C'mon, there must be at least one so-called "strategy" person who can crunch the numbers on this. Why not claw back some senior management bonuses as compensation for these losses?

    Financial & Risk has shifted to the "ADD strategy": shift focus and strategy every year, re-brand your efforts internally, generate a new batch of business cases aligned to the new strategy, and then arrive in the new year with the realization that there are not enough resources to deliver on the approved business cases. Everything stagnates. Late Q2 into Q3 it becomes clear that nothing is getting done, and then rumors of the "new" re-org start swirling. Play - Stop - Rewind - Play.....Repeat. Have a look on LinkedIn -- see how many people have changed roles every 12-18 months, repeatedly. That's not because they're being promoted based on performance. It's because there are repeated shuffles of strategy and how the organization should achieve it, followed by everyone scrambling to re-brand what it is they're doing to make it sound relevant (and central) to the new strategy. Yawn.

    To go along with this, they've been systematically reducing the benefits across the board. They've fine-tuned the commission scheme for sales so that they can keep total payouts reduced, they've eliminated stock bonuses for anyone but the most senior managers, and they've keyed the cash bonuses to metrics that also guarantee you'll never get full payout. It used to be the case that if your business unit over-performed (ie, exceeded already aggressive targets by 5-15%), those responsible for that were rewarded above your baseline rate. Now that might mean you get 90%-100% of your bonus rate. Actually -- not 100%. Never.

    Wait a year and see if they've finally managed to sell off the Financial business, check to see they haven't taken David Craig along with the acquisition, and then see what they're doing. Going in now: you'd just be signing up for one long defensive crouch. And that's not a good way to live your life.

    Advice to Management

    Sell off the Financial business sooner rather than later, so that the remaining employees can get on with their lives.

    Be honest about your strategy. At least be honest to the people responsible for the different products and businesses. The constant smokescreen and shuffling of priorities is ruining the culture you're spending so much money on trying to change.

    Get rid of David Craig. He knows nothing about the products, why our customers use them, and why they might or might not in the future. Don't hire a consultant in his place; get someone who's been building the products for a few decades -- oh yeah, they all were made redundant. There must be someone, find him/her.

    Figure out what you're good at and focus on that. Hint: it's not building technology. Take your proprietary data and create value-added products the market needs. Don't believe Powerpoints about market sizing/opportunities that are not backed up by extensive client feedback.

    Treat your employees like they're valued partners. It's shameful what you've done over the past 8 years. If there's a culture problem (and there is), it starts here. Surely one of your overpaid senior managers must have learned this in B-school. Or from a book on "leadership". Or from having actual experience LEADING a high-performance team, an actual TEAM. That is, a group of people who had each other's backs, who will go to bat for each other, who would suffer individually for the greater good of the group. You can't teach this. You need actual leaders...and you have have so few.


  6. Helpful (1)

    "TR Review"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Software Engineer in Eagan, MN
    Current Employee - Senior Software Engineer in Eagan, MN
    Doesn't Recommend
    Positive Outlook
    No opinion of CEO

    I have been working at Thomson Reuters full-time (More than 5 years)

    Pros

    Flexibility, time off, people, learning, location

    Cons

    Lack of compensation or bonuses.

    Advice to Management

    Compensate your employees and adjust salaries to meet industry standard.


  7. Helpful (1)

    "Manager"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Anonymous Employee in New York, NY
    Former Employee - Anonymous Employee in New York, NY
    Recommends
    Neutral Outlook
    Approves of CEO

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

    Pros

    Good company to work for.

    Cons

    Need better way to appreciate employees.


  8. Helpful (1)

    "Good place to start career"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Sales Executive in Eagan, MN
    Former Employee - Sales Executive in Eagan, MN
    Recommends
    Positive Outlook
    No opinion of CEO

    I worked at Thomson Reuters full-time (More than 3 years)

    Pros

    PTO, work life balance is good. Fun people to work with. Training is decent. Good place to go if your interested in how the law works. Spiffs and incentives are decent.

    Cons

    Lots of restructure. Pay has gone down and responsibilities have increased. You could be there for years but if you have a few bad months you can be shown the door.


  9. "Smart place to work with smart people"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Software Engineer in Oak Brook, IL
    Current Employee - Software Engineer in Oak Brook, IL
    Recommends
    Negative Outlook
    Approves of CEO

    I have been working at Thomson Reuters full-time (More than 3 years)

    Pros

    Great atmosphere, excellent work experience/learning opportunities, constant challenges.

    Cons

    Pay is not competitive compared to other similar jobs.


  10. "A promising company in transition."

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Current Employee - Senior Software Engineer in Eagan, MN
    Current Employee - Senior Software Engineer in Eagan, MN
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Thomson Reuters full-time (More than a year)

    Pros

    Great work life balance. Great team work environment. Great management (at least the team I am in). Decent chance to hone skills that are desirable in market.

    Cons

    Constant anticipation of company restructuring. Unclear path of career advancement. Less than satisfactory level of company wise know-how integration. Company value departmentalized, some great values were not shared from team to team, largely depending on the attitude of said team management.

    Advice to Management

    Operation cash flow planning in accordance with fiscal cycle is important, but caution should be taken to avoid morale trap that chills knowledge sharing and work enthusiasm.


  11. Helpful (1)

    "Everyone for themselves"

    Star Star Star Star Star
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Comp & Benefits
    • Senior Management
    Former Employee - Product Specialist in New York, NY
    Former Employee - Product Specialist in New York, NY
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

    I worked at Thomson Reuters (More than a year)

    Pros

    Work life balance is good as working from home is not frowned upon

    Cons

    Limited growth opportunities

    Advice to Management

    Management is a skill, and many lack the capabilities to foster career growth and understand human capital.


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