Thomson Reuters "senior management" Reviews | Glassdoor

Thomson Reuters Employee Reviews about "senior management"

Updated Oct 17, 2019

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3.7
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74%
Recommend to a Friend
85%
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Thomson Reuters CEO James C. Smith
James C. Smith
2,747 Ratings
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Reviews about "senior management"

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  1. Helpful (1)

    "Coworkers cared, senior management incompetent"

    StarStarStarStarStar
    Former Employee - Senior Product Manager 

    I worked at Thomson Reuters full-time

    Pros

    Coworkers, work-life balance, team work

    Cons

    Senior management, overall product strategy decisions

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    Thomson Reuters2019-05-27
  2. Helpful (2)

    "Great people"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Business Operations Manager 
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Thomson Reuters full-time

    Pros

    Great colleagues and good work life balance

    Cons

    senior management needs to change. same people rotating in senior positions driving morale down

    Thomson Reuters2019-05-09

    Thomson Reuters Response

    May 16, 2019Recruitment Marketing Intern

    Thank you for your contribution. We are always looking at ways to make improvements and we thank you for your feedback.

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  3. Helpful (1)

    "Hard workers. Could be appreciated more."

    StarStarStarStarStar
    Former Employee - Anonymous Employee in Boston, MA
    Recommends
    Positive Outlook
    No opinion of CEO

    I worked at Thomson Reuters full-time for more than 10 years

    Pros

    Great colleagues who want the best for the company.

    Cons

    Too much top-down, hollow communication. Big disconnect between senior management and middle management.

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    Thomson Reuters2019-04-20

    Thomson Reuters Response

    April 22, 2019Recruitment Marketing Intern

    Thank you for your review and valued contribution. We agree that when you work at Thomson Reuters, you’re partnering with the industry’s brightest thinkers. We are always looking at ways to make improvements and we thank you for your feedback.

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  4. Helpful (5)

    "Freq re-orgs and layoffs makes this a challenging employer"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Marketing in New York, NY
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

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

    Pros

    Immediate managers are good. Work/life balance is good

    Cons

    Senior management is out of touch. Not adept at making stuff and selling it to customers. Freq layoffs

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    Thomson Reuters2018-10-22

    Thomson Reuters Response

    October 26, 2018Recruitment Marketing Intern

    Thank you for your feedback - we are always looking at ways to make improvements & candid feedback is the best way for us to understand the areas where we need to focus.

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  5. Helpful (3)

    "Chaos - Constant turnover in leadership..."

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Software Development Manager 
    Doesn't Recommend
    Neutral Outlook
    No opinion of CEO

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

    Pros

    Flexibility- work schedule /work from home Casual Business Attire Free parking

    Cons

    1. Poor Job Security 2. Mediocre Health & Employee Benefits 3. Poor Leadership: Some managers mentor and lead, the vast majority simply do time. Good Ole Boy network still exists where channels, procedures and protocols are bypassed and not followed, thus creating work intake ordeals 4. Senior management has a complete disconnect from it's employees 5. The sad "Laugh-ables": to save money they cut and/or eliminated; resources to the point of breakage, tools, hardware, and training that has resulted a significant number of single points of failure. They even went as far as to remove trash cans (under the premise of going eco-friendly). All employee office perks and amenities were either eliminated or cheapened to a barely minimum standard. My perspective is that this is a white collar (IT) office with hundreds of employees yet, while in college, I experienced and/or witnessed better working conditions in factories and a variety of other blue collar jobs.

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    Thomson Reuters2018-02-01
  6. Helpful (2)

    "Trade-offs"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Current Employee - Anonymous Employee 
    Doesn't Recommend
    Neutral Outlook
    Disapproves of CEO

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

    Pros

    Flexible working arrangement/schedules, lower-level people

    Cons

    Insular senior management; below-market salaries; lackluster benefits; executive level opaqueness; silos culture; inconsistent application of corporate policies; too heavy a focus on corporate fads rather than long-term solutions.

    Thomson Reuters2017-11-02
  7. Helpful (2)

    "Consider Carefully"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Anonymous Employee 
    Doesn't Recommend
    Negative Outlook
    Disapproves of CEO

    I worked at Thomson Reuters full-time

    Pros

    A widely recognized global business with good flexibility and lots of talent in the rank and file. Benefits are competitive.

    Cons

    Technology across many products is antiquated and investment in existing products is poor. Layoffs are frequent and part of standard operating procedure. Senior management lacks understanding of the businesses and is not held accountable for poor outcomes. Challenges with values, culture and innovation are present.

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    Thomson Reuters2017-10-15
  8. "Great Experience with Difficult Tasks"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Order Management Specialist 
    Neutral Outlook
    Approves of CEO

    I worked at Thomson Reuters full-time for less than a year

    Pros

    Regular work from home days after 1 year of employment and a very understanding management team in terms of needs for off time. Great benefits. You will gain amazing experience with multiple systems that will help with career growth later on( CRM's, SAP, etc. etc.). It is a great place to begin your career and gain an understanding of how Thomson Reuters works and how we create an end product that our clients use to make their businesses better and more efficient. Working at Thomson Reuters creates a level of brand recognition for your resume and is a great company to find different departments to work inside of. Benefits include volunteer days, sick days, vacation days and regular holidays. Senior Management normally dismisses employees early the day before a holiday. During "Close Week", lunch is provided to the Customer Administration team. On campus activities, as well as health club benefits, etc. keep you engaged while you are not at your desk

    Cons

    Very demanding culture. As employees leave the department, new positions would not be backfilled, ensuring more work for the OMS. Large amounts of OT was necessary in order to complete work and to meet client needs. OMS's with large account bases normally cannot go long periods of time without logging in remotely or in office due to the specific nature of account bases (and at irregular hours). Difficult work/life balance. Working inter-departmentally was often a chore & does not always encourage positive relationships (as most departments had their own initiatives and goals, creating a check/balance system). As an OMS, you work most closely with the sales team, whom (depending on who you work with) can create a less than memorable experience. Recent downsizing of departments made the work environment very competitive. Upper management is very cliqe-ish, & your moving forward may very likely depend on their opinion of you vs your quality of work. Ultimately, salary does not match the level of work the OMS must complete on a daily basis. Career growth opportunities are limited unless you are willing to move to a new city or HQ. Employees are encouraged to share new ideas, that either fall on deaf ears or Senior Management neglects to follow up on. As an OMS, you will need to understand and access around 40+ systems internally, pending your task and what you need to accomplish. Additionally, you are generally the first line of communication to your client, and you will need to help maintain that relationship along with your long list of additional tasks. Your experience as an OMS will depend on department needs, versus how you will grow best in your role (example: upon hire, you will join a team that needs you, due to downsizing and lack of replacing those who leave. You may end up with a smaller account base in middle markets -- which is good for learning and growing -- or you could end up with a very high profile client where the learning curve is extremely steep, but with great exposure in your market)

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    Thomson Reuters2017-07-24
  9. Helpful (15)

    "Stay away from Financial & Risk business"

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

    I worked at Thomson Reuters full-time for 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.

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    Thomson Reuters2017-04-18
  10. "great culture"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
     
    Recommends
    Positive Outlook
    Approves of CEO

    I have been working at Thomson Reuters

    Pros

    good culture and overall work / life balance

    Cons

    Senior management depends on the group

    Thomson Reuters2017-01-16

    Thomson Reuters Response

    January 18, 2017Recruiting Communications and Marketing Specialist

    Thank you for your review and valued contribution. We're proud to have been named among the top 25 companies striving to promote a work-life balance as a part of company culture.

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