Thread regarding Thomson Reuters layoffs

To be quite frank, besides a select few higher level managers that fell into roles they are not qualified for, the vast majority of talent that could find jobs or waited out a severance package are gone. Unfortunately when a company has a history like TR, it doesn't warrant tremendous loyalty, however it is fortunate that they have products that that are a necessity and in fairness those products are pretty good. The name and the products give it the ability to attract talent, but the ones that end up staying are the ones that know how to play the system.
They have done at least 5 or so major reorganizations since I have been at the company and not one of them was successful. There is a sense that many employees are happy, but in reality they are happy because they have a job, paycheck and able to work less than 7 hours a day. Want to see how people really feel, tell them they don't have a job anymore, and see what they have to say. TR definitely doesn't push the envelope and hold folks accountable for their performance, just look at the segment leaders. Corporates has had a number of leadership changes over the last 2 years, so they get a pass to see how the most recent appointments pan out. Tax Professionals is a bit of a laughing stock, under-performance, weak sub segment leadership, talent departures, disconnected strategy. Legal just chugs along.

Don't forget: A couple years ago, the company "flattened" all the lower level managers who were actually working with employees. Some of them WERE laid off and others were demoted with 0% raises for the last couple years. So when you talk about "managers, " you mean higher level managers.

"Two long-standing high level managers in Tech have been asked to leave"

Who? What are their initials?

Prior to leaving the company, I had positioned myself as both a subject matter expert in my area of focus as well as someone with good people management skills. Several decision-makers indicated that they were grooming me to be a leading candidate when they added another manager lead.

Nevertheless, I took the position that the company was still too top-heavy with management and that, at some point, that debt had to be repaid. Better to be knowledgeable about subject matter and be a foot soldier, especially in these times.

I also saw that my management team struggled to address toxic individuals on the team and take proactive measures to ensure that top performers keep performing and to ensure that there is a system to make the entire team stronger.

It looks as if that was a good call - the head of the CS has been replaced by the CTO. I’m inferring that the team is now ripe for another - you guessed it - reorganization!

I made the proactive choice to reorganize myself and terminate my employment with the company. I’m much happier now.

Many managers have been asked to reapply for new roles, typically that doesn't happen to the rank and file until they are told they have no job anymore. However it is interesting to note that some managers who are not very good, especially in Corporates, have been asked to take on an expanded role. Why were they chosen?

Not sure if this statement is entirely correct. Two long-standing high level managers in Tech have been asked to leave.

Yup my team got laid off but my manager got to stay on to manage a new team.

As you point out, lots of managerial issues and far too many managers. You ain’t gonna change these guys. Your options quite literally are either to join a union (not sure how effective this would be) or bide your time and look else where. As long as management are giving shareholders an excellent return, they won’t be changing diddly for those hard working employees on the floor.