This usually means layoffs, outsourcing and “transformation” are already factored into the price. Location closures, downsizing, bonus below 100%, reduced severance and no promotions are here to stay. Employee morale is taking a hit with this new direction and leadership are either not seeing it or don’t care.
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Not sure why anyone would want to own TRI since W-bridge/T-fam owns 65%. All business decisions are based on one thing - what is best for the T-fam.
We're in an insane bull market still. Some would say most stock is overvalued currently. TR stock will never be what FAANG stock is worth in it's current state if that's what you're waiting for, but for some reason it's been pretty stable with the market action. So hold or sell and move your money to something else it literally feels like it doesn't matter at the moment.
Just remember most of the stock movement over the years has been almost entirely from cost-cutting (layoffs and divestitures) and not actual new business. TRs markets are pretty saturated so unless it starts exploring new markets and/or product offerings which it has failed to do thus far its doomed to stagnate.
Is it time to sell the stock options? I'm seeing hold or buy on the stock. It has trippled in the last 5 years
Will Mike D from Westlaw take over in Legal Editorial after AM retires?
@2btv+1aDECzME
By AM you mean Editorial?
That's too bad. I kind of liked him.
I heard that AM retires this year and PF won’t get promoted to permanent head of Legal and will leave. When this happens, it’ll surely mean a big reorg in Legal with no visible heads left in Eagan. Has anyone heard differently?
I've been working in the computer industry for 40 years. Every generation thinks outsourcing to India is a new idea. Keep repeating history get the same outcome. Glad I've left
Management seems to message that they're transitioning TR from a holding company to an operating company. TR was already an operating company. They're trying to create a customer first-performance culture. That was already the culture. Every company wants high-performance, but the way they're trying to push it is just a guise for the real agenda of driving attrition and separations in a way that won't cost the company a lot. That way they can outsource all the work to countries where they can get away with paying low wages and/or double dip on tax breaks like Canada. All of the new leadership are spreadsheet commandos with little actual experience of TR business verticals. Focusing too much on NPS score thinking TR is a consumer facing company is like a fools leading fools. More recent research refutes its actual usefulness. Earned advocacy is a better metric.
Plan your exit before TR does it for you. It's what they want but at least you'll do it on your own terms.