https://www.linkedin.com/posts/chrislouie_during-this-time-of-great-resignation-i-activity-6857861311548661760-oguQ
Gee, no conflict of interest with that post. Right.
9 replies (most recent on top)
Consider the case for leaving Thomson Reuters.
When I left a year ago, my total compensation package went up 27%. Now, it’s almost 40% higher due to a promotion and constructive feedback sessions that actually (gasp!) result in employees being empowered to make decisions and lead.
Keep calm and KTLO (keep the lights on).
Is that when they do it? First Tuesday of November?
Meanwhile, the other hand is going to be busy the first Tuesday in November at 9 AM. They have their ducks in a row they are going to shoot. Like they do each November. Tick tock.
We tried nothing and we are all out of ideas. Keep the brainwashing coming.
We are tired of the platitudes. There is no worker shortage it’s a pay shortage. Pay the people what they are worth if you really want to keep them. Stop the uncertainty that they will be let go at a drop of a bean counter’s hat.
There is more mobility from those who previously jumped ship because, wait for it, they want more and get more by leaving. They woke up and are not drinking the company Kool aid.
This guy has only been in TR 2 months. Let's see if has the same view about staying at TR in a year or so !
The level of duplicity in that post is disgusting and shameful. He makes the case to stay at a company that is currently and actively throwing away years and years of experience in the form of workers which they let go after they conducted the charade of performance evaluations through stack ranking which they also pretend they do not use. That post reads like a scare tactic to keep attrition at the level they want, no lower, no higher, so they can trick people into staying at a company that views them as disposable while using the false promise of the potential for promotion. The reality is TR rarely ever promotes from within. What they do is they push people to where they need them under the guise of it being "career mobility", but unless someone on a team with more pull than your current manager needs you, you're completely out of luck and stuck were you are. Not to mention that this company also pushes a completely unethical, "unofficial" policy of mandatory unpaid overtime in order to meet any deadline, and if I had known that before coming into the company I would have ran far away. A couple of years after I started at TR I applied to move teams because I was sick of the toxic behaviors of many people on the team I entered into, and at my next meeting with my manager, they told me they blocked my application and gave no reason as to why. This company does not care about its employees. Do not listen to any of the lies they try to spin. This place is basically a glorified warehouse job and has been for many years now.
Former Nielsen just like our "Fearless Leader." The new nepotism - only hiring your friends.
Perhaps he wrote this as part of his job search strategy. Publishing helps you get noticed on L'kedIn.