Attention DCO's: look around the room at this meeting, all recycled managers who are dinosaurs. Everyone is always talking about employee development and vision 2020. And no, these special assignment farces never pan out! The solution? Develop the ctl's to move the fuc# on to another role. Been a ctl more than 10 years? Get the fuc# out. Manager has a bad reputation or bad reviews? Get the fuc $ out. Open these roles up to superstar reps. The whole system is backlogged cause these fukstik ctl's never,ever leave. Make them take useless (ahem) special assignments for 6 months at hq. Instead of teaching ctl's how to coach reps YOU should coach the ctl's on how to do something other than being a LIFER ctl. You read all these boards, all the problems stem from babysitting, tyrant, LIFER, outdated, inept ctl's. Ask around, the few talented reps left are ready to head for the door. Then again, you know the truth and are too much of a pu#@y to do anything. Same dco's, same ctl's, status quo group. Efu and be well. Enjoy DallASS!
I do agree that the PC field force is stagnant. Not sure why. For whatever reason, there is no growth. SIP target pool has not changed in over 6 years. With the exception of the short-lived LER experiment, there is no opportunity for pay-grade promotion. There appears to be an unofficial hiring freeze. When reps and managers leave, they are not replaced. Can only point to the lack of significant new products with promotable advantages. There is a lack of growth in our field force because quite frankly, there is nothing to do. No sense of purpose. Everyone is treading water creating busy work. Can you think of another job where if a worker did not show up for work, no one would notice?
