Associate Reps?????

[anonymous]

How is the new Asnr rep training going? Haha it seems that they didn’t teach them much about selling in training. This is going to be a long month.

 

[anonymous]

How is the new Asnr rep training going? Haha it seems that they didn’t teach them much about selling in training. This is going to be a long month.

Considering that every other initiative that has ever been implemented by the clowns at the top, this Ass Rep experiment will also be a complete failure.

 

[anonymous]

Why can people not put their
Damn phone on mute!

 

[anonymous]

Considering that every other initiative that has ever been implemented by the clowns at the top, this Ass Rep experiment will also be a complete failure.

Training was a joke from the lack of intelligence of my clueless follower and from hearing from others enduring the same torture of entertaining these new half priced reps. Will they or me quit first? This may be the worst training program in the history of pharma. I am appalled at the fact they hired science kids and trained them with more science but no sales training. And we, the mentors are supposed to do that??? So when one of these little twirps breaks federal laws because their training was useless, are we getting blamed. The answer is yes so the pieces of excrement running this show can purge us too? No wonder the FDA is in our offices asking about Vanda.

 

[anonymous]

The fda is calling offices now?

 

[anonymous]

The fda is calling offices now?

Visiting

 

[anonymous]

Visiting

Yes. Office said Vanda was focus not rep but vague. Told office to offer my assistance. I may be newer but not going to jail for Vanda.

 

[anonymous]

TGIF. This training by having a tag along associate rep is a complete waste of time. What shit for brains thought hiring med school wanna be's with no selling ability was a good idea. They are so uninformed and were fed lines of shit during "formal" training and the interview process. I don't expect my tag along to last through October. and am hearing the same from other reps that are enduring this hell. Turnover was high before. Watch for it to be twice as fast with the associates. They are screwed.

 

[anonymous]

TGIF. This training by having a tag along associate rep is a complete waste of time. What shit for brains thought hiring med school wanna be's with no selling ability was a good idea. They are so uninformed and were fed lines of shit during "formal" training and the interview process. I don't expect my tag along to last through October. and am hearing the same from other reps that are enduring this hell. Turnover was high before. Watch for it to be twice as fast with the associates. They are screwed.

MP and GP do not regard employees as real people and fail to see that high turnover is a result of a toxic culture they created

 

[anonymous]

TGIF. This training by having a tag along associate rep is a complete waste of time. What shit for brains thought hiring med school wanna be's with no selling ability was a good idea. They are so uninformed and were fed lines of shit during "formal" training and the interview process. I don't expect my tag along to last through October. and am hearing the same from other reps that are enduring this hell. Turnover was high before. Watch for it to be twice as fast with the associates. They are screwed.

I was once just like the college hires at a well established company that actually had a real training program but the best sales training that I got was in the field.

Vanda thought that hiring the college graduates was a good cost-saving measure and that is fine but what is really wrong and disgusting is the fact that they laid off so many employees to create more openings in June.

Good reps with good numbers and with the awards to prove it (including President's Club winners) were in the layoff mix along with other ethical and well-liked reps and boy are they all missed!

But, what goes around comes around because one of the few remaining President's Club winners that was not laid off actually just left the company because of the continued lack of respect given to employees (even high-performing ones)!

 

[anonymous]

"...but the best sales training that I got was in the field."

You hit the nail on the head. Except you're looking at it from an ethical, legal, compliant, and professional Rep's perspective. Try looking at it from the corner office. If you wanted to apply certain pressure-points to the new sales team members, who better to do that then the reps who witnessed the cutting of good ethical reps? It's really ingenious and sinister at the same time (behavior modification ala Herman Gehring);

 

[anonymous]

"...but the best sales training that I got was in the field."

You hit the nail on the head. Except you're looking at it from an ethical, legal, compliant, and professional Rep's perspective. Try looking at it from the corner office. If you wanted to apply certain pressure-points to the new sales team members, who better to do that then the reps who witnessed the cutting of good ethical people? It's really ingenious and sinister at the same time (behavior modification ala Hermann Goering);

1. Get rid of anyone, irrespective of their productivity, who does not comply with the approved methods and messages. This shows your ranking is really irrelevant. It is more important to be compliant than productive.

2. Hire young, impressionable minds and give them almost nothing in terms of corporate training so that removes the burden of responsibility from the people in charge. And place completely, almost inept people in positions of influence so the message is reinforced. These people really, really like their titles because they would never be able to get those titles at another organization.

3. Send the newbies to the field and let them hear the stories of purging, reorganizations, and layoffs. More importantly, let them hear why the field believes they were let go. CafePharma, in this case I believe, HELPS the cause of the corporation.

4. Give the newbies goals and objectives which can only be met by behaving unethically or at least questionably in the field. The newbies know, of course, that to have high rankings puts them in a better position to get out of Vanda and on to a real job. This creates more conflict.

5. Show the newbies that if you play ball and comply (see Phoenix) you will be paid and left alone. And maybe even promoted!

6. The newbies then get to decide - do what I'm told, promote way off label (Hetlioz) or off target (Fanapt) and keep my job or ask questions and get purged.

Classic divide and conquer / fear and intimidation behavior modification tactics. To reinforce this, you get a GAR report that no one can explain how it's produced and almost no one I know believes is accurate. The field at real organizations are incentivized to produce results through sales activities. Vanda field personnel are incentivized to keep their job through acting compliantly. Results, as you have all seen, do not matter.

 

[anonymous]

"...but the best sales training that I got was in the field."

You hit the nail on the head. Except you're looking at it from an ethical, legal, compliant, and professional Rep's perspective. Try looking at it from the corner office. If you wanted to apply certain pressure-points to the new sales team members, who better to do that then the reps who witnessed the cutting of good ethical people? It's really ingenious and sinister at the same time (behavior modification ala Hermann Goering);

1. Get rid of anyone, irrespective of their productivity, who does not comply with the approved methods and messages. This shows your ranking is really irrelevant. It is more important to be compliant than productive.

2. Hire young, impressionable minds and give them almost nothing in terms of corporate training so that removes the burden of responsibility from the people in charge. And place completely, almost inept people in positions of influence so the message is reinforced. These people really, really like their titles because they would never be able to get those titles at another organization.

3. Send the newbies to the field and let them hear the stories of purging, reorganizations, and layoffs. More importantly, let them hear why the field believes they were let go. CafePharma, in this case I believe, HELPS the cause of the corporation.

4. Give the newbies goals and objectives which can only be met by behaving unethically or at least questionably in the field. The newbies know, of course, that to have high rankings puts them in a better position to get out of Vanda and on to a real job. This creates more conflict.

5. Show the newbies that if you play ball and comply (see Phoenix) you will be paid and left alone. And maybe even promoted!

6. The newbies then get to decide - do what I'm told, promote way off label (Hetlioz) or off target (Fanapt) and keep my job or ask questions and get purged.

Classic divide and conquer / fear and intimidation behavior modification tactics. To reinforce this, you get a GAR report that no one can explain how it's produced and almost no one I know believes is accurate. The field at real organizations are incentivized to produce results through sales activities. Vanda field personnel are incentivized to keep their job through acting compliantly. Results, as you have all seen, do not matter.

 

[anonymous]

"...but the best sales training that I got was in the field."

You hit the nail on the head. Except you're looking at it from an ethical, legal, compliant, and professional Rep's perspective. Try looking at it from the corner office. If you wanted to apply certain pressure-points to the new sales team members, who better to do that then the reps who witnessed the cutting of good ethical people? It's really ingenious and sinister at the same time (behavior modification ala Hermann Goering);

1. Get rid of anyone, irrespective of their productivity, who does not comply with the approved methods and messages. This shows your ranking is really irrelevant. It is more important to be compliant than productive.

2. Hire young, impressionable minds and give them almost nothing in terms of corporate training so that removes the burden of responsibility from the people in charge. And place completely, almost inept people in positions of influence so the message is reinforced. These people really, really like their titles because they would never be able to get those titles at another organization.

3. Send the newbies to the field and let them hear the stories of purging, reorganizations, and layoffs. More importantly, let them hear why the field believes they were let go. CafePharma, in this case I believe, HELPS the cause of the corporation.

4. Give the newbies goals and objectives which can only be met by behaving unethically or at least questionably in the field. The newbies know, of course, that to have high rankings puts them in a better position to get out of Vanda and on to a real job. This creates more conflict.

5. Show the newbies that if you play ball and comply (see Phoenix) you will be paid and left alone. And maybe even promoted!

6. The newbies then get to decide - do what I'm told, promote way off label (Hetlioz) or off target (Fanapt) and keep my job or ask questions and get purged.

Classic divide and conquer / fear and intimidation behavior modification tactics. To reinforce this, you get a GAR report that no one can explain how it's produced and almost no one I know believes is accurate. The field at real organizations are incentivized to produce results through sales activities. Vanda field personnel are incentivized to keep their job through acting compliantly. Results, as you have all seen, do not matter.

Spot on except you used the word compliant. Vanda wants to appear compliant on paper but has no problem with reps saying or doing whatever they want to get business. Also, since most of the training was field training, if the newbie gets in a bind, the "mentor" rep will be blamed, not the sad internal "training". Vanda does not need a compliance officer, perhaps a behavior modification or obedience officer would be more appropriate.

Your post is phenomenal but more accurate to say"
It is more important to be obedient than productive.
Vanda field personnel are incentivized to keep their job by acting obediently.

Very appropriate reference to Hermann Goering. I believe I saw his statue in the Vanda lobby.

 

[anonymous]

I was once just like the college hires at a well established company that actually had a real training program but the best sales training that I got was in the field.

Vanda thought that hiring the college graduates was a good cost-saving measure and that is fine but what is really wrong and disgusting is the fact that they laid off so many employees to create more openings in June.

Good reps with good numbers and with the awards to prove it (including President's Club winners) were in the layoff mix along with other ethical and well-liked reps and boy are they all missed!

But, what goes around comes around because one of the few remaining President's Club winners that was not laid off actually just left the company because of the continued lack of respect given to employees (even high-performing ones)!

WTF? I thought President's Club winners were rewarded? After all, weren't they punished (oops, mean rewarded) with a dinner with Greek Napoleon, GP Mussolini and Dodge Ball Tommy?

 

[anonymous]

Spot on except you used the word compliant. Vanda wants to appear compliant on paper but has no problem with reps saying or doing whatever they want to get business. Also, since most of the training was field training, if the newbie gets in a bind, the "mentor" rep will be blamed, not the sad internal "training". Vanda does not need a compliance officer, perhaps a behavior modification or obedience officer would be more appropriate.

Your post is phenomenal but more accurate to say"
It is more important to be obedient than productive.
Vanda field personnel are incentivized to keep their job by acting obediently.

Very appropriate reference to Hermann Goering. I believe I saw his statue in the Vanda lobby.

In this case, compliant means compliant with company wishes and expectations

 

[anonymous]

WTF? I thought President's Club winners were rewarded? After all, weren't they punished (oops, mean rewarded) with a dinner with Greek Napoleon, GP Mussolini and Dodge Ball Tommy?

I don't think that dinner ever happened but for sure some people have left the company that are still hoping for a payout of some sort for President's Club.

At least Publicis had their act together last year and paid the President's Club winners (even though the Greek Napoleon never acknowledged them).

 

[anonymous]

how many associate reps are there at Vanda?

 

[anonymous]

I would say about 45-50 now out of 115 total sales positions, as people leave they are not paying severance to those but filling them with ANSR roles. So in the next year the whole company will be below age 25.

 

[anonymous]

I would say about 45-50 now out of 115 total sales positions, as people leave they are not paying severance to those but filling them with ANSR roles. So in the next year the whole company will be below age 25.

My ass nsr was on phone today trying to find another job. I overheard, " this is a really fucked up company". Welcome to Vanda.