Dear ZS

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Give me a break - performance ratings? We all know someone has to take the lower ratings to fit the almighty bellcurve. I know of some great reps who've been given low ratings simply because their manager preferred others on the team. Reps with average ranking can get a lower rating and others with low rankings get the better rating.....all up to the manager and the 'leadership team'. Bad system that will probably end in a lawsuit. It's time.
 






anonymous said:
Give me a break - performance ratings? We all know someone has to take the lower ratings to fit the almighty bellcurve. I know of some great reps who've been given low ratings simply because their manager preferred others on the team. Reps with average ranking can get a lower rating and others with low rankings get the better rating.....all up to the manager and the 'leadership team'. Bad system that will probably end in a lawsuit. It's time.
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Sign me up, class action lawsuit time is here.......
 






  • anonymous said:
    Give me a break - performance ratings? We all know someone has to take the lower ratings to fit the almighty bellcurve. I know of some great reps who've been given low ratings simply because their manager preferred others on the team. Reps with average ranking can get a lower rating and others with low rankings get the better rating.....all up to the manager and the 'leadership team'. Bad system that will probably end in a lawsuit. It's time.
    Click to expand...
Look dumbass sales ranking is only one component of the overall performance ranking. Since your performance ranking encompasses your execution of all your job responsibilities, it’s what is used for most compensation and retention decisions, the exception being sales bonus or incentive comp.

I don’t write the rules, just trying to help make some sense here.
 






anonymous said:
Look dumbass sales ranking is only one component of the overall performance ranking. Since your performance ranking encompasses your execution of all your job responsibilities, it’s what is used for most compensation and retention decisions, the exception being sales bonus or incentive comp.

I don’t write the rules, just trying to help make some sense here.
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Another enlightening comment from the 'leadership team'.
 






Looks like mostly reps that are getting older were let go. I'm not sure I know any newer reps that are gone. Also, if it's based on performance, if you have been here for a while you are bound to have a down year sometime in your life.
 






anonymous said:
Looks like mostly reps that are getting older were let go. I'm not sure I know any newer reps that are gone. Also, if it's based on performance, if you have been here for a while you are bound to have a down year sometime in your life.
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Perhaps some of the reps that have been here a while have gotten complacent and lazy, whereas the new ones are still hungry and willing to challenge the status quo. Just sayin.
 






anonymous said:
Perhaps some of the reps that have been here a while have gotten complacent and lazy, whereas the new ones are still hungry and willing to challenge the status quo. Just sayin.
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That is one of the issues here, you can not challenge the status quo as you stated. You would be considered negative if you challenge any of mgmt ideas. The reason they kept new people is, they do not challenge anything and, just do what ever they are told and then,tell mgmt they are great. I think you have it reversed.
 






anonymous said:
That is one of the issues here, you can not challenge the status quo as you stated. You would be considered negative if you challenge any of mgmt ideas. The reason they kept new people is, they do not challenge anything and, just do what ever they are told and then,tell mgmt they are great. I think you have it reversed.
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I agree having been here 9 years. Veterans are now expected to play the game like everyone else. Even if you challenge an idea with a solution, you can be quickly blacklisted.
 












anonymous said:
I agree having been here 9 years. Veterans are now expected to play the game like everyone else. Even if you challenge an idea with a solution, you can be quickly blacklisted.
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Wait, what? You mean to tell me you have been here 9 years and you have the same expectations as everyone else? That is insane that you would have the same expectations as others.
 






anonymous said:
Wait, what? You mean to tell me you have been here 9 years and you have the same expectations as everyone else? That is insane that you would have the same expectations as others.
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What they meant is, we now hire "yes" people, not people who can think for themselves. Oh but, you could not have thought of that could you.
 












anonymous said:
That is one of the issues here, you can not challenge the status quo as you stated. You would be considered negative if you challenge any of mgmt ideas. The reason they kept new people is, they do not challenge anything and, just do what ever they are told and then,tell mgmt they are great. I think you have it reversed.
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I was referring to the external status quo. Accepting all resistance at face value and considering obstacles insurmountable, just because something has “never been done that way before”.
 






this is far, are from the company that Herb and Bob had envisioned 40+ years ago. Anyone holding onto your dear old DNA pre-2008 (aside from Lytics) missed the memo that times have changed........
 












anonymous said:
this is far, are from the company that Herb and Bob had envisioned 40+ years ago. Anyone holding onto your dear old DNA pre-2008 (aside from Lytics) missed the memo that times have changed........
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Herb and Bob created a dynasty. Amazing science and great people. That was not too long ago, but guess what everyone wanted to be Genentech. Scientists moved on and created their own little spinoff dynasties etc etc...REALITY: nothing stays the same and honestly a good thing. Progress is what I think they call it. I felt complacency. We had great drugs but wasn't everyone looking for the next best therapy?
Art Levinson stated that after Rituxan, Herceptin, Avastin we may never see that again in our future. I call it great science and luck. Gave the company a sense of ownership and accomplishment.
Those days aren't over....they have changed with the medical environment. Lots of good science out there. Just be positive. Happy Thanksgiving and be thankful any of us had ever worked for any company that provides great therapies for our loved ones!
 






anonymous said:
Looks like mostly reps that are getting older were let go. I'm not sure I know any newer reps that are gone. Also, if it's based on performance, if you have been here for a while you are bound to have a down year sometime in your life.
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GNE is just interested in drones who don't speak up and do as they are told....a long way from what Herb and Bob created. It's Big Pharma time which will lead to absolute destruction. Just look at the pharma giants of years past....
 






It's interesting that a lot of the people that were displaced were the ones that had the very best relationships with the most influential doctors/thought leaders. Good luck to those that don't have those relationships. Where do you begin with very few or limited competitive edge? Sad...
 






I'm going to come in after you hot shots are gone, and court your high prescribers. Hell, I'll increase total TRx, the new NWRx and NBRx. I'll have these greedy docs eating out of my hand and padding my bank.
 












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