Fate of the Managers

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anonymous said:
I saw a post in another thread about the managers. He/she brought up a great point. They mentioned more reps per manager.

I have a great relationship with my manager. Been with my manager for a long time. But I will say, managers create more problems than anything else, especially in my offices. Managers are unwelcome and makes interactions with the HCP extremely uncomfortable. Why do we need 2-3 field ride days once a month or every other month? Absolutely pointless and a waste of time and money. As nice as my manager is, my offices are extremely sick and tired of seeing him/her. If we are all truly business owners and "own our own dirt" then why do we have a constant distraction of someone breathing down our neck serval times a month with field rides, expense reports, pointless projects for promotion, daily conference calls for different champ roles, etc.
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Why? We need the tax write-off by having a bloated head count in the "expenses" column. Unfortunately, because of this bloated head count, managers have to justify their existence by faking rep coaching sessions and forcing "customer interactions" during field rides three a week.
The good news is that for the money that we make, I'm pretty sure that there isn't an easier job available.
 












anonymous said:
Why is it that all the recently promoted managers are all DEI? The only way a white guy can be a manager at Lilly is if he has already been in the position for a very long time. Last time I checked there have been zero promotions for a white male in my area. So yes, I agree with what the person said. The DEI managers are NOT qualified. They are loud, annoying, unqualified, and cheerleading bitches
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Waaaahhhh. Never in my 40+ years have I seen such whiny, male snowflakes as we have here. It's pathetic.
 












anonymous said:
Coming from the loud, annoying and ungodly unqualified to lead a group of preschoolers in a tethered line diversity hire.
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Boeing just terminated their DEI program. Listen up, HR. Study this decision. Planes falling out of the sky and stranded astronauts in orbit hould teach us all a lesson about too much too fast DEI.

Hey, why not include an MC in the acronym? MC = most competent, It's really simple. In air or space, it is all about zero fail policies. The same should clearly be true in drug manufacturing and sales.
 






anonymous said:
Boeing just terminated their DEI program. Listen up, HR. Study this decision. Planes falling out of the sky and stranded astronauts in orbit hould teach us all a lesson about too much too fast DEI.

Hey, why not include an MC in the acronym? MC = most competent, It's really simple. In air or space, it is all about zero fail policies. The same should clearly be true in drug manufacturing and sales.
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OK,Snowflake. We get it, we get it....we will vote for the felon next week. Willya leave us alone now, or will you post the same inane stuff on every single thread? Strike that. We already know the answer.
 


















anonymous said:
Coming from the loud, annoying and ungodly unqualified to lead a group of preschoolers in a tethered line diversity hire.
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It's so childish to be favoring this gender or that gender, this skin color or that skin color, this sexual preference or that sexual preference.

Competency alone matters in the long run.
 






anonymous said:
It's so childish to be favoring this gender or that gender, this skin color or that skin color, this sexual preference or that sexual preference.

Competency alone matters in the long run.
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Why do you think we are going through layoffs? The DEI initiative had the wrong people making all the decisions for the past 5 years. It's finally caught up to us.
 






anonymous said:
Why do you think we are going through layoffs? The DEI initiative had the wrong people making all the decisions for the past 5 years. It's finally caught up to us.
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Yes. Product shortages, recalls, and worse. Seriously, how do gender and skin color influence business success? It's really all about objective performance. Getting stuff done correctly the first time.

Superficial attributes say nothing about competence or potential performance.

Diversity hires are put on a management track even before they are hired. What kind of HR is that?

If we want a colorblind society and workplace, make it colorblind. That's what MLK wanted. That's what makes sense.
 






anonymous said:
Yes. Product shortages, recalls, and worse. Seriously, how do gender and skin color influence business success? It's really all about objective performance. Getting stuff done correctly the first time.

Superficial attributes say nothing about competence or potential performance.

Diversity hires are put on a management track even before they are hired. What kind of HR is that?

If we want a colorblind society and workplace, make it colorblind. That's what MLK wanted. That's what makes sense.
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Thanks sister. It is absolutely frightening to have nitrosamine impurities in duloxetine, and glucagon that lacks potency in the event of too much insulin. Let's keep fighting the good fight: We want first in class research, first in class manufacturing, and first in class quality control. Without unquestionably pure and effective products, we should not be in business at all. Quality should come before divisive social engineer.
 


















anonymous said:
Coming from the loud, annoying and ungodly unqualified to lead a group of preschoolers in a tethered line diversity hire.
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How can any employer say "Equal Opportunity Employer" then hire based upon skin color, chosen/stated race or gender preference?

It's a fundamental contradiction.

HR, we know you frequent this board. What say you?
 
























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