FLM's hit hard

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Anonymous said:
You all can bash ..... They may not all be good managers, but they were good reps, award winners, top producers, consistent leaders within their teams.

Think about some of the things the managers could say about their reps Are All of the reps good reps? Would it be fair for a manager to "lump" all reps together based on the worst reps they have worked with?
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What a fuck'n jackass. It's circumstance working in a winning territory that consistently produces award winners every few years with or without a rep in it. Happens all the time. And you say working in a territory that does well on it's own makes a good, award winner, top producer? Muhahaha what a larking brain damaged idiot.
 






Anonymous said:
What a fuck'n jackass. It's circumstance working in a winning territory that consistently produces award winners every few years with or without a rep in it. Happens all the time. And you say working in a territory that does well on it's own makes a good, award winner, top producer? Muhahaha what a larking brain damaged idiot.
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You think that all managers at Novartis got to their positions because their territory did well? Goals are territory specific- good territories have been pummeled over with unattainable goals, and territories with poorer performance have had much lower goals. My argument is simple- FLM's were promoted for a reason, and it is not just sales. They consistently delivered top performance, and demonstrated leadership. The Novartis MD Program is done by a 3rd party group and it is very difficult and time consuming to go through. You also have to keep your numbers up to get through it or your out. So to say that all FLM's got their jobs because they got lucky with a "territory that does well on it's own" is a foolish statement. BTW, I'm not a FLM- Just someone with a brain that doesn't stereotype people and positions because I'm soured by the job or industry. Get over it.
 






Anonymous said:
You all can bash the managers all you want, but remember one thing. There is not one manager here that was not very successful in your job. They may not all be good managers, but they were good reps, award winners, top producers, consistent leaders within their teams.

Think about some of the things the managers could say about their reps Are All of the reps good reps? Would it be fair for a manager to "lump" all reps together based on the worst reps they have worked with?
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I'm a 34 year Sr. Onc Rep Sandoz/Novartis - I've worked with 12 managers or more through the years. Two of those managers were great - didn't have their heads up their arse. The rest were lame ladder climbers - all about themselves.

They're reviews center on finding fault - or registering the latest Value and Behavior violation - There isn't anything about a manager that I admire.

They weren't great Reps before they became a manager - their sales might have been good, but they weren't great Reps. Just overtly assertive assholes that most MDs are glad to see leave their offices and get out of their face.

Managers need to be bled out of the position as often if not more often than the Reps.

Micro-managers abound in Onc and Hem - idiot managers that tell you "I want you to work this as if it's your business" - Ha. The first thing I do is fire them. "Don't ever make me call you for an overdue report" - Fuck You you lame ass lazy shit head - pick the fucking phone up and call, you want it, you need it - call - it might have escaped my attention. "Clean your car before I come to work with you" - HEY, when you make that comment you damn well better be speaking to somebody else, because I detail my car monthly.

"That isn't the Values and Behaviors we're suppose to have in Novartis." God Damn are you KIDDING? VABs are the biggest fucking HR joke yet. Yeah, lets all have Automatons working here. Can't have a complaint - not that, can't deal with it - it might affect some other soft headed moron working here. "Bring it up once, have a solution - or drop it" What another fucking hamstrung lame ass method of dealing with situations that need to be corrected - and there are many. What if I dealt with sales like that - no way! You keep coming at the problem until somebody does something about it, because a problem stays a problem until it's solved by management getting tired of hearing about it, or scared that it's affecting sales.

I've got 2 more years to go. I hope I can outlive the changes coming - the iPad is nothing more than a stupid device that might make my job easier. It's management that is interfering with sales - it's mid level managers that have to go. Don't need 'em.
 




























































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