Hey "team" let's discuss retaliation that has occurred post Merck surveys. Still laughing at the fact that we had to take the surveys again...at gun point...and the results were even more honest. Will the results be taken seriously by senior management and blunt the careers of the losers on the low end of the scale ? If they ever expect us to respond to these again something visible must happen !!! Don't you think ???
Has there been any retaliation from BM/DCO surveys
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Yes! we had a teleconference with the BM then a face to face we were told that we stupidly believed that the references to "Sr. Management" meant your direct manager and not Sr. Mgmt. needless to say, the "problem" was fixed on the next survey
yes...our manager read us the riot act for hurting her director in the survey. She actively pursued "gossip" feedback to try to find out who went after her on the survey. As expected, the YEs reflected who she thinks gave her bad scores...If she only knew...the very people who kissed her ass in public and acted as her friend...were the ones who crushed her on the survey !!! When is this org going to realize that the people who speak up are the honest ones...the folks above board !!! The ones who really care about patients and the business !!! The milk toast kiss asses are the ones who slip you the knife !!!
Management has made mention of "passive aggressive" behavior at YER. Hmmmm? What does this signal?
A survey is a survey. Wanting to get it fixed on a local level meant they really want the results to come across as harmonious as possible or you will be harmonized out of a job. 
Here's a more interesting survey. It is by Booz Allen Hamilton and the survey will tell you what sort of organizational culture you work for based on your perception of the organization (and not HQ's). Some forms of organizational culture are almost fatal. Some residual cultures are the result of previous cultures that out-grew their usefulness.
http://www.boozallen.com/consulting.../organization-process-improvement/mission-dna
These internal surveys are worthless. They don't root out what is fundamentally wrong with Merck. They address how underlings behave in a dysfunctional system, rather than find out why the system is dysfunctional and why behavior is what it is.
http://www.boozallen.com/consulting.../organization-process-improvement/mission-dna
These internal surveys are worthless. They don't root out what is fundamentally wrong with Merck. They address how underlings behave in a dysfunctional system, rather than find out why the system is dysfunctional and why behavior is what it is.
You know, it really is a shame that HR has zero power in this org. If they only used these surveys to get rid of the bottom level managers I do believe the org would become rejuvenated. One bad manager hurts the performance of ten individuals...and hundreds of customers...and potentially thousands of patients... Voice of the customer feedback...Merck posturing as the org that is perceived as number 1 to providers and patients...NOT !!! Maybe that is it....HR is just another rotation at Merck....no expertise, no committment to HR role...no committment to the vision statement of the organization.
sweep problems under the rug...smile...and move on.
Our BM was 360ed four times in five years...and won herself a bottom ranking on the 2010 survey scores. Where is she now ?...still managing/demotivating another ten poor souls who have to drag themselves out of bed in the morning with their motivation sucked out of them. This is not so hard to fix HR...follow your results...appropriately place the poor performers... and find the motivators...
sweep problems under the rug...smile...and move on.
Our BM was 360ed four times in five years...and won herself a bottom ranking on the 2010 survey scores. Where is she now ?...still managing/demotivating another ten poor souls who have to drag themselves out of bed in the morning with their motivation sucked out of them. This is not so hard to fix HR...follow your results...appropriately place the poor performers... and find the motivators...
Perhaps the problem is not with the survey, or with HR, or with management, but rather with your perception of how you fit into the overall picture. Survey-takers at the lowest rung of the organization ought to consider whether their expectations would be different had they been a McDonalds employee. We all must realize that we have more in common with people that meet our perception of McDOnalds employees than we do with the perception of sales professionals of 25 years ago. Lower your expectations. It is justified by the facts and also good for your mental health.
Is this that manager in New Haven who has all kinds of problems with her district??? I heard she is clueless and impossible to work for.
First the HR people are paid by Merck. Second, in a large organization, they know there is no incentive to initiate something against a manager unless laws are broken. Third, sitting in cubicles or far away from you, they feel very secure and would care less about "ten reps not feeling motivated to start the day". The front-line HR people I have dealt with are very responsive and courteous. But you'll encounter resistance and non-action as you move up the chain of command. I am sure the corporate lawyers don't want to build a case against a manager either.
I hear that the directors are getting involved in the blood letting process. If your manager calls and says that they are going to do three way FVs...Rep, BM and DCO....they are targeting you with intimidation...How confidential are those surveys ????
Wow...just trying to provide some constructive feedback.
Wow...just trying to provide some constructive feedback.