Horrible Managers: Eugene W., Tim H., and Mickey P.

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Anonymous

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Let's see if this post gets deleted as well. I'm using first names and last initials, but most of you guys know these douche bags, so I'm getting my point across. Just to remind everybody how bad these managers are and how they operate. They all are in the "butt buddy" club all ran by Mickey "the douche" P. So with that being said, if you decide to take a pharma job from this low class, low rate, cheap ass company, you'll regret it. They undercut pay, like they did with me and expect you to work ridiculous hours, like after 5:00 P.M. I'm talking, the idiot managers will text you at like 9:30, 10 and even 12 o'clock midnight.(Yes, that happened to me). They always come up with "busy work" like reports that they want done and they want it at "the 11th hour", I hope most people know what that means. Everything is a "fire drill" and you don't get compensated enough to waste your time with these pukes. Also, when you complain to HR, they don't care. The head of HR is an idiot who will act and say that she investigates your complaint, but in reality she does nothing but try and protect her ass and the scummy managers listed above. If you already work for these pukes, then you should find another job and walk out on their ass. If you don't and you like going after underhanded, devious, and crooked companies, then I say go ahead and build a case and sue these bastards......LOL!!!!!
 






Rep at lupin is like that show Wipe Out going thru an obstacle course thats incredibly difficult with your manager spraying u from the side line with gasoline, his manager spraying him with kerosine, and head manager standing at finish line with a lit match
 


















Wow - with all the tracking - the trackers - all the changes to selling - why don't they get the drugs on insurance first!

In states like TX and FL - of course they are at the top of the list - everything is covered!
 






Don't forget Mike S. Shysters is what we call them where I am from. Everyone of them.

Only company that comes up with revenue or quota goals in the middle of the quarter in order to change the numbers depending on how the numbers are tracking.

If they know the numbers from last year - why not come up with a quarterly and yearly goal before the year starts. Be reasonable - 15% growth in a bad economy and one with insurance problems and stocking issues is crazy. Waiting on lightening to strike some down for the lies told to many in recent years. Those of us at President's Club sit around when management is not around and laugh at them. Jokers all of them.
 






my manager and all managers at lupin are corrupt. they all know it. they have to keep up the corporate lies to survive here. never get a straight honest answer from any of them. missed their calling.. should all be in politics
 






Effective performance feedback systems must overcome communication filters that can disconnect meaning from interpretation. For example, a subordinate or manager may interpret a suggestion for improvement as negativity. To combat these biases, supervisors and peers must deliver feedback objectively and fairly [source: Garber]. As with reward systems, performance feedback should be treated as a tool of instruction.
Transparency and honest communication, engages employees, creates a sense of loyalty, increases productivity.

It's great to have yet another IC plan. Yet no one understands why fully and how to best achieve it or how it relates back to company bottom line and overall growth.

If you do not have IC $, incentivize in PTO, sigle hotel rooms at meetings, district fun days for bonding, etc.
 






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