Classic misguided IT viewpoint. We need new sales. Not the company that employs all of us. Get ready for a change and get ready to jump when I snap my fingers.
This is a sales viewpoint and reality forged through the undeniable collaboration of the departments which compose the service sales people sell. Old school, lone cowboy sales reps like yourself have long since been obviated by sophisticated connectivity solutions, genetic testing platforms and an acute understanding of business economics (to name of few).
My apologies in advance to the Village Idiot for my over-intellectualizing.
This is a sales viewpoint and reality forged through the undeniable collaboration of the departments which compose the service sales people sell. Old school, lone cowboy sales reps like yourself have long since been obviated by sophisticated connectivity solutions, genetic testing platforms and an acute understanding of business economics (to name of few).
My apologies in advance to the Village Idiot for my over-intellectualizing.
It is a process. First assign territories that many SLP reps will decline, limiting the expense of terminating employees without cause. Those that stay will then have a paper trail started on them documenting their "misconduct". Those that stay through that humiliating process can then be terminated for cause.
The best part is that during this process you will be working hard to demonstrate your worth by helping us retain your clients. By the end, you will no longer have any value and we will have a high retention rate without your labor expense.
It is painful to watch and sorry to say that you have no good options. If you really need a check coming in ride it out. But know that they will damage your work history in this process.
This may be the most brutally honest but most helpful post I've seen in a long time. Thank you. What type of misconduct is documented if the reps are sincerely trying to help retain business?
This may be the most brutally honest but most helpful post I've seen in a long time. Thank you. What type of misconduct is documented if the reps are sincerely trying to help retain business?
This may be the most brutally honest but most helpful post I've seen in a long time. Thank you. What type of misconduct is documented if the reps are sincerely trying to help retain business?
As the pretenders continue to scurry away like cockroaches exposed to light, my team of superstars...those who own their performance and add value at every turn...will simply shoulder more of the workload. This can-do attitude that my team of go-getters displays on a daily basis is why we carry such special status in our great new organization.
If you leave at any time and your new employer calls Quest, they are only allowed to verify employment. The notes and comments are for internal use for re-hire or black list only.
Thanks for quoting policy, but that is not how it actually works. There is the written portion of the VOE that requires a release and then the verbal part that in most cases not only includes HR, but also your previous supervisor. The second part is all off the record and the only thing that matters to a potential employer that is concerned enough to ask.
You are not funny and you clearly do not work for Quest Diagnostics. I have seen your posts and you should find another hobby.
They can ask if you are eligible for re-hire.
It's a yes or no question. No explanation.
I was not rehirable by Solstas and I told my future employer I wasn't. Just tell them the truth. If they want you they hire you. Non compete and all. Period
They can ask if you are eligible for re-hire.
It's a yes or no question. No explanation.
I was not rehirable by Solstas and I told my future employer I wasn't. Just tell them the truth. If they want you they hire you. Non compete and all. Period
True. Sometimes it will not matter to a perspective employer. But in some cases it is a deal breaker. Especially if they do not know you.
