How can I get my manager fired?

[Anonymous]

Do not under any circumstances go to the Ombudsman! As with HR, they are not there to protect you or your interests. They are in place to protect the managers. If you think going to the ombudsman is kept confidential - think again. Best advice? Keep documenting everything - dates, names, places, and get a good employment attorney - one who specializes in discrimination in the workplace.

Very true....going to ombudsman may be a big mistake, but trying to do you job, and keeping track of dates, names, places, scenerios etc, is sooooo time consuming. It's like juggle two full time jobs. And who has the money to secure an attorney????

 

[Anonymous]

The only option for you is to document all his activities. Keep a record by noting his actions and sending yourself an email. Print out the email and keep it in a file. You won't be able to confront him because he is trying to push his reps buttons to either drive some one out or to drive some one to become combative to get their PIP started. Trust me these managers have been given orders to reduce their head count by their DCO. So to make a short story long, either the maanger gets people to leave with out severance payout or risk being dumped themselves. It is either you or him. When he pushes you into the corner, you hit him with your file. This will force him to give you a better deal on your way out.

 

[Anonymous]

Remember the managers job is to weed YOU out, not the other way around. I too, tried all of the above suggested options. The mananger is still there at Merck. Do the best you can, and keep your options outside the company VERY open.

Who weeds out managers?

Some are beyond bad.

Their reps are like lambs to slaughter.....

 

[Anonymous]

Merck is the third company Ive worked for and my manager is an absolute asshole! He sends nasty emails and uses unnecessarily harsh language when disciplining. Everyone in my district hates him except the asskisser that is trying to win presidents club. She talks to him everyday. Ive heard his boss is an ass and stuff is being pushed down but that is no excuse. Every manager has quirks but this is ridiculous. We give him bad stakeholder feedback and our culture scores arent the greatest but nothing changes. The only thing I have done to shut him up is focus on selling so my numbers are good. Then I can throw that back in his face.

...my manager is an absolute asshole! He sends nasty emails and uses unnecessarily harsh language when disciplining......WHY WOULD A MANAGER NEED TO DISCLIPLINE ADULTS? REPS MISBEHAVING, OR WHAT?

 

[Anonymous]

Hi, I wrote the original thread. No one has done anything major. He is on a huge power trip. Things that reps have gotten disciplined for...having to stop to get gas, being 5 minutes late due to traffic (even with a courtesy call warning him), calling into a teleconference 2 minutes late(yes he kept track of the minutes), forgetting a power cord, beacuse the rep did not come to get him in his car for thier ride along, she waited in their meeting place, not telling him absolutely everything you have going on with your MGAM, sending an email to his boss without him helping you with it first, getting even remotely close to a dashboard item(by the way the dashboard is punitive and ridiculous), not going up to his boss at meetings to asskiss (no casual converastion allowed, it is a missed opportunity!), not taking notes at every meeting for every speaker. He also says bad things about other reps in the district when he is with me. Need I say more?

What if I went to the Ombudsman with some of his policy violations, not just behavior? These are things he cant deny beacuse he did them, other people saw it besides me. What do you think?

 

[Anonymous]

I'm confused...are you sure you don't work for Leo? Managers are identical.

 

[Anonymous]

The only option for you is to document all his activities. Keep a record by noting his actions and sending yourself an email. Print out the email and keep it in a file. You won't be able to confront him because he is trying to push his reps buttons to either drive some one out or to drive some one to become combative to get their PIP started. Trust me these managers have been given orders to reduce their head count by their DCO. So to make a short story long, either the maanger gets people to leave with out severance payout or risk being dumped themselves. It is either you or him. When he pushes you into the corner, you hit him with your file. This will force him to give you a better deal on your way out.

Interesting...it is like this in house too. We were just debating a couple days ago whether managers get a bonus for each person they force out by making them quit. Dirty job, but someone's gotta do it! We have one manager notorious for making people so miserable by organized ostracization that we counted 14 or 15 people under her watch either fired or walked. The more people complain about her and her cronies, the more power they get.

 

[Anonymous]

Please don't post our "secrets" on CP. Of course we need to reduce headcount, but be civil. We go after slackers and grays, but it's corporate America!

 

[Anonymous]

"Interesting...it is like this in house too. We were just debating a couple days ago whether managers get a bonus for each person they force out by making them quit. Dirty job, but someone's gotta do it! We have one manager notorious for making people so miserable by organized ostracization that we counted 14 or 15 people under her watch either fired or walked. The more people complain about her and her cronies, the more power they get.
Today 10:18 PM"

Managers do this not for bonus but to keep their jobs. There are many outstanding professionals that have been the target of these managers trying to show their DCO that they can make the "tough" decisions.

 

[Anonymous]

"Interesting...it is like this in house too. We were just debating a couple days ago whether managers get a bonus for each person they force out by making them quit. Dirty job, but someone's gotta do it! We have one manager notorious for making people so miserable by organized ostracization that we counted 14 or 15 people under her watch either fired or walked. The more people complain about her and her cronies, the more power they get.
Today 10:18 PM"

Managers do this not for bonus but to keep their jobs. There are many outstanding professionals that have been the target of these managers trying to show their DCO that they can make the "tough" decisions.

Tough decision? Sounds more like low blows from insecure managers?

 

[Anonymous]

Request that Tom Lyon from MVID to be your DCO. He is good at burning out and forcing out managers who don't do everything he demands. The downside is he does that to his reps too.

 

[Anonymous]

The only option for you is to document all his activities. Keep a record by noting his actions and sending yourself an email. Print out the email and keep it in a file. You won't be able to confront him because he is trying to push his reps buttons to either drive some one out or to drive some one to become combative to get their PIP started. Trust me these managers have been given orders to reduce their head count by their DCO. So to make a short story long, either the maanger gets people to leave with out severance payout or risk being dumped themselves. It is either you or him. When he pushes you into the corner, you hit him with your file. This will force him to give you a better deal on your way out.

Incredible and sickening if this is true.

 

[Anonymous]

Managers force reps out for various reasons. One obvious one is to reduce overall payroll charged to him on paper if he has a lot of tenured reps.

But I am wondering if these days having ongoing PIPs is considered a requirement for managers? Kind of like police officers are expected to issue x number of tickets.

 

[Anonymous]

Managers force reps out for various reasons. One obvious one is to reduce overall payroll charged to him on paper if he has a lot of tenured reps.

But I am wondering if these days having ongoing PIPs is considered a requirement for managers? Kind of like police officers are expected to issue x number of tickets.

you can bet on that one...At any given time, a manager is supposed to be turning up the heat on 10-20% of his or her district...You think Merck pays these thugs big bucks for forwarding voice mails and emails? No, they are paid well because there value comes from selling thier souls and screwing people over, and in many cases ruining their financial lives...

 

[Anonymous]

Crazy stuff. Came out of the SP side and had this kind of shit also, when they were all paranoid about everything going on with merger etc. A regional named Shani Diggs (an Organon person) did this same crap and lied through her teeth to get rid of me. I was happy happy happy to be gone, but just goes to show u its not just Merck. Its how corrupt pharma mgt operates in general. I wish I had taped her lying ass, b/c I probably could've gotten her fired long b4 she actually did finally get the boot! At least karma worked in her case. Ha!! Liars all over the place. How do they live with themselves anyway??

 

[Anonymous]

Crazy stuff. Came out of the SP side and had this kind of shit also, when they were all paranoid about everything going on with merger etc. A regional named Shani Diggs (an Organon person) did this same crap and lied through her teeth to get rid of me. I was happy happy happy to be gone, but just goes to show u its not just Merck. Its how corrupt pharma mgt operates in general. I wish I had taped her lying ass, b/c I probably could've gotten her fired long b4 she actually did finally get the boot! At least karma worked in her case. Ha!! Liars all over the place. How do they live with themselves anyway??

It really does have to be one of the most corrupt industries in America...I can't believe how much it has changed...(For the worse.)

 

[Anonymous]

Hi, I wrote the original thread. No one has done anything major. He is on a huge power trip. Things that reps have gotten disciplined for...having to stop to get gas, being 5 minutes late due to traffic (even with a courtesy call warning him), calling into a teleconference 2 minutes late(yes he kept track of the minutes), forgetting a power cord, beacuse the rep did not come to get him in his car for thier ride along, she waited in their meeting place, not telling him absolutely everything you have going on with your MGAM, sending an email to his boss without him helping you with it first, getting even remotely close to a dashboard item(by the way the dashboard is punitive and ridiculous), not going up to his boss at meetings to asskiss (no casual converastion allowed, it is a missed opportunity!), not taking notes at every meeting for every speaker. He also says bad things about other reps in the district when he is with me. Need I say more?

What if I went to the Ombudsman with some of his policy violations, not just behavior? These are things he cant deny beacuse he did them, other people saw it besides me. What do you think?

A manager who concentrates on trivial BS shows he/she has no real ability to evaluate. Looks at nonsense instead of bottom line professionalism and results. Add a power trip and you've got a lot a of nightmare manager.

 

[Anonymous]

The only option for you is to document all his activities. Keep a record by noting his actions and sending yourself an email. Print out the email and keep it in a file. You won't be able to confront him because he is trying to push his reps buttons to either drive some one out or to drive some one to become combative to get their PIP started. Trust me these managers have been given orders to reduce their head count by their DCO. So to make a short story long, either the maanger gets people to leave with out severance payout or risk being dumped themselves. It is either you or him. When he pushes you into the corner, you hit him with your file. This will force him to give you a better deal on your way out.

"When he pushes you into the corner, you hit him with your file. This will force him to give you a better deal on your way out"

What does this mean? If you get cut you get cut. When can a low level manager give anyone an adjustment?

 

[Anonymous]

you can bet on that one...At any given time, a manager is supposed to be turning up the heat on 10-20% of his or her district...You think Merck pays these thugs big bucks for forwarding voice mails and emails? No, they are paid well because there value comes from selling their souls and screwing people over, and in many cases ruining their financial lives...

I will never make a manager. I will make a lousy one. I will never be able to sleep knowing my fancy lifestyle depends on ruining someone's lives. Knowing my expensive fancy bed is paid with blood money. I cannot go to church and worship knowing on Monday I am going to find some legal ways to rip a tenured rep apart, or close to a nervous breakdown or something so he/she would leave. Perhaps it takes a different breed of people to be managers.

 

[Anonymous]

Hi, I wrote the original thread. No one has done anything major. He is on a huge power trip. Things that reps have gotten disciplined for...having to stop to get gas, being 5 minutes late due to traffic (even with a courtesy call warning him), calling into a teleconference 2 minutes late(yes he kept track of the minutes), forgetting a power cord, beacuse the rep did not come to get him in his car for thier ride along, she waited in their meeting place, not telling him absolutely everything you have going on with your MGAM, sending an email to his boss without him helping you with it first, getting even remotely close to a dashboard item(by the way the dashboard is punitive and ridiculous), not going up to his boss at meetings to asskiss (no casual converastion allowed, it is a missed opportunity!), not taking notes at every meeting for every speaker. He also says bad things about other reps in the district when he is with me. Need I say more?

What if I went to the Ombudsman with some of his policy violations, not just behavior? These are things he cant deny beacuse he did them, other people saw it besides me. What do you think?

I dont agree. A few years ago, my manager knowingly broke a policy in front of a whole district. Everyone saw it. He did other things too. At the right time, one of the reps that he was leaning on to quit called HR. They had their ducks in a row. Now, he didnt get tossed right away. What did happen was that he lost his "executive" manager title, and he lost his bonus for at least a full year, maybe longer. When we had cuts a few years back, if you were involved in any HR diciplinary issues or had any on the books, that was grounds for dismissal. So, he eventually got fired. It took time though. Do the right thing-have all your things organized and have witnesses to things. Then, call HR. At that point, he will really be paranoid to retaliate against you. Every time the manager planned a field visit, this rep would call in to HR and complain that they didnt want this manager working with them because he was so abusive, and retaliatory. He was so scared, he never had another field visit with this rep in over a year until he finally lost his job. And, the rep did real good. When they start looking at non-revenue positions, I believe that managers will be cut. If one of these issues is on the books in HR, I think that there is good reason to think they will be gone. It was great to see play out in the long run. Hang in there.