Is the goal to get everyone to quit?

Quote

Anonymous

Guest
Does anyone care about the mass exodus taking place? How many people have to leave for them to realize how bad things have gotten? It takes too long for new people to get going and it won't be long before the bad attitude hits the stock price. They cant even fill the open positions because Integra has such a bad reputation. When they do fill them it is with last resort candidates that are barely breathing. Management needs to get in the game or numbers are going to suffer.
 






...they will never learn. As a former employee, I can say turnover has always been a real issue with Integra. If they would only take care of their people-- this would be a great company to work for. As it is... I can only recommend it as a stepping stone to better things.
 






Anonymous said:
...they will never learn. As a former employee, I can say turnover has always been a real issue with Integra. If they would only take care of their people-- this would be a great company to work for. As it is... I can only recommend it as a stepping stone to better things.
Click to expand...

Former employee with the Reconstructive division. It was always churn and burn. Stu made it very clear that he felt reps should only make a certain amount and that if you didn't like it you were free to leave. It was always very dysfunctional with a complete lack of corporate culture. It was a publicly traded company yet I always felt that I was working for some half asslocal distributor. Good training for device though as I was truly in the trenches with a lack of solid training and marketing. If you can make it there you can make it anywhere.
 






Anonymous said:
Former employee with the Reconstructive division. It was always churn and burn. Stu made it very clear that he felt reps should only make a certain amount and that if you didn't like it you were free to leave. It was always very dysfunctional with a complete lack of corporate culture. It was a publicly traded company yet I always felt that I was working for some half asslocal distributor. Good training for device though as I was truly in the trenches with a lack of solid training and marketing. If you can make it there you can make it anywhere.
Click to expand...

Well said! Both respondents share the same message and expressed it with class which reinforces that it is a company problem not a people problem. However the new people being brought in never measure up to those that leave. Integra loses good people and it is sad that they do not do anything to fix the problems.
 


















The way things are going they will have to sell so they have bodies to do work. The new people coming here are hacks that were out of work and came here as a last resort.
 


















Everyone knows the weakness of Integra starts from the top. I have never seen such a "loser do nothing" group of VP's, presidents and leaders.

The internal recruiting process is total a joke, follow-up to candidates is non-existent, and the basis for selecting new folks stems from how cheap (Local applicants only?) can you get them. Last time I checked, good experienced talent requires investment.

If you come across this company, and they try to push any of their open (where people likely left) positions on you, ignore it, and search for a company with more credibility and substance. Avoid this one at all costs!
 






Anonymous said:
Does anyone care about the mass exodus taking place? How many people have to leave for them to realize how bad things have gotten? It takes too long for new people to get going and it won't be long before the bad attitude hits the stock price. They cant even fill the open positions because Integra has such a bad reputation. When they do fill them it is with last resort candidates that are barely breathing. Management needs to get in the game or numbers are going to suffer.
Click to expand...

obviously the people inside don't care. of course, there aren't many left to begin with, only those running the ship into the ground.
 






And it's going to get worse. Now HR is lying to candidates/new hires. Believe me, I should know. I am highly experienced in my field with great recommendations, unfortunately lured by false promises and smoke/mirrors. The work environment will severely worsen if HR continues this behavior.
 






Anonymous said:
And it's going to get worse. Now HR is lying to candidates/new hires. Believe me, I should know. I am highly experienced in my field with great recommendations, unfortunately lured by false promises and smoke/mirrors. The work environment will severely worsen if HR continues this behavior.
Click to expand...

You had HR lie to you, I actually had a VP lie to me during the interview process! Really despicable how this place is managed!
 
























Make no mistake Integra is a phenomenally successful financial instrument and a testament to the skills, ability and vision of it leader and CEO. The problem is that at the other levels people of differing ability are trying to translate and deliver that Integra insight and vision! They sell the story with confidence and portray a picture which soon proves different to the reality. People can always exaggerate in any hiring process and with Integra's churn issues and worsening reputation clearly the real challenge making middle management understand the corporate goals and perform. Anyway, enough of the soapbox!
Here's where they mislead to my friend and associate. Compensation, the manager discussed one figure - HR presented a take it or leave it timebound offer after weeks of evasion and silence at a different level of remuneration. HR's contractual offer and terms were not up for discussion. The manager was conveniently on vacation! In that instance everybody loses credibilty from the outset. The recruiting manager (RM), was not made privy to discussions between HR and the senior manager. Clearly HR and the managers had different agendas and objectives. Communication; its business 101!
On a daily basis it was clear that management aren't fully versed with company procedures, or indeed standard Integra practices. Time and time again Customer Services say that the manager(s) had given the wrong instruction, or that they system does not work that way. So the business and transactional situations becomes 'muddled' at best and 'chaotic' at worst. When management don't know the products, are unsure of their market, aren't aware of the procedures and hide all that by being aggressive, controlling, evasive and or indecisive; what chance does the guy carrying the bag have?
The senior manager contradicts the RM repeatedly and clearly they don't share information. They even have open spats at sales meetings, if the senior manager turns up?
SOPs change monthly, one person in the sales organization job seems to be chasing, and enforcing, procedural revisions. Finally a colleague said 'Just sign them nobody cares anyway, corporate just needs the papertrail!" Obviously the source of the CS frustration and disquiet.
Management generally points you at rather than explains information! It is either lack of time or a profund lack of understanding of what their role is! No other element of the Integra organization could function this way. We make medical devices!
The job seems to have more internal focus than external, customer and market, emphasis.
Under such circumstances it fast becomes more "Admin" than Selling (70% my associate reckoned)
Clearly stuff that should have been answered by management is asked of the salesforce and strategic questions seemed to be asked of, and by, all and sundry; no real guiding hand! The questions are asked, but dissenting voices are quickly "snuffed out", more churn!
Targets and objectives were issued in month 2 of the financial year with HR sending out notications at the end of month 3! If you have to chase a number tell the guys before the financial year starts. Not in February, confirmed in late March / April! The discussion started in October. And "please" sort the monthly numbers out!
Whilst all this culture of churn and burn endures, it's the market, competition and customers who ask themselves searching questions about Integras profile and corporate identity.
My associate was told by a customer that if they were around in 6 months then they, [the customer] would talk to them! Their colleagues reported similar stories! The marketplace knows! Who ever 'I' is there's part of the picture.

Maybe the goal IS to get everyone to move on then you don't have to develop people or invest in them! Offering jobs is relatively cheap process; developing careers, identifying and cultivating talent is costly, & time consuming, but vital to any organizations future.
So HR has to evolve to facilitate and guarantee this organizational advance.

Is a pile of $$$ & a load of "human sales and marketing collateral damage" really a corporate legacy!

No other part of Integra experiences this phenomenum, we'd never make anything!

Once "Churn & Burn!" becomes culturally acceptable, or inculcated, the goals of the organization quickly become lost! New hires and potential employees learn of the company's practices and culture and then act, and react, accordingly!
 












In most credible organizations, HR strategy is driven from the very top. Typically most HR groups are nothing more than puppets of the executive management that run the company. Are you seriously in belief that Integra's HR group has significant autonomy to go off and F-up in this major fashion? Do you not think for once, that Sr leadership provides direction on all the tactical elements of how they recruit, compensate and even promote individuals from within? A leader's success is often measured by their ability to execute overall, in Integra's case it really seems to suck. You are trying to "shift" the blame to another "group", why I don't know, and maintain the "innocence" of management. WOW, amazing.



Anonymous said:
Make no mistake Integra is a phenomenally successful financial instrument and a testament to the skills, ability and vision of it leader and CEO. The problem is that at the other levels people of differing ability are trying to translate and deliver that Integra insight and vision! They sell the story with confidence and portray a picture which soon proves different to the reality. People can always exaggerate in any hiring process and with Integra's churn issues and worsening reputation clearly the real challenge making middle management understand the corporate goals and perform. Anyway, enough of the soapbox!
Here's where they mislead to my friend and associate. Compensation, the manager discussed one figure - HR presented a take it or leave it timebound offer after weeks of evasion and silence at a different level of remuneration. HR's contractual offer and terms were not up for discussion. The manager was conveniently on vacation! In that instance everybody loses credibilty from the outset. The recruiting manager (RM), was not made privy to discussions between HR and the senior manager. Clearly HR and the managers had different agendas and objectives. Communication; its business 101!
On a daily basis it was clear that management aren't fully versed with company procedures, or indeed standard Integra practices. Time and time again Customer Services say that the manager(s) had given the wrong instruction, or that they system does not work that way. So the business and transactional situations becomes 'muddled' at best and 'chaotic' at worst. When management don't know the products, are unsure of their market, aren't aware of the procedures and hide all that by being aggressive, controlling, evasive and or indecisive; what chance does the guy carrying the bag have?
The senior manager contradicts the RM repeatedly and clearly they don't share information. They even have open spats at sales meetings, if the senior manager turns up?
SOPs change monthly, one person in the sales organization job seems to be chasing, and enforcing, procedural revisions. Finally a colleague said 'Just sign them nobody cares anyway, corporate just needs the papertrail!" Obviously the source of the CS frustration and disquiet.
Management generally points you at rather than explains information! It is either lack of time or a profund lack of understanding of what their role is! No other element of the Integra organization could function this way. We make medical devices!
The job seems to have more internal focus than external, customer and market, emphasis.
Under such circumstances it fast becomes more "Admin" than Selling (70% my associate reckoned)
Clearly stuff that should have been answered by management is asked of the salesforce and strategic questions seemed to be asked of, and by, all and sundry; no real guiding hand! The questions are asked, but dissenting voices are quickly "snuffed out", more churn!
Targets and objectives were issued in month 2 of the financial year with HR sending out notications at the end of month 3! If you have to chase a number tell the guys before the financial year starts. Not in February, confirmed in late March / April! The discussion started in October. And "please" sort the monthly numbers out!
Whilst all this culture of churn and burn endures, it's the market, competition and customers who ask themselves searching questions about Integras profile and corporate identity.
My associate was told by a customer that if they were around in 6 months then they, [the customer] would talk to them! Their colleagues reported similar stories! The marketplace knows! Who ever 'I' is there's part of the picture.

Maybe the goal IS to get everyone to move on then you don't have to develop people or invest in them! Offering jobs is relatively cheap process; developing careers, identifying and cultivating talent is costly, & time consuming, but vital to any organizations future.
So HR has to evolve to facilitate and guarantee this organizational advance.

Is a pile of $$$ & a load of "human sales and marketing collateral damage" really a corporate legacy!

No other part of Integra experiences this phenomenum, we'd never make anything!

Once "Churn & Burn!" becomes culturally acceptable, or inculcated, the goals of the organization quickly become lost! New hires and potential employees learn of the company's practices and culture and then act, and react, accordingly!
Click to expand...
 






Anonymous said:
In most credible organizations, HR strategy is driven from the very top. Typically most HR groups are nothing more than puppets of the executive management that run the company. Are you seriously in belief that Integra's HR group has significant autonomy to go off and F-up in this major fashion? Do you not think for once, that Sr leadership provides direction on all the tactical elements of how they recruit, compensate and even promote individuals from within? A leader's success is often measured by their ability to execute overall, in Integra's case it really seems to suck. You are trying to "shift" the blame to another "group", why I don't know, and maintain the "innocence" of management. WOW, amazing.
Click to expand...

In most companies hr is the voice of the people. No surprise that Integra hires and promotes the weakest people on the planet for hr. Most do not even know what a true hr dept does. Their conduct is stupid. If you want everyone to know you have an issue with something go to hr, they will be happy to discuss it with anyone that will listen. So what have you learned? Integra is full of nasty vile people and they do not care about you. When in Rome......
 






Top Bottom
Back
Quote