List the worst managers ever.

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Hands down......Rich Rimmer, John Lacey and Wayne Butler. Selfish, egocentric, inept D-bags!!!!!! Oh btw that would be all Biotronik.
 






















































FYI, NOTHING is anonymous with HR. HR’s role is to protect the company and to the best of our knowledge, many who have reported issues on M to HR have had punitive outcomes and a life of misery. HR seems to ALWAYS protect the company so think twice before you report issues unless you want the wrath of her.
 












anonymous said:
FYI, NOTHING is anonymous with HR. HR’s role is to protect the company and to the best of our knowledge, many who have reported issues on M to HR have had punitive outcomes and a life of misery. HR seems to ALWAYS protect the company so think twice before you report issues unless you want the wrath of her.
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Ugh, these comments perpetuate the wrong behaviors amongst employees in regards to not reporting concerns. When an employee reports issues, they need to have evidence of potential violations or poor performance. Often that requires specific examples, dates/times, emails, other observers, etc; which means sometimes HR has to break confidentiality. How can HR take action on fluff without substance? "HR seems to ALWAYS protect the company"...until we are replaced by robots, employees make up this company.

If M took action against employees who reported concerns in good faith, then those need to be equally reported and investigated. Lilly does not tolerate retaliation. Otherwise, if you don't have real evidence, then you shouldn't run someone's name through the muck. Oh wait, I forgot I was on Cafe Pharma for a moment...this is the place to throw out unsubstantiated allegations...
 






Lilly says it doesn't tolerate retaliation, but, as a whole, the company does a lot to look the other way when people report it or other HR concerns. Retaliation, as with other forms of HR violations on the part of managers/leadership, is often subtle in nature and difficult to prove. Most of the time, people don't document their abuse in a written manner. Yes, you can document things, but it's still a he-said-she-said, unless you can get others to also back you up and report.

I reported a manager (Ericka Riding) for creating a hostile work environment. She was so toxic and two-faced that I was hesitant to name others on my team who could support me, since I knew she would target them (and she did). People were terrified of her because her tactics were subtle. She would say one thing, but document something else. I later found out, she was no stranger to having HR cases against her, so she also knew how to game the system. That entire team has pretty much jumped ship, except for the few stragglers that have had a more difficult time finding other job opportunities.

Someone once referred to Lilly as the Catholic Church of Pharma with its tendency to "rotate" troublesome managers.
 






anonymous said:
Ugh, these comments perpetuate the wrong behaviors amongst employees in regards to not reporting concerns. When an employee reports issues, they need to have evidence of potential violations or poor performance. Often that requires specific examples, dates/times, emails, other observers, etc; which means sometimes HR has to break confidentiality. How can HR take action on fluff without substance? "HR seems to ALWAYS protect the company"...until we are replaced by robots, employees make up this company.

If M took action against employees who reported concerns in good faith, then those need to be equally reported and investigated. Lilly does not tolerate retaliation. Otherwise, if you don't have real evidence, then you shouldn't run someone's name through the muck. Oh wait, I forgot I was on Cafe Pharma for a moment...this is the place to throw out unsubstantiated allegations...
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Oh darling, your HR background and ability to manipulative shines brightly. Your miserable life is obvious in how you awkwardly and neurotically present in every fiber of your being as though you were the deranged character in an Alfred Hitchcock movie who is on the verge of blowing a gasket. Karma, karma, karma is alive, sweetie pie.
 






anonymous said:
Oh darling, your HR background and ability to manipulative shines brightly. Your miserable life is obvious in how you awkwardly and neurotically present in every fiber of your being as though you were the deranged character in an Alfred Hitchcock movie who is on the verge of blowing a gasket. Karma, karma, karma is alive, sweetie pie.
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OK...I have read some dumb stuff on here and this reply is way up there. Doesn't even make sense. I do appreciate being called "sweetie pie" though - thanks!
 






anonymous said:
Lilly says it doesn't tolerate retaliation, but, as a whole, the company does a lot to look the other way when people report it or other HR concerns. Retaliation, as with other forms of HR violations on the part of managers/leadership, is often subtle in nature and difficult to prove. Most of the time, people don't document their abuse in a written manner. Yes, you can document things, but it's still a he-said-she-said, unless you can get others to also back you up and report.

I reported a manager (Ericka Riding) for creating a hostile work environment. She was so toxic and two-faced that I was hesitant to name others on my team who could support me, since I knew she would target them (and she did). People were terrified of her because her tactics were subtle. She would say one thing, but document something else. I later found out, she was no stranger to having HR cases against her, so she also knew how to game the system. That entire team has pretty much jumped ship, except for the few stragglers that have had a more difficult time finding other job opportunities.

Someone once referred to Lilly as the Catholic Church of Pharma with its tendency to "rotate" troublesome managers.
Click to expand...

You are right...retaliation is often subtle and difficult to prove. What would you propose HR do in those situations where it is he-said-she-said and there is no one backing you up?
 
























Person above is spot on. How many dip-shits have they rotated in after creating a bloody mess of their field teams. Also look at the people inside they keep rotating around... that’s a good old fashion love fest of poor leaders that they will eventually promote. Makes no sense. Especially the incompetent women they keep parading
 






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