Millennials at Abbvie

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anonymous said:
wow, witty answer snowflake...
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Worked at Abbott Labs with a guy who constantly ripped on Millennials and called them snowflakes. He thought he was a "C Suite Baller Shot Caller" (aka a big deal). Heard he's still there and still sitting in his basement posting stuff about "snowflakes" and "millennials". Must be a sad life.
 






anonymous said:
Worked at Abbott Labs with a guy who constantly ripped on Millennials and called them snowflakes. He thought he was a "C Suite Baller Shot Caller" (aka a big deal). Heard he's still there and still sitting in his basement posting stuff about "snowflakes" and "millennials". Must be a sad life.
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I did too! The whole “c suite baller” sh*t he’s posting is next level/disaster train wreck. He’s always had a weird grudge against millennials (& females) and called them “snowflakes”, which is odd because he himself loves to try to be different.

Disturbing to say the least. Grab that popcorn and watch this show play out.
 






anonymous said:
I did too! The whole “c suite baller” sh*t he’s posting is next level/disaster train wreck. He’s always had a weird grudge against millennials (& females) and called them “snowflakes”, which is odd because he himself loves to try to be different.

Disturbing to say the least. Grab that popcorn and watch this show play out.
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You never worked at Abbott or in C Suite. You answered your own post too!
Hah Hah sooooo sad! Post my name tough guy or shut that piehole! Funny thing is we know who you are. Cmon post my name!!!
 












anonymous said:
I did too! The whole “c suite baller” sh*t he’s posting is next level/disaster train wreck. He’s always had a weird grudge against millennials (& females) and called them “snowflakes”, which is odd because he himself loves to try to be different.

Disturbing to say the least. Grab that popcorn and watch this show play out.
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member 12002
 


















Advice for ALL employees including you millennial new hires and dinosaur graybeard legacy reps from Abbott.
99% of the time (in Pharma) you are History within a year Whether through actual termination or self attrition, meaning you quit because you can't live on the edge anymore. A "Performance Improvement Plan" is about providing cover and documentation to help get rid of an employee that for some reasons (many) somebody in the management chain of command wants to move out. It’s a way for management to claim they did all they could to help the employee in question while at the same time sending a message to the person that their next step is probably termination and a kick in the ass out the door it's about gathering additional evidence and setting up the framework for termination

PIP Reasons For Target On your Back

1. You uncover wrongdoing unethical or illegal activity and report to compliance or Human Resources.

2. You voice opinions on favoritism of certain protected employees by management. These Employees are usually Managers lackeys/rats. You’re concerned about the gossip and rumors they spread and lower management protects them.

3. You just straight up can't produce or actually perform the required position (it happens)

4. You Have excessive Absenteeism (Occurrences)

This is the only PIP that can be self corrected and overcome.

5. You Call HR or Ethics Committee Hotline (HR in disguise) to report an incident under the guise of anonymity..... Bad Move Now your manager knows and their Rats know and spread the word to fellow employees.

DONT EVER sign a performance plan when your manager instructs you to. Explain you don’t agree with the content and refuse to sign it, which levels the playing field and signals possible legal recourse on your part. Don’t be intimidated as 25% of employees refuse to sign it. The other 75% are sheep being led to the slaughter house. Start seeking other employment immediately.

WORD
 






anonymous said:
Advice for ALL employees including you millennial new hires and dinosaur graybeard legacy reps from Abbott.
99% of the time (in Pharma) you are History within a year Whether through actual termination or self attrition, meaning you quit because you can't live on the edge anymore. A "Performance Improvement Plan" is about providing cover and documentation to help get rid of an employee that for some reasons (many) somebody in the management chain of command wants to move out. It’s a way for management to claim they did all they could to help the employee in question while at the same time sending a message to the person that their next step is probably termination and a kick in the ass out the door it's about gathering additional evidence and setting up the framework for termination

PIP Reasons For Target On your Back

1. You uncover wrongdoing unethical or illegal activity and report to compliance or Human Resources.

2. You voice opinions on favoritism of certain protected employees by management. These Employees are usually Managers lackeys/rats. You’re concerned about the gossip and rumors they spread and lower management protects them.

3. You just straight up can't produce or actually perform the required position (it happens)

4. You Have excessive Absenteeism (Occurrences)

This is the only PIP that can be self corrected and overcome.

5. You Call HR or Ethics Committee Hotline (HR in disguise) to report an incident under the guise of anonymity..... Bad Move Now your manager knows and their Rats know and spread the word to fellow employees.

DONT EVER sign a performance plan when your manager instructs you to. Explain you don’t agree with the content and refuse to sign it, which levels the playing field and signals possible legal recourse on your part. Don’t be intimidated as 25% of employees refuse to sign it. The other 75% are sheep being led to the slaughter house. Start seeking other employment immediately.

WORD
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Thank you. This is the exact guidance we need from those more experienced and elder to us, cheers.
 






Another threat besides HR is Global Security. If you have sample inventory discrepancies (among other things) you’ll be contacted by them. Global security is Pharmas Deep State. A mechanism of the revolving door paradigm that usually scares employees into leaving on their own or through self incrimination during the interrogation at Lake Forest. If they had anything on you prior to your "meeting" you would already be moved out through the termination process. HR is ALWAYS a firewall between the unilateral ill intentions of the employee versus the company. The company is hoping that the employee is gullible enough to assume that HR is marginally on their side There is no such loyalty. The company signs the checks of the GS folks They are not compelled by law to give you a equitable voice in the exchange and THEY also monitor this board ! Ask Bobby Graves who was senior director at ABT/GS, who ripped him a new one. Seek legal guidance before meeting with them and record audio of meeting on your phone.
 






anonymous said:
Advice for ALL employees including you millennial new hires and dinosaur graybeard legacy reps from Abbott.
99% of the time (in Pharma) you are History within a year Whether through actual termination or self attrition, meaning you quit because you can't live on the edge anymore. A "Performance Improvement Plan" is about providing cover and documentation to help get rid of an employee that for some reasons (many) somebody in the management chain of command wants to move out. It’s a way for management to claim they did all they could to help the employee in question while at the same time sending a message to the person that their next step is probably termination and a kick in the ass out the door it's about gathering additional evidence and setting up the framework for termination

PIP Reasons For Target On your Back

1. You uncover wrongdoing unethical or illegal activity and report to compliance or Human Resources.

2. You voice opinions on favoritism of certain protected employees by management. These Employees are usually Managers lackeys/rats. You’re concerned about the gossip and rumors they spread and lower management protects them.

3. You just straight up can't produce or actually perform the required position (it happens)

4. You Have excessive Absenteeism (Occurrences)

This is the only PIP that can be self corrected and overcome.

5. You Call HR or Ethics Committee Hotline (HR in disguise) to report an incident under the guise of anonymity..... Bad Move Now your manager knows and their Rats know and spread the word to fellow employees.

DONT EVER sign a performance plan when your manager instructs you to. Explain you don’t agree with the content and refuse to sign it, which levels the playing field and signals possible legal recourse on your part. Don’t be intimidated as 25% of employees refuse to sign it. The other 75% are sheep being led to the slaughter house. Start seeking other employment immediately.

WORD
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Poor lonely dude
 
















































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