MSBU PIP

[anonymous]

So my ABL told me the bottom 10% are getting PIPs. Ask yourself is this the type of company you want to work for. We know our new leader thinks this will motivate everyone. Wrong honey we will shut it down and watch you fail.

 

[anonymous]

So my ABL told me the bottom 10% are getting PIPs. Ask yourself is this the type of company you want to work for. We know our new leader thinks this will motivate everyone. Wrong honey we will shut it down and watch you fail.

The Philly and Pitt managers should be on a PIP. They are pathetic and should be demoted to reps.

 

[anonymous]

not sure you'd want them to be reps considering thier bahavior in front of customers

 

[anonymous]

PIPs are coming get the lawyers ready.

 

[anonymous]

It's ok, i'm sure the PIPs will truthfully represent the actual events and correctly identify real areas of deficiency which were the entire reason that the incompetent rep failed to attain realistic goals in a stable and growing market place. And the plans will be thoughtful and attainable, not just piles of busy work to burden the reps until they leave in frustration. Right?
And it's going to offer an equal opportunity for the rep to document his or her views as well, not just unsubstantiated ABL claims. Right? And I know the HR person who signed off on those permanent employee records made due diligence to fact check with the representative prior to the finalizing of the PIP. right? And if the rep challenges the "facts" as documented in the PIP,
HR will respond with an open mind and really seek the truth of the matter, because they don't choose sides between management and field sales reps; they only want what is right.
Right? I'm glad. Someday it could happen to a friend of mine. Sleep tight friends.

 

[anonymous]

It's ok, i'm sure the PIPs will truthfully represent the actual events and correctly identify real areas of deficiency which were the entire reason that the incompetent rep failed to attain realistic goals in a stable and growing market place. And the plans will be thoughtful and attainable, not just piles of busy work to burden the reps until they leave in frustration. Right?
And it's going to offer an equal opportunity for the rep to document his or her views as well, not just unsubstantiated ABL claims. Right? And I know the HR person who signed off on those permanent employee records made due diligence to fact check with the representative prior to the finalizing of the PIP. right? And if the rep challenges the "facts" as documented in the PIP,
HR will respond with an open mind and really seek the truth of the matter, because they don't choose sides between management and field sales reps; they only want what is right.
Right? I'm glad. Someday it could happen to a friend of mine. Sleep tight friends.

Very Funny

 

[anonymous]

It's ok, i'm sure the PIPs will truthfully represent the actual events and correctly identify real areas of deficiency which were the entire reason that the incompetent rep failed to attain realistic goals in a stable and growing market place. And the plans will be thoughtful and attainable, not just piles of busy work to burden the reps until they leave in frustration. Right?
And it's going to offer an equal opportunity for the rep to document his or her views as well, not just unsubstantiated ABL claims. Right? And I know the HR person who signed off on those permanent employee records made due diligence to fact check with the representative prior to the finalizing of the PIP. right? And if the rep challenges the "facts" as documented in the PIP,
HR will respond with an open mind and really seek the truth of the matter, because they don't choose sides between management and field sales reps; they only want what is right.
Right? I'm glad. Someday it could happen to a friend of mine. Sleep tight friends.

That's exactly what LeeAnne would do. Not!

 

[anonymous]

Was it given to the bottom 10%? What are the particulars?

 

[anonymous]

Was it given to the bottom 10%? What are the particulars?

Novartis won't do that unless they can clearly make the case that those individuals aren't doing their job. Going too universal opens them up to scrutiny.

 

[anonymous]

Oh really? I thought it as an honest effort to help the representative become better at her job. Isn't it a "performance improvement plan"? If they want the person out they can just fire them. Or is there some other reason for the PIP?

 

[anonymous]

Oh really? I thought it as an honest effort to help the representative become better at her job. Isn't it a "performance improvement plan"? If they want the person out they can just fire them. Or is there some other reason for the PIP?

A PIP is there so they don't get sued. It's bullshit if you get a PIP I would be looking for a new job or go on disability.

 

[anonymous]

A PIP is there so they don't get sued. It's bullshit if you get a PIP I would be looking for a new job or go on disability.

Correct, Novartis is essentially giving you notice and covering their ASS! They will make your ability to get through the PIP almost impossible or deem that you didn't do it good enough.

 

[anonymous]

Correct, Novartis is essentially giving you notice and covering their ASS! They will make your ability to get through the PIP almost impossible or deem that you didn't do it good enough.

I was told by someone at HQ that they are not going the PIP route. They will apply high pressure on the ones they want out and hope they will leave.

 

[anonymous]

It works.

 

[anonymous]

It works.

Novartis will always work the system to their advantage. They will try to break you the old fashion way, which still may work to your advantage. Putting you on a PIP makes more work for the manager and if you file a BPO grievance, they now have to worry about exposure and risk of a retaliation lawsuit (Novartis's biggest HR and outside counsel fear).

The issue that you face is that if or when you stand up for yourself, you will be instantly marked by HR for separation. It is highly unlikely you will succeed with the PIP as the interpretation of success is subjective between HR and your manager. Additionally, remember, your an employee at will, so they can simply terminate you based upon a reassessment of business needs.

As stated before, the issue that puts fear into the heart of Novartis HR and outside HR legal council is a Retaliation Lawsuit.

Your goal is to remain calm, seek legal council, and be prepared to immediately respond in writing to your Boss, His Boss, and HR that the decision to place you on a PIP is invalid based upon the provided rebuttal to each deficiency. Do not be emotional or subject, but simply state facts to the contrary.

Novartis also has a anti-bullying or harassment policy, which I highly encourage you to review and determine if there is grounds to file a complaint with Novartis BPO, especially if they start to work you over the "old fashion way.". If you believe that you have a case, do not hesitate to report it as this is the first step to potentially win a Retaliation Case in your favor if they take action.

 

[anonymous]

Novartis will always work the system to their advantage. They will try to break you the old fashion way, which still may work to your advantage. Putting you on a PIP makes more work for the manager and if you file a BPO grievance, they now have to worry about exposure and risk of a retaliation lawsuit (Novartis's biggest HR and outside counsel fear).

The issue that you face is that if or when you stand up for yourself, you will be instantly marked by HR for separation. It is highly unlikely you will succeed with the PIP as the interpretation of success is subjective between HR and your manager. Additionally, remember, your an employee at will, so they can simply terminate you based upon a reassessment of business needs.

As stated before, the issue that puts fear into the heart of Novartis HR and outside HR legal council is a Retaliation Lawsuit.

Your goal is to remain calm, seek legal council, and be prepared to immediately respond in writing to your Boss, His Boss, and HR that the decision to place you on a PIP is invalid based upon the provided rebuttal to each deficiency. Do not be emotional or subject, but simply state facts to the contrary.

Novartis also has a anti-bullying or harassment policy, which I highly encourage you to review and determine if there is grounds to file a complaint with Novartis BPO, especially if they start to work you over the "old fashion way.". If you believe that you have a case, do not hesitate to report it as this is the first step to potentially win a Retaliation Case in your favor if they take action.

I will disagree with reporting to the BPO. On paper the BPO is suppose to fair. They are not. They look out for Novartis best interest and attempt to collect information you might use in a lawsuit. If you feel you are going to file a lawsuit do not share your facts and do not call the BPO. In regards to the anti bullying policy, it is just words on a piece of paper. If a complaint is made against a manager they will not do anything because if they identify a problem and take action against a manager this provides proof on court there was an issue. The bottom line is the BPO is a smart move for Novartis but a resource a sales rep should not use.