No way No go

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anonymous

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I evaluated the position I was presented. I have seen the arguments but I was left with the question of is this a decent product that I can make a difference with. Reality check! I would be the 3/4th rep in the area. I know 2 "left" and were respected by staff for effort. However, at the end of the day, this product appears "out of gas". It seems like a good product that unfortunately just isn't developed or supported by the company. One has to question why no outcomes or any published actual data (peer reviewed). Why hasn't the company developed the support and supplied the resources to show evidence? In the end, it appears they are only out for the money and "churn and burn". I will not jeopardize my reputation or ethics for this.
http://www.medscape.com/viewarticle/808931
 






anonymous said:
I evaluated the position I was presented. I have seen the arguments but I was left with the question of is this a decent product that I can make a difference with. Reality check! I would be the 3/4th rep in the area. I know 2 "left" and were respected by staff for effort. However, at the end of the day, this product appears "out of gas". It seems like a good product that unfortunately just isn't developed or supported by the company. One has to question why no outcomes or any published actual data (peer reviewed). Why hasn't the company developed the support and supplied the resources to show evidence? In the end, it appears they are only out for the money and "churn and burn". I will not jeopardize my reputation or ethics for this.
http://www.medscape.com/viewarticle/808931
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Churn and burn this punk!
 












Not quite sure I understand the locker room responses to the thoughtful post ... but anyway, to the original poster, your evaluation is right on. Lucky you for seeing it before your paycheck depends on this division's management. I shake my head every day at the decisions made up there. Every day .... I don't think it could be more out of touch with industry standards.
 






anonymous said:
Not quite sure I understand the locker room responses to the thoughtful post ... but anyway, to the original poster, your evaluation is right on. Lucky you for seeing it before your paycheck depends on this division's management. I shake my head every day at the decisions made up there. Every day .... I don't think it could be more out of touch with industry standards.
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You ungrateful, insolent flea! Zoll is the Gold Standard in industry. Get with the program or move on!
 


















Zoll is the only company in the cardiac device field who has the balls to call out and fire their underachieving sales reps. There is an epidemic of laziness in the med device arena and Zoll simply won't stand for it. If you don't like Zoll, GET OUT! We have people lined up around the block to replace you. Consider yourselves PIP'ed!
 






anonymous said:
Zoll is the only company in the cardiac device field who has the balls to call out and fire their underachieving sales reps. There is an epidemic of laziness in the med device arena and Zoll simply won't stand for it. If you don't like Zoll, GET OUT! We have people lined up around the block to replace you. Consider yourselves PIP'ed!
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To whoever wrote the above quote, you seriously have no life. You say the same stuff over and over again. You say "Lined up around the block" to work at lifevest ? Ya ok, sure! What drugs are you on? I needs some, because they obviously make you go deep into dreamland
 






anonymous said:
Zoll is the only company in the cardiac device field who has the balls to call out and fire their underachieving sales reps. There is an epidemic of laziness in the med device arena and Zoll simply won't stand for it. If you don't like Zoll, GET OUT! We have people lined up around the block to replace you. Consider yourselves PIP'ed!
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BAHAHAHAHA! BHAHAHAHAHA! Nobody is lined up around the block for this job!!!! Zoll is the only company that has goals that go up every two weeks and spin out of control and then when you have a good year they raise your baseline up and then continue the increases every two weeks so that you can't make goal anymore. The reps here work hard and then they are PIPed out because of poor performance, when it's really the system that sets everyone up to fail. Some territories just take a bit longer if the baseline they start at is very very low. Do you really think that the hundreds of reps that have been here and left all were poor performers? When it's the masses that are "poor performers" maybe it's time to look at the leadership higher up in this company and realize that nothing will change and look for your exit strategy just like the 10 reps that were in the same territory as you and had left. Don't you ever get tiered of lying to people during the constant interviewing for the revolving rep door?
 






anonymous said:
Zoll is the only company in the cardiac device field who has the balls to call out and fire their underachieving sales reps. There is an epidemic of laziness in the med device arena and Zoll simply won't stand for it. If you don't like Zoll, GET OUT! We have people lined up around the block to replace you. Consider yourselves PIP'ed!
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BAHAHAHA! BAHAHAHA! Reps are NOT lining up around the block for this job, you are delusional. The "poor performers" here are set up to fail based on a system that increases goals every two weeks. When you have a good year your baseline is raised even higher and then the never ending increases continue every two weeks. Eventually EVERY good perfuming rep starts missing goal and the money dries up and then you're calling them a lazy "poor performer". We are either PIPed out or find another job quickly just like the 10 reps prior in this same territory that Zoll called "expansion". When it's the masses that are "poor performers" as you call it it's time to look at the leadership within the company from the top down. Don't you ever get tiered of lying to people during the constant interviewing to fill the spots of the revolving door?
 






anonymous said:
BAHAHAHA! BAHAHAHA! Reps are NOT lining up around the block for this job, you are delusional. The "poor performers" here are set up to fail based on a system that increases goals every two weeks. When you have a good year your baseline is raised even higher and then the never ending increases continue every two weeks. Eventually EVERY good perfuming rep starts missing goal and the money dries up and then you're calling them a lazy "poor performer". We are either PIPed out or find another job quickly just like the 10 reps prior in this same territory that Zoll called "expansion". When it's the masses that are "poor performers" as you call it it's time to look at the leadership within the company from the top down. Don't you ever get tiered of lying to people during the constant interviewing to fill the spots of the revolving door?
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this is spot on. it is a system built to keep people here about 2 years. after that, the goal is unattainable. i've never understood how someone can be a solid performer for years and years and then all of the sudden, zoll raises the goal so high and then concludes the rep is bad? how do these reps just magically become bad sales people after years and years of growth? this company is unbelievable. i've been interviewing and all the recruiters say this company is a gold mine since the turnover is so high. they are flooded with resumes from lifevest reps. sad that zoll doesn't understand.
 






You winey little bitches crying on café pharma. You couldn't cut it in pharma and were probably downsized. You accepted a "device" job at Zoll which you clearly are not cut out to win. Man up pussy and resign. Move on and show us all how you can make $500K selling something stent or wires or hips. Why don't you put you name on your post pussy? Only pussy wine about quota.
 






Zoll is like Vietnam baby! Kill or be killed is the mantra of a Zoll Solldier. Toughest job on the planet but if you can hack it here you can hack it anywhere buckaroo!!
 






anonymous said:
this is spot on. it is a system built to keep people here about 2 years. after that, the goal is unattainable. i've never understood how someone can be a solid performer for years and years and then all of the sudden, zoll raises the goal so high and then concludes the rep is bad? how do these reps just magically become bad sales people after years and years of growth? this company is unbelievable. i've been interviewing and all the recruiters say this company is a gold mine since the turnover is so high. they are flooded with resumes from lifevest reps. sad that zoll doesn't understand.
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Well said.
 






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