On astellas managers

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namely greed and envy.................stupid people promoted into jobs as managers that they arent really qualified to do are usually defensive and nasty. they often lie compulsively to distract attention from their own ineptitude.
 






The RSM/DSM job is by far the WORST position in the company...no skills required...no leadership abilities...no real authority to make decisions, BUT in the best position to harrass and intimidate to compensate for the lack of skills. Anyone with true integrity would not dream of applying!
 






Anonymous said:
The RSM/DSM job is by far the WORST position in the company...no skills required...no leadership abilities...no real authority to make decisions, BUT in the best position to harrass and intimidate to compensate for the lack of skills. Anyone with true integrity would not dream of applying!
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Kill your dog; antagonize your neighbors; run for congress; tell people the truth; pass out in a bar in Tijuana; crash your car; live outside in a cardboard box; talk back to Chicago Policemen; mow your lawn in the rain;

BUT DON'T WORK AT ASTELLAS.
 












Why are you throwing out the racism charge? Next thing you know Jesse and Rev. Al will be marching in Deerfield!

If you are going to make these accusations, why don't you give specific examples!
 






What ever happened to the manager that stole samples and threw three of his reps under the bus and made inappropriate and sexually targeted comments? I hope he is gone. What a piece of SHIT!
 






What happened to that manager? Let me guess: he was likely "coached" or promoted. This is what happens to managers who make inappropriate comments, curse, make derrogatory comments - they get what HR refers to as "coaching". Absolutely appalling! When did it become acceptable to use vulgar language among professionals? This would NEVER occur in the early days of Pharma! Goes to show you where the industry has gone - down the drain! The management team is so quick to comment on the changing environment of the industry, but to this degree? A Rep is not given this consideration. Zero tolerance and single sanction punishment for reps.
 






Can managers ever be put on a PIP plan? What does this "coaching" entail? What determines why someone is put on a PIP to begin with? What are the stipulations or parameters for a PIP (e.g.certain quotas, rankings or something else)? Just curious.
 






Anonymous said:
Can managers ever be put on a PIP plan? What does this "coaching" entail? What determines why someone is put on a PIP to begin with? What are the stipulations or parameters for a PIP (e.g.certain quotas, rankings or something else)? Just curious.
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There appears to be no reasoning behind pips other than your manager has something against you. I have seen reps ranked higher than others put on these and honestly believe it is just a form of harassment to make reps leave and not a form of let us help you improve.

If anybody else has any other insight, please post if you have heard of certain parameters other than personal re: pips.
 






Anonymous said:
There appears to be no reasoning behind pips other than your manager has something against you. I have seen reps ranked higher than others put on these and honestly believe it is just a form of harassment to make reps leave and not a form of let us help you improve.

If anybody else has any other insight, please post if you have heard of certain parameters other than personal re: pips.
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Pips. you nailed it: "it is just a form of harassment to make reps leave..."

Only managers have rights at astellas since hr and compliance are completely corrupt.
 






There doesn't seem to be anything listed on the HR portal regarding PIPs that I could find. Therefore doesn't appear there are any set parameters and therefore seems to be very open to litigation for those of you that are ranked above your peers.

I have seen reps at the bottom over and over and yet nothing done. While others who have one bad qtr and a manager with a bone to pick, harassed out. I would think there would be lawsuits pertaining to many of these situations? Anyone see differently? I think it should be based on set parameters of performance and not personal issues or likability.

Obviously, Astellas is not professional enough to have a set of parameters or they would already be in place. If there are parameters, they are not clear to the field employees. Managers are using these as form of harassment, not coaching. It is unacceptable in 2010 to target people based on popularity. I guess we are back in HIGH SCHOOL at Astellas.
 






It is so clearly evident that the "PIP" option remains the so called "sure fire" way that managers can justify pushing an unwanted rep out. The other thing that is BLATANTLY obvious - is that managers "tweek" the sales goals in such a way to ensure that the "right" people on their teams (their favorites) make or exceed their goals, advance to Summit Club etc..Seriously- DO YOU ALL THINK THAT WE (REPS) ARE STUPID??? In many instances, WE reps actually have MORE experience in the industry than our managers have. Just because managers wear the "Manager" title does not somehow give them instant credibility. We all know that many managers did not advance into management because they have actually EARNED IT, (that's what USED to happen in early days when this industry was reputable), but because they may have had a good year in sales, knew someone who gave them an opportunity,which somehow translated into: "Now, you're ready for management". Thus, the reason that there are so MANY non-qualified-lack of leadership skill-insecure-rogue managers around!
 






Is there anyway to prove that managers are doing this to harass certain employees? Hey, home office people, do you have any input?

I know this happened to a girl in my region. Good rep and then after they reported the crazy manager to HR, BAM on a plan. No retaliation at Astellas if you go to HR, MY ASS! No one on the team is happy with this manager and can't understand how our company can justify certain manager's behaviors.
 






Anonymous said:
There doesn't seem to be anything listed on the HR portal regarding PIPs that I could find. Therefore doesn't appear there are any set parameters and therefore seems to be very open to litigation for those of you that are ranked above your peers.

I have seen reps at the bottom over and over and yet nothing done. While others who have one bad qtr and a manager with a bone to pick, harassed out. I would think there would be lawsuits pertaining to many of these situations? Anyone see differently? I think it should be based on set parameters of performance and not personal issues or likability.

Obviously, Astellas is not professional enough to have a set of parameters or they would already be in place. If there are parameters, they are not clear to the field employees. Managers are using these as form of harassment, not coaching. It is unacceptable in 2010 to target people based on popularity. I guess we are back in HIGH SCHOOL at Astellas.
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Astellas managers are more like junior high kids...
 






Anonymous said:
Is there anyway to prove that managers are doing this to harass certain employees? Hey, home office people, do you have any input?

I know this happened to a girl in my region. Good rep and then after they reported the crazy manager to HR, BAM on a plan. No retaliation at Astellas if you go to HR, MY ASS! No one on the team is happy with this manager and can't understand how our company can justify certain manager's behaviors.
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Former home office employee. Turned two crooked managers into compliance for breaking law; compliance covered everything up; destroyed emails wholesale in my database and other team members databases; compliance and hr then let manager (the crooked lying cheat ) put me on a pip (all performance appraisals were outstanding). I walked out the door that day. And called the FDA; I suggest you all do the same. The message is astellas is run by crooks at the highest levels and they don't want anyone reporting any of their law breaking to anyone, not compliance or HR.

Astellas is a foreign company and as such I really believe the FDA should kick their crooked asses out of the country. I know there isn't any legal precedent for it but hey we can start one.
 






To the previous poster (home office employee)- Thanks for confirming what we in the field have surmised all along. It is unbelievable to think about the corruption that goes on. There HAS to be some avenue that has not been explored. Keep brainstorming ideas and post them here. My motto is: if you don't do something about the corruption, you are in NO POSITION to complain!
 






Anonymous said:
Kill your dog; antagonize your neighbors; run for congress; tell people the truth; pass out in a bar in Tijuana; crash your car; live outside in a cardboard box; talk back to Chicago Policemen; mow your lawn in the rain;

BUT DON'T WORK AT ASTELLAS.
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Hey astellas managers, did you beat up any old women today? slap around some little kids?

No. I guess even lying cheating trash has to draw the line somewhere huh????????

Making fun of astellas management clowns is pretty easy because your such clowns.

Level with me, give it to me straight, you guys, astellas managers, you got beat up on the playground like every freakin day when you were little kids right? C'mon that's got to be what all this petty slimey lying cheatin compensatin loser behavior is all about...cause it can't be about anything adult like in nature.
 






I had a very refreshing conversation with a manager in the device industry who transferred from Pharma. He was so real world, motivating, business/customer minded and bluntly honest that about his managerial style...I was blown away.

It has been so long since I have had a manager that amounted to anything other than paper pusher, demotivator and micromanager that it was good to see there are still good people in management...just not at Astellas. Managers have totally lost focus on the customer, real world sales and how to motivate with anything but fear. No wonder the other sales industries see pharma as a joke. Yes, they may still be some good ones, but they are few and far between.
 






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