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anonymous said:
The RMs that are still here are either non-experienced (waiting to stick it out for 2 years of management experience), don't need the money, don't want to travel, or cannot land another job. A 24/7 management job making base plus scraps, Zoll points and micromanagement is not what we signed up for.
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Very TRUE! I wonder how our folks are able to keep the lights on at home.
 
























As an experienced RM, I am puzzled how we continue to hire new RMs with such little management experience. Why not just hire from within? Why should I have the same salary as someone with such limited management experience? We used to hire folks without cardiology experience. Now, we're scrapping the bottom of the barrel hiring RMs without relavant med device management experience?
 






As an experienced RM, I am puzzled how we continue to hire new RMs with such little management experience. Why not just hire from within? Why should I have the same salary as someone with such limited management experience?
 












we have lost some really competent, smart rms in the last several years. So many good ones saw how awful it was and got the heck out. The nutty ADs in the north east and mid Atlantic drove all their good ones out in about 18 months and hired a bunch of people with zero management experience. Talk about a mess
 






anonymous said:
As an experienced RM, I am puzzled how we continue to hire new RMs with such little management experience. Why not just hire from within? Why should I have the same salary as someone with such limited management experience?
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Because no one would hire you elsewhere or you would have taken the job, who stays at Zoll who has the opportunity to leave?
 












anonymous said:
we have lost some really competent, smart rms in the last several years. So many good ones saw how awful it was and got the heck out. The nutty ADs in the north east and mid Atlantic drove all their good ones out in about 18 months and hired a bunch of people with zero management experience. Talk about a mess
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Glad to hear it's not just limited to my Area. This is the first RM job for most RMs hired over the last six months to a year. A good leader will run fast from here, so there aren't many options available for the ADs. Nothing against the new RMs, but they have lots to learn about how to lead and not just micromanage with reports, intimidate and flood the region with futile "rah-rah" crap. Try being in the trenches with your people to really understand the challenges the field faces every day and help identify viable solutions to real-world problems that affect our pay. Aren't RMs supposed to be in the field 3-4 days a week to really understand the barriers?
 






anonymous said:
Glad to hear it's not just limited to my Area. This is the first RM job for most RMs hired over the last six months to a year. A good leader will run fast from here, so there aren't many options available for the ADs. Nothing against the new RMs, but they have lots to learn about how to lead and not just micromanage with reports, intimidate and flood the region with futile "rah-rah" crap. Try being in the trenches with your people to really understand the challenges the field faces every day and help identify viable solutions to real-world problems that affect our pay. Aren't RMs supposed to be in the field 3-4 days a week to really understand the barriers?
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And to compound the problem we're promoting people to AD that were RMs here for a year or at most two (aka still operating on initial low ball quota). There's no way someone who's been a manager themselves for 2 years can teach and coach someone who's never done it. And to top it off, there's no management training program before they're hired
 






anonymous said:
And to compound the problem we're promoting people to AD that were RMs here for a year or at most two (aka still operating on initial low ball quota). There's no way someone who's been a manager themselves for 2 years can teach and coach someone who's never done it. And to top it off, there's no management training program before they're hired
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Public speaking seems to be the most important attribute to get hired as an AD. So, here's an idea. Grab a mic at the next RM meeting, work from home everyday, ignore the revenue fiasco, pressure your people with excel spreadsheets, implement micromanage hell and put more pressure on your people. That will get you an AD job. Forget about trying to be a true leader.
 






anonymous said:
And to compound the problem we're promoting people to AD that were RMs here for a year or at most two (aka still operating on initial low ball quota). There's no way someone who's been a manager themselves for 2 years can teach and coach someone who's never done it. And to top it off, there's no management training program before they're hired
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You know your AD knows everything. They don't even work with their reps as Regionals, and get promoted to AD, Who thinks they are leaders! Starting with the VP's, the hiring has been horrible! If they last a year (non compete in previous job so they work for ZOLL for one year, maybe.....), then leave, and we are suppose to think these Yahoo!'s love the oroduct and Zoll? All the while, people who have been loyal to ZOLL get left behind, unless they are Jason's chosen few. Get your head out of the sand VP's, we see you can't hire good people!
 






my AD told Jason the reason the numbers were down was because door to balloon times had improved. Lol. As you can imagine that didn't go over well with Jason. I could've told her that she probably shouldn't present that as a reason to him before she made a fool of herself but I didn't. Yep, that is our leader.
 






anonymous said:
Glad to hear it's not just limited to my Area. This is the first RM job for most RMs hired over the last six months to a year. A good leader will run fast from here, so there aren't many options available for the ADs. Nothing against the new RMs, but they have lots to learn about how to lead and not just micromanage with reports, intimidate and flood the region with futile "rah-rah" crap. Try being in the trenches with your people to really understand the challenges the field faces every day and help identify viable solutions to real-world problems that affect our pay. Aren't RMs supposed to be in the field 3-4 days a week to really understand the barriers?
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My RM in NY ran every time I was challenged by a physician as to our customer service, billing and other issues. Great leader lol That's what you get when you have a week AD. Ya you MD. Thanks for hiring our week DM. All talk all bullshit. He's Still on the bottom. Territories that were killing it are now on fire. Reps couldn't stand DMs inexperience.
 






anonymous said:
my AD told Jason the reason the numbers were down was because door to balloon times had improved. Lol. As you can imagine that didn't go over well with Jason. I could've told her that she probably shouldn't present that as a reason to him before she made a fool of herself but I didn't. Yep, that is our leader.
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WTF???? Door to ballon time???? How fuckin stupid!!! Any cardiac experience??? Should be immediately discharged!!! Do want to put in the time you should be let go. I understand management is a different skill set than field sales but how about learning a little!!!! Totally unacceptable!!!!
 






anonymous said:
My RM in NY ran every time I was challenged by a physician as to our customer service, billing and other issues. Great leader lol That's what you get when you have a week AD. Ya you MD. Thanks for hiring our week DM. All talk all bullshit. He's Still on the bottom. Territories that were killing it are now on fire. Reps couldn't stand DMs inexperience.
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I see you writing this BS, how about signing your name to it? I am doing a good job
 






anonymous said:
I see you writing this BS, how about signing your name to it? I am doing a good job
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One RM didn't get out of training, one RM can't find his car let alone Hospitals, One RM just broke the 6 month mark before exit stage right. Yeah great job......are you accessible to your reps??? Oh that's right your above talking to them. Lol
 






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