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To NVS leadership team

Quote

Concerned Employee

Guest
Hi NVS LT,
We know you read these forums, so my questions to you are below. And am not trolling but posing genuine questions since we all have been thinking this but none want to rock the boat (yet) -

1. Do you truly believe T4G is hitting it's intended outcomes? If so, where is it actually happening? What metrics are being used to say if this is trending towards success or not? $15B of stock buybacks causing a stock uptick can't be a factor here.
2. When will the next round of adjustments (hiring, not more layoffs) happen to support entire divisions that are just simply drowning occur?
3. When do you plan to hold the leaders accountable when supposed metrics above don't pan out? And who bites the dust here? I've seen plenty of managers, ADs, Ds and EDs being shown the door, but not many decision makers.
4. And finally, when will Vas, Victor and Marie-France be held accountable for performance over the last 3 years? A 25% paycut to $9M somehow doesn't feel enough when we kicked 8k (or was it 10k) people out the door.
 








I think maybe we should piss more money away on share buy backs, dividends and overpriced drugs? Better idea, maybe we should overpay for a drug, hire 3x the field force needed to support it and pay a vendor money to figure out why our share price is down?
 




anonymous said:
I think maybe we should piss more money away on share buy backs, dividends and overpriced drugs? Better idea, maybe we should overpay for a drug, hire 3x the field force needed to support it and pay a vendor money to figure out why our share price is down?
Click to expand...
TfG is a failure. After 12 months it’s still work in progress. Processes are even more complicated but we have less people. Who shakes up an entire organization without a plan?
 




















anonymous said:
The only way to make Pharma cuts is Quick, Clean and Deep. Don't mess around. Dragging it out for year destroys culture. IMHO
Click to expand...

Depending on what division you are in, you have been steadily for 1.5 year. Take NS.

Aimovig-
Cuts 2021 summer went into effect fall 2021.
MS restructuring Feb/March 2022
T4G announced spring 2022 with people into effect Oct 2022.

This doesn't take into account if you had Optha friends. Now we are hearing about the cardio shit show.
 








anonymous said:
Depending on what division you are in, you have been steadily for 1.5 year. Take NS.

Aimovig-
Cuts 2021 summer went into effect fall 2021.
MS restructuring Feb/March 2022
T4G announced spring 2022 with people into effect Oct 2022.

This doesn't take into account if you had Optha friends. Now we are hearing about the cardio shit show.
Click to expand...


Add in the respiratory reorg in the middle of 2020. About 30% cut. All were displaced and had to reinterview for their jobs because there was a different model they were following.
 




anonymous said:
Depending on what division you are in, you have been steadily for 1.5 year. Take NS.

Aimovig-
Cuts 2021 summer went into effect fall 2021.
MS restructuring Feb/March 2022
T4G announced spring 2022 with people into effect Oct 2022.

This doesn't take into account if you had Optha friends. Now we are hearing about the cardio shit show.
Click to expand...

Bingo!
 












Concerned Employee said:
Hi NVS LT,
We know you read these forums, so my questions to you are below. And am not trolling but posing genuine questions since we all have been thinking this but none want to rock the boat (yet) -

1. Do you truly believe T4G is hitting it's intended outcomes? If so, where is it actually happening? What metrics are being used to say if this is trending towards success or not? $15B of stock buybacks causing a stock uptick can't be a factor here.
2. When will the next round of adjustments (hiring, not more layoffs) happen to support entire divisions that are just simply drowning occur?
3. When do you plan to hold the leaders accountable when supposed metrics above don't pan out? And who bites the dust here? I've seen plenty of managers, ADs, Ds and EDs being shown the door, but not many decision makers.
4. And finally, when will Vas, Victor and Marie-France be held accountable for performance over the last 3 years? A 25% paycut to $9M somehow doesn't feel enough when we kicked 8k (or was it 10k) people out the door.
Click to expand...


There is a business insider article on vas from January stating there would be major layoffs. He seems proud of it. Yet, Duane and all the other “leaders” are dancing around calling it a restructuring and resizing. It’s crazy
 




Breaking the Amplity contract a couple of years early too. Many of us were rehired in fall of 2020 and will end up displaced twice by Novartis. Duane should not have a job.
 








I'm pretty sure Ophtha field sales will see some layoffs by the end of this year. With a $6 million dollar gap to close and several new generics launching in the second half of this year it won't be pretty.
 




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