We have lost our way

[Anonymous]

As Cubist continues to experience growth and success the surprising result has been a decline in employee satisfaction. Success at the company and executive level is at record levels in contrast to the lower bonus and the removal of stock options at the field level. Why is it that we are seeing higher turnover and lower job satisfaction? You could try to explain it away and say that those that leave or don't like it here are failing to embrace change or you could try to address the real issues.

Yet studies indicate that employee engagement, a term barely heard before the late 1990s, is generally low and has become a major issue for organizations large and small. Employers are struggling to take out costs and capacity and yet still keep employees engaged, committed and performing.
So why is employee engagement in such short supply? Engaged employees have a real connection with their organization. They get support from effective line managers and are both informed and heard. They have parameters within which they can succeed and have freedom to do so. They can also be themselves and grow in jobs which are meaningful. The employment deal feels fair and above all employees and employers trust each other.
A lack of both “engaging leadership” and “engaging managers”, concluding that executives either don’t take engagement seriously, and/or lack the skills to create the conditions for engagement.

We've had the theme of "Patients First" in our organization, after that comes the shareholders, then the employees. We've lost our way and in order to continue to be successful the order should be Employees First, Patients Second, Shareholders Third.

 

[Anonymous]

What you fail to understand is that this is typical evolution of a company. Especially a successful company. I launched dapto in 2003 and was there for about 5 years. During that period it was the aggressive start-up/launch rep they had on board. Culture was great and we made a s#$t-load of money. Then, after the bact/endo buzz started to die down you could see a slight shift in culture (that's when I moved on) and many started to leave. During that time they started bringing in somewhat less experienced, less risk taking people to move into the next phase of slow steady growth. Starting to make sense now? Now in 2013/14 the senior exec team is filthy rich and many more layers have been added, the rep they want now is one who is just happy to have a job and will not rock the boat. Maybe that's not you. Move on.

 

[Anonymous]

At the risk of being critized by the few disgrunteld folks that make up cafe pharma i will provide a different perspective. While all companies go through transitions as they grow Cubist seems to be navigating better than most. I have found the company to pay well for a job well done, share information more than most, and have folks willing to listen when I have a point of view. Is everything perfect from any individual perspective, of course not, but according to the boards on this site every company in the industry is screwed up. Hard to imagine that people who work in an indsutry that earn in the top 1% of Americans have such poor attitudes. Then again its probably just those devoid of emotional intellegence commenting negatively with the extra time they have from being fired for inability to sell.

 

[Anonymous]

At the risk of being critized by the few disgrunteld folks that make up cafe pharma i will provide a different perspective. While all companies go through transitions as they grow Cubist seems to be navigating better than most. I have found the company to pay well for a job well done, share information more than most, and have folks willing to listen when I have a point of view. Is everything perfect from any individual perspective, of course not, but according to the boards on this site every company in the industry is screwed up. Hard to imagine that people who work in an indsutry that earn in the top 1% of Americans have such poor attitudes. Then again its probably just those devoid of emotional intellegence commenting negatively with the extra time they have from being fired for inability to sell.

You were going well until your last 2 sentences. By the way it's intelligence not intellegence which is quite ironic don't you think?

 

[Anonymous]

Good points from both sides. When I joined Cubust 6 years ago the culture ok, not great but ok. In the past year (since TC) it has declined to an unacceptable level. They do not pay their reps and will continue to lose good people unless something changes....quickly. It will be a challenge to launch two new products with a de-motivated sales force....very un-wise in this competitive gram-positive market! Since we are not making bonus anyways...why do we care if the drugs do well?

 

[Anonymous]

Since my original post over two months ago, Cubist is about to see the impact of years of sub-standard employee compensation practices. We have indeed reached a sad state of affairs. The market dynamics we are currently observing with tenured employees leaving for both Durata and The Medicines Company is a result of a fundamental disconnect between what Cubist and the field force believe to be fair compensation. What is happening now is a perfect example of the efficiencies of the free markets working at its finest. For Cubist, it’s a simple case of you can pay me now or pay me later.
Pay me now or pay me later, one might ask what does that have to do with what’s happening right now? That’s best illustrated with a past and likely future story that could be about any one of the tenured CBMs that Cubist has lost to Durata or The Medicines Company, and is about to lose. A CBM came to Cubist 8 years ago and was paid what was a competitive salary at the time and received stock options so that he or she could have an ownership stake in the company. In the ensuing 8 years, the CBM built solid relationships with their customers and saw exponential growth in their sales from less than a million dollars a year to over 8 million dollars a year. Along the way the CBM received the customary 3% raise each year and received fewer and fewer stock options until they were eventually taken away altogether. The bonus payouts the CBM received also declined each year. Despite the annual raises, it was common to have new CBMs hired into their region or others that would make more than this particular CBM. Now in comes a competitor or two that are looking for experienced representatives with established relationships and local knowledge of the business and are willing to pay for it……..NOW and the CBM is offered a healthy $20,000 increase over their existing salary. The successful CBM of 8 years leaves Cubist taking their relationships, access, and local market knowledge with them. This could not have come at a worse time since Cubist is in the midst of a drug launch and has another one coming. The vacancy takes two months to fill and the replacement CBMs salary is well beyond what Cubist had been paying the one that had left. The new CBM starts and completes the training, and in the subsequent year Cubicin sales decline and the new CBM has difficulty accessing the key customers to launch the two newer drugs resulting in increased pressure from their manager. Again, bonus payouts decline. The stress and difficulties of the job along with dismal bonus payouts prove too much for the CBM also quits and leaves for another company within a year. The cycle repeats itself, all the while Cubist has lost millions in revenue in opportunity costs along with other costs associated with the turnover.
Repeat the above story by 50 and where does Cubist find itself 3 years from now? The gradual “course corrections” Cubist is making do not address the key learnings form the above story. Had Cubist properly valued the above mentioned CBM, he or she would not have left and would still be here today. I am that CBM. Value your employees and take good care of them and they will stay, I know I would have. Cubist, don’t read this story with disdain……learn from it. Pay now or pay later, you decide.

 

[Anonymous]

Since my original post over two months ago, Cubist is about to see the impact of years of sub-standard employee compensation practices. We have indeed reached a sad state of affairs. The market dynamics we are currently observing with tenured employees leaving for both Durata and The Medicines Company is a result of a fundamental disconnect between what Cubist and the field force believe to be fair compensation. What is happening now is a perfect example of the efficiencies of the free markets working at its finest. For Cubist, it’s a simple case of you can pay me now or pay me later.
Pay me now or pay me later, one might ask what does that have to do with what’s happening right now? That’s best illustrated with a past and likely future story that could be about any one of the tenured CBMs that Cubist has lost to Durata or The Medicines Company, and is about to lose. A CBM came to Cubist 8 years ago and was paid what was a competitive salary at the time and received stock options so that he or she could have an ownership stake in the company. In the ensuing 8 years, the CBM built solid relationships with their customers and saw exponential growth in their sales from less than a million dollars a year to over 8 million dollars a year. Along the way the CBM received the customary 3% raise each year and received fewer and fewer stock options until they were eventually taken away altogether. The bonus payouts the CBM received also declined each year. Despite the annual raises, it was common to have new CBMs hired into their region or others that would make more than this particular CBM. Now in comes a competitor or two that are looking for experienced representatives with established relationships and local knowledge of the business and are willing to pay for it……..NOW and the CBM is offered a healthy $20,000 increase over their existing salary. The successful CBM of 8 years leaves Cubist taking their relationships, access, and local market knowledge with them. This could not have come at a worse time since Cubist is in the midst of a drug launch and has another one coming. The vacancy takes two months to fill and the replacement CBMs salary is well beyond what Cubist had been paying the one that had left. The new CBM starts and completes the training, and in the subsequent year Cubicin sales decline and the new CBM has difficulty accessing the key customers to launch the two newer drugs resulting in increased pressure from their manager. Again, bonus payouts decline. The stress and difficulties of the job along with dismal bonus payouts prove too much for the CBM also quits and leaves for another company within a year. The cycle repeats itself, all the while Cubist has lost millions in revenue in opportunity costs along with other costs associated with the turnover.
Repeat the above story by 50 and where does Cubist find itself 3 years from now? The gradual “course corrections” Cubist is making do not address the key learnings form the above story. Had Cubist properly valued the above mentioned CBM, he or she would not have left and would still be here today. I am that CBM. Value your employees and take good care of them and they will stay, I know I would have. Cubist, don’t read this story with disdain……learn from it. Pay now or pay later, you decide.

Well written, and spot on. This is a must read for everyone.

That said, it is too late for Cubist. This is the beginning of the end.

 

[Anonymous]

Great story, thanks for sharing!!!! It's true, I am here almost that same amount of time and my story is very similar, I just haven't left yet, YET!!! Cubist needs to take a step back and realize that we have all worked extremely hard over the years to build a business, and nowmonlynthenlike of Mike,Rob, gregg and all of these directors are cashing in!!! I didn't realize how many directors we had until I started digging deeper into the sale of options!! And why are Gregg and rob selling so many?? And please don't tell me that these were forced sales, bevel use they weren't!!!!! They continue to damage this once great company. I thought that I had a great future here, it's a shame that I Have to leave to be paid in line with my work. Good luck to all, wether you decide to stay or leave. The sales force have been a great bunch of people and it's been a real,pleasure working with all,of the people on the front lines. BTW.... The SAMS need to be reorganized into a division that brings actual value.

 

[Anonymous]

Since my original post over two months ago, Cubist is about to see the impact of years of sub-standard employee compensation practices. We have indeed reached a sad state of affairs. The market dynamics we are currently observing with tenured employees leaving for both Durata and The Medicines Company is a result of a fundamental disconnect between what Cubist and the field force believe to be fair compensation. What is happening now is a perfect example of the efficiencies of the free markets working at its finest. For Cubist, it’s a simple case of you can pay me now or pay me later.
Pay me now or pay me later, one might ask what does that have to do with what’s happening right now? That’s best illustrated with a past and likely future story that could be about any one of the tenured CBMs that Cubist has lost to Durata or The Medicines Company, and is about to lose. A CBM came to Cubist 8 years ago and was paid what was a competitive salary at the time and received stock options so that he or she could have an ownership stake in the company. In the ensuing 8 years, the CBM built solid relationships with their customers and saw exponential growth in their sales from less than a million dollars a year to over 8 million dollars a year. Along the way the CBM received the customary 3% raise each year and received fewer and fewer stock options until they were eventually taken away altogether. The bonus payouts the CBM received also declined each year. Despite the annual raises, it was common to have new CBMs hired into their region or others that would make more than this particular CBM. Now in comes a competitor or two that are looking for experienced representatives with established relationships and local knowledge of the business and are willing to pay for it……..NOW and the CBM is offered a healthy $20,000 increase over their existing salary. The successful CBM of 8 years leaves Cubist taking their relationships, access, and local market knowledge with them. This could not have come at a worse time since Cubist is in the midst of a drug launch and has another one coming. The vacancy takes two months to fill and the replacement CBMs salary is well beyond what Cubist had been paying the one that had left. The new CBM starts and completes the training, and in the subsequent year Cubicin sales decline and the new CBM has difficulty accessing the key customers to launch the two newer drugs resulting in increased pressure from their manager. Again, bonus payouts decline. The stress and difficulties of the job along with dismal bonus payouts prove too much for the CBM also quits and leaves for another company within a year. The cycle repeats itself, all the while Cubist has lost millions in revenue in opportunity costs along with other costs associated with the turnover.
Repeat the above story by 50 and where does Cubist find itself 3 years from now? The gradual “course corrections” Cubist is making do not address the key learnings form the above story. Had Cubist properly valued the above mentioned CBM, he or she would not have left and would still be here today. I am that CBM. Value your employees and take good care of them and they will stay, I know I would have. Cubist, don’t read this story with disdain……learn from it. Pay now or pay later, you decide.

That is by far the most insightful and intelligent post I have ever seen on cafepharma.

 

[Anonymous]

Does Bob Costello still work for Cubist. A real piece of work

 

[Anonymous]

Since my original post over two months ago, Cubist is about to see the impact of years of sub-standard employee compensation practices. We have indeed reached a sad state of affairs. The market dynamics we are currently observing with tenured employees leaving for both Durata and The Medicines Company is a result of a fundamental disconnect between what Cubist and the field force believe to be fair compensation. What is happening now is a perfect example of the efficiencies of the free markets working at its finest. For Cubist, it’s a simple case of you can pay me now or pay me later.
Pay me now or pay me later, one might ask what does that have to do with what’s happening right now? That’s best illustrated with a past and likely future story that could be about any one of the tenured CBMs that Cubist has lost to Durata or The Medicines Company, and is about to lose. A CBM came to Cubist 8 years ago and was paid what was a competitive salary at the time and received stock options so that he or she could have an ownership stake in the company. In the ensuing 8 years, the CBM built solid relationships with their customers and saw exponential growth in their sales from less than a million dollars a year to over 8 million dollars a year. Along the way the CBM received the customary 3% raise each year and received fewer and fewer stock options until they were eventually taken away altogether. The bonus payouts the CBM received also declined each year. Despite the annual raises, it was common to have new CBMs hired into their region or others that would make more than this particular CBM. Now in comes a competitor or two that are looking for experienced representatives with established relationships and local knowledge of the business and are willing to pay for it……..NOW and the CBM is offered a healthy $20,000 increase over their existing salary. The successful CBM of 8 years leaves Cubist taking their relationships, access, and local market knowledge with them. This could not have come at a worse time since Cubist is in the midst of a drug launch and has another one coming. The vacancy takes two months to fill and the replacement CBMs salary is well beyond what Cubist had been paying the one that had left. The new CBM starts and completes the training, and in the subsequent year Cubicin sales decline and the new CBM has difficulty accessing the key customers to launch the two newer drugs resulting in increased pressure from their manager. Again, bonus payouts decline. The stress and difficulties of the job along with dismal bonus payouts prove too much for the CBM also quits and leaves for another company within a year. The cycle repeats itself, all the while Cubist has lost millions in revenue in opportunity costs along with other costs associated with the turnover.
Repeat the above story by 50 and where does Cubist find itself 3 years from now? The gradual “course corrections” Cubist is making do not address the key learnings form the above story. Had Cubist properly valued the above mentioned CBM, he or she would not have left and would still be here today. I am that CBM. Value your employees and take good care of them and they will stay, I know I would have. Cubist, don’t read this story with disdain……learn from it. Pay now or pay later, you decide.

Absolutely spot on! What you forgot to mention was the rep that came in 8 years ago is not the rep that launched dapto 11 years ago. This new rep had no idea how hard it really was to launch dapto with only cSSSI indication and concerns about a new drug class and extremely high price. This rep of 8 years now leaves Cubist for Durata or TMC for a $20,000 raise in base. That's awesome and you deserve it. However, this great rep is now F#%&ing shell shocked at just how hard it is to do this from the very beginning. With this big raise comes a BIG raise in expectations and pressure. Not many are prepared for it and many fail. Keep it in mind when making your decision. I have seen it many times before.

 

[Anonymous]

Thanks for listening G

 

[Anonymous]

I am still waiting on my big raise with the big raise in expectations and pressure at Cubist.

 

[Anonymous]

Does Bob Costello still work for Cubist. A real piece of work

Unfortunately, the answer is YES. A lot of BS from this guy and his little side kick mike h.

 

[Anonymous]

What an a-hole.

 

[Anonymous]

Absolutely spot on! What you forgot to mention was the rep that came in 8 years ago is not the rep that launched dapto 11 years ago. This new rep had no idea how hard it really was to launch dapto with only cSSSI indication and concerns about a new drug class and extremely high price. This rep of 8 years now leaves Cubist for Durata or TMC for a $20,000 raise in base. That's awesome and you deserve it. However, this great rep is now F#%&ing shell shocked at just how hard it is to do this from the very beginning. With this big raise comes a BIG raise in expectations and pressure. Not many are prepared for it and many fail. Keep it in mind when making your decision. I have seen it many times before.

Yes, but you know what? That's ok to me. I took a big risk years ago coming to a one-drug company too...and you simply have to ask yourself is it worth it to leave. What I find amusing is the pompous arrogance now from Cubist like its a privledge to be here and we have all of these products NOW. But before we didnt and like you guys all of us took a chance coming over. You do that with ANY job you take. But for me, I don't like the inconsistancy of making my full bonus one year and the next nothing at all or little. It's not conistant enough for me. I want to be able to bank on that 40K every year so I can play things like family vacations, activities with my kids, etc. With no conistancy with my territory and many things that happen with it that are COMPLETELY out of my control, a higher BASE salary would be way more attractive to me than a higher bonus. I have won COE's before and MVP's but I will never win an consistancy aware or Senior CBM. I can't with this effed up territory. So, for ME and speaking only for ME. The cushion of a higher base would be MUCH more attractive in case I have a shitty year and most of us do. Even the best of the best. And it's not because you are a crappy rep, sometimes, its simply stuff that is out of your control (i.e. Important ID moves out of town, Major account restricts your drug or the use of your drug, Pricing, etc.)

 

[Anonymous]

Yes, but you know what? That's ok to me. I took a big risk years ago coming to a one-drug company too...and you simply have to ask yourself is it worth it to leave. What I find amusing is the pompous arrogance now from Cubist like its a privledge to be here and we have all of these products NOW. But before we didnt and like you guys all of us took a chance coming over. You do that with ANY job you take. But for me, I don't like the inconsistancy of making my full bonus one year and the next nothing at all or little. It's not conistant enough for me. I want to be able to bank on that 40K every year so I can play things like family vacations, activities with my kids, etc. With no conistancy with my territory and many things that happen with it that are COMPLETELY out of my control, a higher BASE salary would be way more attractive to me than a higher bonus. I have won COE's before and MVP's but I will never win an consistancy aware or Senior CBM. I can't with this effed up territory. So, for ME and speaking only for ME. The cushion of a higher base would be MUCH more attractive in case I have a shitty year and most of us do. Even the best of the best. And it's not because you are a crappy rep, sometimes, its simply stuff that is out of your control (i.e. Important ID moves out of town, Major account restricts your drug or the use of your drug, Pricing, etc.)

Sorry all the typos. Geez, I'm tired tonight.

 

[Anonymous]

Does Bob Costello still work for Cubist. A real piece of work

cosmo the clown?!?!?!? He sure does!! Why would he leave? He may have to get a real job and actually work!! As long as that bozo MH is at the helm, he's completely protected from any accountability!!

 

[Anonymous]

cosmo the clown?!?!?!? He sure does!! Why would he leave? He may have to get a real job and actually work!! As long as that bozo MH is at the helm, he's completely protected from any accountability!!

So true, we need him to go.

 

[Anonymous]

I too am still waiting for a salary increase. Are they going to bump people up to be competitive with other companies? If a small company like Durata can do it literally overnight, why can't Cubist? A $10,000 base pay increase across the board is not a lot of $$$ for a company like cubist and it would go along way keeping people happy at Cubist. They need to do something and do it fast! Threatening to sue reps that leave is not the answer!