What are you complaining about?

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or you could work with that ass clown Greg Finnegan in Ann Arbor, whos been fired from just about every job hes ever held. What is a loser that guy is. I heard he got caught stealing money from his reps at Covidien and when management found out about his antics, along with his AVP's harassment and firing antics, Covidien fired both of them. Can someone tell me why this guy works with us at ISI? Do we even do background checks anymore, or are we going to start hiring illegal aliens next week. What a joke. The reality is that your shelf life, even as a top rep is MAYBE 2.5 years as a rep at ISI. The quota model is just not reproducible or realistic. If you don't believe me then interview and find out for yourself.
 



Anonymous said:
or you could work with that ass clown Greg Finnegan in Ann Arbor, whos been fired from just about every job hes ever held. What is a loser that guy is. I heard he got caught stealing money from his reps at Covidien and when management found out about his antics, along with his AVP's harassment and firing antics, Covidien fired both of them. Can someone tell me why this guy works with us at ISI? Do we even do background checks anymore, or are we going to start hiring illegal aliens next week. What a joke. The reality is that your shelf life, even as a top rep is MAYBE 2.5 years as a rep at ISI. The quota model is just not reproducible or realistic. If you don't believe me then interview and find out for yourself.
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The quota model? Gimme a break! Each CSD and AVP set quotas based on the volume from the previous quarter. It's simple. If you hit your quota or exceed it, you'll probably get a 10-15% increase based on that. If you don't, you're quota comes from how you ended the previous quarter.
Shelf life of reps is mostly based on Clinical Sales Managers and Clinical Sales Directors. Plain and simple. They directly impact the quality of life for reps and either drive good people away or build great teams. Look around the country. The areas that do the best at ISI are the areas with great Clinical management like the Southeast and SouthCentral regions. Those managers get it and lead by example with enthusiasm. What keeps our top management up at night is not procedure volume or if the stock is gonna go up or down a few bucks today. It's the fact that middle management can absolutely destroy solid clinical sales teams or build amazingly successful teams that get standing ovations at our WWSM's. That's the bottom line.
 



Anonymous said:
The quota model? Gimme a break! Each CSD and AVP set quotas based on the volume from the previous quarter. It's simple. If you hit your quota or exceed it, you'll probably get a 10-15% increase based on that. If you don't, you're quota comes from how you ended the previous quarter.
Shelf life of reps is mostly based on Clinical Sales Managers and Clinical Sales Directors. Plain and simple. They directly impact the quality of life for reps and either drive good people away or build great teams. Look around the country. The areas that do the best at ISI are the areas with great Clinical management like the Southeast and SouthCentral regions. Those managers get it and lead by example with enthusiasm. What keeps our top management up at night is not procedure volume or if the stock is gonna go up or down a few bucks today. It's the fact that middle management can absolutely destroy solid clinical sales teams or build amazingly successful teams that get standing ovations at our WWSM's. That's the bottom line.
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You are so blind.

I was with ISI for 4 years. 10-15% quota lift each quarter is pretty close. Except for the day when they want to get rid of you. Mine went to 40% lift in 1 qtr (with no new greenfields). Every other csr around me got the standard 10-15% lift.

There is no mistaking that message when you see it.

One way or another, everyone has a shelf life. They will find a way to get rid of you. You are becoming too costly for them to carry at the lower stock price from a few years ago.

Youre either a yes-man and have to climb the ladder, or you are not worth keeping around.
 



You are spot on regarding cost to keep reps on who have low stock options. I think that has been one of the common denominators with all the firings over the past couple of years.
 



Anonymous said:
You are spot on regarding cost to keep reps on who have low stock options. I think that has been one of the common denominators with all the firings over the past couple of years.
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That's such a stupid point. Stock options? Really? They mean jack. Especially now that the stock is so high. I have exercisable options right now that are worthless until the stock gets back up over $550 per share. It's not quotas or stock options that make or break our sales force. It's needing to hire more and more quality middle managers (CSMs).
 



Anonymous said:
That's such a stupid point. Stock options? Really? They mean jack. Especially now that the stock is so high. I have exercisable options right now that are worthless until the stock gets back up over $550 per share. It's not quotas or stock options that make or break our sales force. It's needing to hire more and more quality middle managers (CSMs).
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Exactly
 



Anonymous said:
That's such a stupid point. Stock options? Really? They mean jack. Especially now that the stock is so high. I have exercisable options right now that are worthless until the stock gets back up over $550 per share. It's not quotas or stock options that make or break our sales force. It's needing to hire more and more quality middle managers (CSMs).
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Are you really that blind?

A CSR making $200k-$225k +another $75k-$100k in stock options (from stock price a few years ago)... DO you really think JA considers them hungry enough to chase after 1/week GYNs hacks?

JA & mgmt want the next waive of hungry reps, that help grow the business.

The fact that you consider them worthless will put a bullseye on your back. Better double down on your energy, experience, capacity, and character.... Otherwise, youll be next on the street.

But I do agree with your point about middle mgmt. They are very weak.
 



Anonymous said:
Are you really that blind?

A CSR making $200k-$225k +another $75k-$100k in stock options (from stock price a few years ago)... DO you really think JA considers them hungry enough to chase after 1/week GYNs hacks?

JA & mgmt want the next waive of hungry reps, that help grow the business.

The fact that you consider them worthless will put a bullseye on your back. Better double down on your energy, experience, capacity, and character.... Otherwise, youll be next on the street.

But I do agree with your point about middle mgmt. They are very weak.
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Where are you getting the $75-100K in stock options figure from? I think you're way off. They used to give away a ton of options but those days have come and gone.

Trust me. Senior management does not fire all the folks with a tenure of more than a few years because of stock options.
 



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