What can we all do to help the company survive?

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Anonymous said:
Go Nycomed!!! What's gonna happen with the softball team? Many key players are no longer with the company. What're we gonna do?!!!
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Finally, a post that's worth something lol. The softball team was one of the few things left from the "good days". Hope they have a team this year. Nycomed needs soemthing real to get behind.
 












Everyone is working so hard, HR is crying the blues because they are working overtime! Sales and Training is busting their hump! Manufacturing is pumping hard! *All this bitching and complaining for what? *The reality is that nobody is working as hard as they should be! *These senior managers hold these titles, wipe their asses with their paychecks because they make a shit load of money and for what? *Sit in a few meetings or pick up a few calls then be out of the office or not pick up their phones to answer our questions? *Who can we depend on? *Perhaps SA should keep a closer eye on his top leadership team and hold these people accountable for putting in an honest day's work like the rest of us who work our tails off with no recognition while upper management is out of the office or pushing a pencil around all day and being rewarded for what exactly? *What have they done for us lately? *Bonuses are a joke! *Merit increases are a joke! *What have you done for us? *The reps are out there everyday without the tools we need day in and day out. Management sits on their asses all day and their wallets keep getting fatter with zero effort! *Everyone should be held accountable! *Can't tell you how many times I have tried calling people in HO and they're conveniently out of the office and unreachable! *Is this how we are supposed to and expected to succeed when our leaders are out playing golf all day or lord knows what and us have no one rely on? *All this hype about our core values and what we stand for as a company is just a load of manure! *This place is a sinking ship with utter clowns steering the wheel! *That is a fact not an opinion! *Another fact is that upper management members are not reliable and never there when they are needed! *I was always under the impression that they should be accessible and reachable at all times but unfortunately have experienced the opposite! *Perhaps this is a sign of what's to come?*The only way to rebound here is for SA to open up his eyes and stop following in the previous misguided backwash! MS is worthless and I believe my adolescent son could do a better job! MK is worthless and clueless! RL is a monkey who doesn't have a clue how to dress much less anything else! Again, sinking ship! Hold out hope all you want but be realistic, this is a lost cause!
 






Everyone is working so hard, HR is crying the blues because they are working overtime! Sales and Training is busting their hump! Manufacturing is pumping hard! *All this bitching and complaining for what? *The reality is that nobody is working as hard as they should be! *These senior managers hold these titles, wipe their asses with their paychecks because they make a shit load of money and for what? *Sit in a few meetings or pick up a few calls then be out of the office or not pick up their phones to answer our questions? *Who can we depend on? *Perhaps SA should keep a closer eye on his top leadership team and hold these people accountable for putting in an honest day's work like the rest of us who work our tails off with no recognition while upper management is out of the office or pushing a pencil around all day and being rewarded for what exactly? *What have they done for us lately? *Bonuses are a joke! *Merit increases are a joke! *What have you done for us? *The reps are out there everyday without the tools we need day in and day out. Management sits on their asses all day and their wallets keep getting fatter with zero effort! *Everyone should be held accountable! *Can't tell you how many times I have tried calling people in HO and they're conveniently out of the office and unreachable! *Is this how we are supposed to and expected to succeed when our leaders are out playing golf all day or lord knows what and us have no one rely on? *All this hype about our core values and what we stand for as a company is just a load of manure! *This place is a sinking ship with utter clowns steering the wheel! *That is a fact not an opinion! *Another fact is that upper management members are not reliable and never there when they are needed! *I was always under the impression that they should be accessible and reachable at all times but unfortunately have experienced the opposite! *Perhaps this is a sign of what's to come?*The only way to rebound here is for SA to open up his eyes and stop following in the previous misguided backwash! MS is worthless and I believe my adolescent son could do a better job! MK is worthless and clueless! RL is a monkey who doesn't have a clue how to dress much less anything else! Again, sinking ship! Hold out hope all you want but be realistic, this is a lost cause!
 






Stop bringing in one overpriced consultant group after another. They have added zero or no value.
Practice of CAPA's for every error should be reviewed. Most only slow the business down to a snails pace and do not improve anything .
Condescending ,Egotistical ,Greater than Thou behavior must stop by everyone.
Especially at the top.
Comminicate via phone or walk to the person /department area and speak face to face with the workers. It goes a long way !
 






I'm at about a 50% agreement rate with the comments here. I'm betting that most of the negative, mean and harsh posts are born of disgruntled haters who may or may not still be with the company. That being said, they make some valid points.

Much must change for the company to thrive once again. But its going to be management and the people in the trenches. Management must lead the way, but if you're only a soldier you must do your part as well.

And true, CAPA's must be meaningful. Too long they seemed to be born out of a need just to say we did something. Anything. Even though they never were even close to the root cause. And that's just a start. On the manufacturing side there are many hurdles to overcome. My fear is that we will try to change EVERYTHING all at once. We know that will end only one way. Give people tools, resources and time enough to do it right, and only have to do it once. Those on the inside know how most of the rushed projects were wrought with issues due to not taking the time really needed for a successful outcome.

If something is need NOW, like it always is, then give them extra resources to get it done. Don't wait for them to ask. Good Managers(although at Nycomed they are more like workers), Directors, etc... should be able to see where the stress points are in their area.

And I agree about less consultants also. Give the local managers more people, even on a contract basis who work under them and help them facilitate change within their area. Most of them are way too overloaded with day to day document reviews and approvals, routine departmental tasks and maintaining business that they cant possibly effectively drive the changes that are needed.

It seems most posts here are from the folks in the MV/HV plants. I'd like to hear about the challenges faced by the sales folks out in the field. What are our customers thinking these days with the unavailability of products because they're on internal hold? With all the recalls of late, do our customers still have faith in our formulations? Do you? I really want to know.
 






Anonymous said:
I'm at about a 50% agreement rate with the comments here.
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So what don't you agree with? I'd say the last 2 or 3 posts have been pretty acurate, right down to RL's sweet-sixteen DJ vest.

Riddle me this:
How do people get behind management they barely see, and/or don't trust?

How do you deal with disgruntled haters? Not all of them are as obvious about it as others.

How do you get rid of consultants when hiring freezes and head count restiction get handed down every other month from another continent?

How do you reduce CAPA's when nobody has the balls to say "it isn't a CAPA" for fear of their own ass?

I agree with what you write 100%, but you provide the ends without any means.
 






Anonymous said:
So what don't you agree with? I'd say the last 2 or 3 posts have been pretty acurate, right down to RL's sweet-sixteen DJ vest.

Riddle me this:
How do people get behind management they barely see, and/or don't trust?

How do you deal with disgruntled haters? Not all of them are as obvious about it as others.

How do you get rid of consultants when hiring freezes and head count restiction get handed down every other month from another continent?

How do you reduce CAPA's when nobody has the balls to say "it isn't a CAPA" for fear of their own ass?

I agree with what you write 100%, but you provide the ends without any means.
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You speak in absolutes when that's not the case.
There is some good management there. They are visible, they listen and take some action. No, they're not perfect, but it's better than what was.
As far as disgruntled haters; That's a tough one. We're dealing with very strong emotions there. Personally, I try so speak with them as I come across them. Explain that there are signs of life and improvement and that what they do is valuable and their voice is heard more than they think. To others points though; If they no longer care and aren't part of the solution, they should find another place to work. While easier said than done, the unfortunate reality is that this company requires more than they are willing to give it at this point. I won't debate whether it's fair and righteous, but it is the current reality.
Some people do have the balls to fight nonsensical CAPA's. Two of the biggest offenders of "CAPA for CAPA's sake" are no longer with the company. For that reason alone, things should improve at least a little. But having people to talk some sense, who's voice is actually heard, is key and I'm sure you agree.

Lastly, it is unfortunately easier to to say "We need to be here", but not yet have the exact plan to get there. One of the challenges of management is knowing where you have to be, but not knowing exactly how we'll get there. Even the most well orchestrated plans have flaws and require change on the fly. I've never worked anywhere that any one person, group or anyone had all the answers on how to get from A to B.
One of the things that keeps companies alive is the never ending need for improvement.

All this being said, I will not disagree on the mistakes the company has made, but it has been widespread and going on for many years. Long enough that the good old days were giving everyone a false sense of security. Bad people at the top, middle and bottom if you ask me. We had bad legacy systems and staff, and then came some ignorant newcomers who didn't understand what they were working with and sometimes seemed to make random decisions. But again I'll repeat, it wasn't EVERYONE. There are key long timers and new comers who will be key to the success of this company.

At this time I don't even like talking about new or old employees (Yes I know I did). Moving forward, let's just speak of whether we have the right people now. Whether or not they have the tools to do what's necessary and if the current management has provided a plan and some resources to execute.
 






"Even the most well orchestrated plans have flaws and require change on the fly."
Require change on the fly...where are we in the hood in south LA? *Well structured companies shouldn't require "change on the fly". These plans should be well thought out and executed because they are proven to drive results and succeed. It's not like someone out there said let's drop a motor and some pieces of metal under the hood of the car and hope the car runs once you turn the ignition. We need talented people at the helm and if your theory is that we will require canges on the fly each time we have a crisis to avert then we are in some serious trouble with these incompetent people/attitudes running the show!*

"I've never worked anywhere that any one person, group or anyone had all the answers on how to get from A to B."
Perhaps if management listened a bit and stepped off the soap box more often they would realize that there are some valuable voices to be heard. *Problem is there are more leaders than followers. The key here is to lead by example, something many members of management could use a lesson on.

"One of the things that keeps companies alive is the never ending need for improvement."
Problem here is that when a company's never ending need to improve involves every aspect of the business that's a problem. It's like the big elephant in the room that management chooses to throw a sheet over and think no one will notice.*

If you want improvement in the business clean up the management ladder and replace them with managers who actually work! * *
 






Anonymous said:
"Even the most well orchestrated plans have flaws and require change on the fly."
Require change on the fly...where are we in the hood in south LA? *Well structured companies shouldn't require "change on the fly". These plans should be well thought out and executed because they are proven to drive results and succeed. It's not like someone out there said let's drop a motor and some pieces of metal under the hood of the car and hope the car runs once you turn the ignition. We need talented people at the helm and if your theory is that we will require canges on the fly each time we have a crisis to avert then we are in some serious trouble with these incompetent people/attitudes running the show!*

"I've never worked anywhere that any one person, group or anyone had all the answers on how to get from A to B."
Perhaps if management listened a bit and stepped off the soap box more often they would realize that there are some valuable voices to be heard. *Problem is there are more leaders than followers. The key here is to lead by example, something many members of management could use a lesson on.

"One of the things that keeps companies alive is the never ending need for improvement."
Problem here is that when a company's never ending need to improve involves every aspect of the business that's a problem. It's like the big elephant in the room that management chooses to throw a sheet over and think no one will notice.*

If you want improvement in the business clean up the management ladder and replace them with managers who actually work! * *
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You know things are screwed when us the employee have to spell things out for management. Who ever wrote the post you quoted needs to leave their cushy office in NJ and actually come to Melville once in a while.

"There is some good management there. They are visible, they listen and take some action."

Hopefully upper management realizes that people have two sides -the side they show to people above them and the side they to show people below them.
 






Anonymous said:
You know things are screwed when us the employee have to spell things out for management. Who ever wrote the post you quoted needs to leave their cushy office in NJ and actually come to Melville once in a while.

"There is some good management there. They are visible, they listen and take some action."

Hopefully upper management realizes that people have two sides -the side they show to people above them and the side they to show people below them.
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Good point. Since New Joizee managers enjoy being on the road so much and out of the office perhaps having rotations to the Melville office would do them some good. They can still get out for sone fresh air only this wau they drive to Strong Island and work from our cozy office building instead. We have some empty offices available for the NJ folks. Any takers? Please raise your hand!
 






I'm new to the postings here, but I have read them all. I see the same theme again and again....It's all managements fault. They do bear the most responsibility, but at least place some blame where it's due. Legacy employees who are so far out of their league it's not even funny. They wouldn't survive in a cupcake factory. Hell, they're not even good enough to work in the Chicago Meat Packing District of the early 20th century. Anyone who has worked in pharma for any length of time should get the reference.

And yes, you can blame management for that...PREVIOUS MANAGEMENT.

Some of the dead wood is now gone, but every day, bar none, we find more legacy practices and procedures that current management doesn't even know about. Do you know why? Because the idiots who have been there for twenty plus years aren't smart enough to recognize that what they're doing is wrong. Current management is so involved full time in trying to change things that they cant (and shouldn't have to) babysit the incompetents who somehow made it up to supervisor, manager and above. If you spent even a minute in the factory the last ten years you would know this to be true.

Point is, responsibility lies on all levels. Keep rotating management in and out and then only the idiots will be there to lock the doors on the way out.

You're right, there is some bad management. And I'm right, there are some really bad employees.

All I know is I'm glad I got out when I did. I still speak with many current employees and they are miserable. Not all of them, but many. Even if the place survives, and I hope it does, from a singular employee's perspective, it's not worth the trip to get there.
 






Anonymous said:
I'm new to the postings here, but I have read them all. I see the same theme again and again....It's all managements fault. They do bear the most responsibility, but at least place some blame where it's due. Legacy employees who are so far out of their league it's not even funny. They wouldn't survive in a cupcake factory. Hell, they're not even good enough to work in the Chicago Meat Packing District of the early 20th century. Anyone who has worked in pharma for any length of time should get the reference.

And yes, you can blame management for that...PREVIOUS MANAGEMENT.

Some of the dead wood is now gone, but every day, bar none, we find more legacy practices and procedures that current management doesn't even know about. Do you know why? Because the idiots who have been there for twenty plus years aren't smart enough to recognize that what they're doing is wrong. Current management is so involved full time in trying to change things that they cant (and shouldn't have to) babysit the incompetents who somehow made it up to supervisor, manager and above. If you spent even a minute in the factory the last ten years you would know this to be true.

Point is, responsibility lies on all levels. Keep rotating management in and out and then only the idiots will be there to lock the doors on the way out.

You're right, there is some bad management. And I'm right, there are some really bad employees.

All I know is I'm glad I got out when I did. I still speak with many current employees and they are miserable. Not all of them, but many. Even if the place survives, and I hope it does, from a singular employee's perspective, it's not worth the trip to get there.
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Anywhere you work you will get the bad employer / bad employee, he said / she said game. No company is perfect. But from someone who saw first-hand how certain managers run their business, it's only a matter of time before it all catches up to them. ie, VP's who encourage off-label promoting / marketing. People wake up and smell the coffee! This company is setting itself up for a major disaster. Riddle me this - why does failure seem to follow where ever Bradley employees go? Sounds to me like Nycomed purchased more than just a bad pipeline and forecast, but more so, some bad management that is going to run this ship into the ground! Time to throw these worthless managers overboard and keep steering forward. How long before Global Nycomed catches on to all this incompetency and decides to cut its losses and sell the US division off to the highest bidder.

I too have moved on and am thankful I left when I did. But based on the information and conversations I've had with folks who are still working here it is bad news.

I agree with the previous poster and it is absolutely not worth the trip to get anywhere and sadly, hasn't been for a while.
 






You all sound so miserable and if that's the case then its time to start looking to venture out and find another place to work. This is not the only pharmaceutical company to work for. If you're not part of the problem and you can't contribute to the solution then its time to re-evaluate.
 






Anonymous said:
You all sound so miserable and if that's the case then its time to start looking to venture out and find another place to work. This is not the only pharmaceutical company to work for. If you're not part of the problem and you can't contribute to the solution then its time to re-evaluate.
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Well said.
 






Anonymous said:
And yes, you can blame management for that...PREVIOUS MANAGEMENT.

Some of the dead wood is now gone, but every day, bar none, we find more legacy practices and procedures that current management doesn't even know about. Do you know why? Because the idiots who have been there for twenty plus years aren't smart enough to recognize that what they're doing is wrong. Current management is so involved full time in trying to change things that they cant (and shouldn't have to) babysit the incompetents who somehow made it up to supervisor, manager and above. If you spent even a minute in the factory the last ten years you would know this to be true.
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Youre right ,some of the dead wood is gone but some also got promoted.
Many of us "IDIOTs" spoke up about bad practices and procedures and were told to shut up or given the hand. If Upper management chooses not to act on problems, are we still the incompentents? Most everyday folks are worn out from the beat downs over the last few years and long long hours to even fight the fight anymore. What would you do if you had a million dollars?
 












Anonymous said:
Youre right ,some of the dead wood is gone but some also got promoted.
Many of us "IDIOTs" spoke up about bad practices and procedures and were told to shut up or given the hand. If Upper management chooses not to act on problems, are we still the incompentents? Most everyday folks are worn out from the beat downs over the last few years and long long hours to even fight the fight anymore. What would you do if you had a million dollars?
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Perhaps you were told to shut up or were given the hand. And that is unfortunate. But that was then! This is now! What are you doing? You all have had a voice and a chance to step up for quite some time. For the last several years there have been people who have made themselves available to you and offered assistance and had the ears of key people. What are you waiting for? Be a part of the solution!!!

No more pointing fingers. Us, them, new old, whatever. If you have the know how to get things changed, speak up as loud as you can. Take a hard look at the guys in charge in the home office. The want to know. They want to succeed. Fix what's broken and move on to greater success. Be a part of it!!! Maybe we will fail, but if you're still there, why not try?
 






Anonymous said:
Perhaps you were told to shut up or were given the hand. And that is unfortunate. But that was then! This is now! What are you doing? You all have had a voice and a chance to step up for quite some time. For the last several years there have been people who have made themselves available to you and offered assistance and had the ears of key people. What are you waiting for? Be a part of the solution!!!

No more pointing fingers. Us, them, new old, whatever. If you have the know how to get things changed, speak up as loud as you can. Take a hard look at the guys in charge in the home office. The want to know. They want to succeed. Fix what's broken and move on to greater success. Be a part of it!!! Maybe we will fail, but if you're still there, why not try?
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we are speaking up now. read the posts on this board. there are managers here who talk the talk but don't walk the walk. perhaps management members need to take a closer look at what some the svp's, vp's, sr. directors and directors are doing on a daily basis at the home office. are they working or are they just showing up at work? i believe there is a difference would you not agree? anyone can wake up get dressed and drive to work. question is, when they get there what are they doing for 8 hours? accountability is key here in the success of this company's future and forward movement. if managers aren't being held accountable for themselves how can any of the employees follow the leader if the leader is absent or not leading by example. it's a free for all at these management levels; show up, not show up; do some work; not do some work. is that all it takes to earn a paycheck at this company if you work in the home office? dump all the work on the employees then run off and play golf or go entertain physician's on the company's dime. these circumstances aren't conducive to the attitude being portrayed in these videos being sent out to come together and unite as one team and be part of the resolve; being mindful and cautious with our spending and that layoffs were detrimental to the goals set in place for the future of the company, all the while entertaining costs are ludicrous and they all just keep on spending and expensing it all away. instead, why not cut back on the entertaining costs and spread that money around to the employees who work hard for you and compensate them instead of only rewarding the top sales folks with overgenerous trips and prizes. you ask us to speak up because times are different; that was then and this is now. if that's the case let us see if anyone is listening and if any steps will be taken to begin holding everyone accountable at all levels, not only the employees who sit and follow orders but primarily the managers with fancy titles who are the ones giving the orders.
 






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