Why Don't The CTL's Have to Work Under Constant Threat of Being Pushed Out too?

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Anonymous

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No other industry protects their middle managers like Big Pharma…

It is truly bizarre how much power and money is bestowed upon these folks,
and they have, (for the most part) total job security.

Why shouldn't they have to worry constantly about their jobs like the reps do??

At least the reps actually do something…Well, at least part of the time…

Why pay CTLs this crazy money when they are not needed?? What a total joke!!

FU MERCK!
 




Anonymous said:
No other industry protects their middle managers like Big Pharma…

It is truly bizarre how much power and money is bestowed upon these folks,
and they have, (for the most part) total job security.

Why shouldn't they have to worry constantly about their jobs like the reps do??

At least the reps actually do something…Well, at least part of the time…

Why pay CTLs this crazy money when they are not needed?? What a total joke!!

FU MERCK!
Click to expand...

You are a fucking troll, recognize that 50 to 60 percent of primary care ctls we're let go during the last re org. Plus some of these poor bastards are driving across states to see their reps. Shut your pie hole and realize that you're lucky to still have a job. Now fill the sample closet
 








Anonymous said:
What crazy money? I've seen their pay range. It's not much more than a rep. Or S3 for that matter. I know a few CTLs who get paid less than some of their reps.
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You mean reps with plenty of years in! Unless you hit 15 years as a rep you are probably paid on the low end.

I know reps with masters education and top banana experience and their typing major coworkers are the ones making bucks.. Truth is you can be are a nurse or doctor and a pre-K schoolteacher will be the chosen one!

Bottom line ...what you think brings value just ant so!
 




Anonymous said:
You are a fucking troll, recognize that 50 to 60 percent of primary care ctls we're let go during the last re org. Plus some of these poor bastards are driving across states to see their reps. Shut your pie hole and realize that you're lucky to still have a job. Now fill the sample closet
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How is it that all the PC managers we knew got placed already? Not so with our coworker reps. What's really going on?
 
















Anonymous said:
What crazy money? I've seen their pay range. It's not much more than a rep. Or S3 for that matter. I know a few CTLs who get paid less than some of their reps.
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You don't think 175K plus benefits is crazy money for babysitting a few reps and pushing out the old ones??

Most of the time, they sit around in their bathrobes, or just forward emails...
 




Well reps are worth more to the sales process than a manager.
What does a manager do? Key accounts? Nope. My manager never went in one or even ask to.
Plan or attend speaker programs? C'mon.
" Coaching"? Most of what my last manager tried to tell me about clinical uses of Merck products as wrong.
Have you ever ask a physician why he sees you with a manager? " I thought it helped you."
" Not really. He's there to ' grade ' me and evaluate our interaction. Ask you a lot of inane questions, while not telling you anything you haven't already heard from me. Do have that kinda time?"
The position is obsolete at best and most managers exhibit rampant favoritism within their districts at worst, which often has nothing to do with performance. Since most functions they have done in the past are now automated their role appears to be " coaching" an exercise that most perform badly. They get an " office day" were they spend a few minutes shuffling meaningless spreadsheets then the rest of the day on personal errands or golf or spa or whatever. That's why so many TC's are on Friday. To give them something to do.
Solution- fire managers. Replace with objective, even third party trainers to do ride alongs, and structured on going professional sales training, reporting only to regional. This will immediately do away with the rampant favoritism, outright nepotism and sometimes outright unethical possibly illegal employer-employee activities that some managers engage in. It would be less expensive and more effective and efficient than the current model. The reps would certainly respond better than a 1-2 a month charade that takes place now.
 




Anonymous said:
Well reps are worth more to the sales process than a manager.
What does a manager do? Key accounts? Nope. My manager never went in one or even ask to.
Plan or attend speaker programs? C'mon.
" Coaching"? Most of what my last manager tried to tell me about clinical uses of Merck products as wrong.
Have you ever ask a physician why he sees you with a manager? " I thought it helped you."
" Not really. He's there to ' grade ' me and evaluate our interaction. Ask you a lot of inane questions, while not telling you anything you haven't already heard from me. Do have that kinda time?"
The position is obsolete at best and most managers exhibit rampant favoritism within their districts at worst, which often has nothing to do with performance. Since most functions they have done in the past are now automated their role appears to be " coaching" an exercise that most perform badly. They get an " office day" were they spend a few minutes shuffling meaningless spreadsheets then the rest of the day on personal errands or golf or spa or whatever. That's why so many TC's are on Friday. To give them something to do.
Solution- fire managers. Replace with objective, even third party trainers to do ride alongs, and structured on going professional sales training, reporting only to regional. This will immediately do away with the rampant favoritism, outright nepotism and sometimes outright unethical possibly illegal employer-employee activities that some managers engage in. It would be less expensive and more effective and efficient than the current model. The reps would certainly respond better than a 1-2 a month charade that takes place now.
Click to expand...

Bravo!! Someone gets it…good suggestion too about the 3rd party ride-a-long but it will never happen at Merck…it just makes too much sense...
 




Anonymous said:
Bravo!! Someone gets it…good suggestion too about the 3rd party ride-a-long but it will never happen at Merck…it just makes too much sense...
Click to expand...

I believe the corner offices in corporate know the DM is passé. Has been for a long time. However, the DM - CTL is a crucial spoke for the RDs and VPs to remain relevant. Without the DM you have no RD/VP. Do you think these ego maniacs are going to put themselves out of the hog pen?
 




Notice how some of the contract companies have a quick hire method for CTLs! Have a buddy give you a few good words and the door swings open. Even canned managers known for their lackings and big offenses in the field get the silver spoon!

Hard working reps looking for a new gig get no such luck. No special favors for them!

A payday payoff to take the canning process...then minutes later getting handed a cushy new job! What a life of privledge!
 




Anonymous said:
My last manager told me that 4 out of his 10 reps made more money than him. So to the OP, you are truly a ingrate
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Low paid rep here who was cut for no solid or real reason. I want to know how many others like me were cut so unfairly. Was age a factor? Still have years ahead I need to work. Job market is horrible.
 




Anonymous said:
Bravo!! Someone gets it…good suggestion too about the 3rd party ride-a-long but it will never happen at Merck…it just makes too much sense...
Click to expand...

There are 3rd party individuals that are currently going into field to shadow reps and check for compliance and delivery of marketing messages. I know of a few that received notification a short while before they had to do these special ride alongs. I am not a fan of this. I can only imagine that they are considering the use of external resources to manage Merck's assets vs paying CTLs for doing nothing except driving reps crazy and delegating all of their work to "special assignments"
 




Anonymous said:
Low paid rep here who was cut for no solid or real reason. I want to know how many others like me were cut so unfairly. Was age a factor? Still have years ahead I need to work. Job market is horrible.
Click to expand...

Problem with an abusuve manager? Suspect not willing to ignore it might get you the exit slip and hefty $ losses.
 




Anonymous said:
No other industry protects their middle managers like Big Pharma…

It is truly bizarre how much power and money is bestowed upon these folks,
and they have, (for the most part) total job security.

Why shouldn't they have to worry constantly about their jobs like the reps do??

At least the reps actually do something…Well, at least part of the time…

Why pay CTLs this crazy money when they are not needed?? What a total joke!!

FU MERCK!
Click to expand...

Um, the only and correct answer for why CTLs are untouchable is Corporate Integrity Agreement. Merck is shackled to having a set number of oversight controls to pay for off label misdeeds of the past. We know this doesn't do what is intended but it looks good on paper.
 




Anonymous said:
Um, the only and correct answer for why CTLs are untouchable is Corporate Integrity Agreement. Merck is shackled to having a set number of oversight controls to pay for off label misdeeds of the past. We know this doesn't do what is intended but it looks good on paper.
Click to expand...

Sort of makes sense I suppose, but why the crazy "job for life" compensation??

It is absurd that some nitwit Merck CTL is making more money than many of the physicians
out there…??

that is just crazy!
 








You have made it in life if have ever had the CTL title!

No such thing as getting cut from a job.
It means you get a payoff and a brand new path reserved for the big wheels!

No CTL should ever complain!
If they do its back to the rep level with no favors!
 




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