Why great people leave

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anonymous

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Leaders - if you are reading this thread, the reason why good people leave is because you mid/higher mid managers lacks the ability at their level to comprehend and make informed decisions. Basically they won’t cut it in other big Pharmas in parallel level. Yet their ego is so big that the underlings end up running round in circles creating gaps all over the place. if Mother Merck wants to keep talent, please do a clean up of you mid to high level management!
 




anonymous said:
Leaders - if you are reading this thread, the reason why good people leave is because you mid/higher mid managers lacks the ability at their level to comprehend and make informed decisions. Basically they won’t cut it in other big Pharmas in parallel level. Yet their ego is so big that the underlings end up running round in circles creating gaps all over the place. if Mother Merck wants to keep talent, please do a clean up of you mid to high level management!
Click to expand...

A bit wordy but GREAT POINT chap!

Here is the problem in PhRMA sales management,
For years the skills and real leadership acumen (both intellectual and emotional) as significantly declined.
This "gap" has not been closed with millions spent trying to educate these average/ below average managers.
Therefore, of course, the things good to great managers "actual leaders" do are few and far between. Rare.
So the gap grows wider and deeper. The organization knows this but can't figure out how to change it.

You said, it, whether it is at MRK, BMY (a classic case of political insect inbred deterioration); AZN (ugh); PFE (unimpressed); AMGN (in love with themselves); JNJ (picture of mediocrity). Why does it really persist? An artificial means, essentially unconstrained ability to boost profitability year in, year out. If that was NOT there; many would be gone, YESTERDAY. That's how much a joke it is.

The only way to really change this is to dump the huge amount of dead weight in management. Here's the problem "junior": Who do you replace them with? You? Her on the outside? A protected status, pushed forward too far too fast, overmatched candidate? Who with all do respect?

But they should take that risk as these managers are killing this company and several others.
 




anonymous said:
Leaders - if you are reading this thread, the reason why good people leave is because you mid/higher mid managers lacks the ability at their level to comprehend and make informed decisions. Basically they won’t cut it in other big Pharmas in parallel level. Yet their ego is so big that the underlings end up running round in circles creating gaps all over the place. if Mother Merck wants to keep talent, please do a clean up of you mid to high level management!
Click to expand...
We "lacks the ability"? I certainly hope you are on a list, this sounds like it was written by someone with a 6th grade education. Mother Merck can't afford to keep that type of "talent"...
 




Show me any organization where both their pricing power and access to customers is declining and I will show you performance issues, leadership issues and culture issues at every level.
 




anonymous said:
A bit wordy but GREAT POINT chap!

Here is the problem in PhRMA sales management,
For years the skills and real leadership acumen (both intellectual and emotional) as significantly declined.
This "gap" has not been closed with millions spent trying to educate these average/ below average managers.
Therefore, of course, the things good to great managers "actual leaders" do are few and far between. Rare.
So the gap grows wider and deeper. The organization knows this but can't figure out how to change it.

You said, it, whether it is at MRK, BMY (a classic case of political insect inbred deterioration); AZN (ugh); PFE (unimpressed); AMGN (in love with themselves); JNJ (picture of mediocrity). Why does it really persist? An artificial means, essentially unconstrained ability to boost profitability year in, year out. If that was NOT there; many would be gone, YESTERDAY. That's how much a joke it is.

The only way to really change this is to dump the huge amount of dead weight in management. Here's the problem "junior": Who do you replace them with? You? Her on the outside? A protected status, pushed forward too far too fast, overmatched candidate? Who with all do respect?

But they should take that risk as these managers are killing this company and several others.
Click to expand...


One of the best statements on CafePharma. Well done
 




anonymous said:
A bit wordy but GREAT POINT chap!

Here is the problem in PhRMA sales management,
For years the skills and real leadership acumen (both intellectual and emotional) as significantly declined.
This "gap" has not been closed with millions spent trying to educate these average/ below average managers.
Therefore, of course, the things good to great managers "actual leaders" do are few and far between. Rare.
So the gap grows wider and deeper. The organization knows this but can't figure out how to change it.

You said, it, whether it is at MRK, BMY (a classic case of political insect inbred deterioration); AZN (ugh); PFE (unimpressed); AMGN (in love with themselves); JNJ (picture of mediocrity). Why does it really persist? An artificial means, essentially unconstrained ability to boost profitability year in, year out. If that was NOT there; many would be gone, YESTERDAY. That's how much a joke it is.

The only way to really change this is to dump the huge amount of dead weight in management. Here's the problem "junior": Who do you replace them with? You? Her on the outside? A protected status, pushed forward too far too fast, overmatched candidate? Who with all do respect?

But they should take that risk as these managers are killing this company and several others.
Click to expand...

Exactly that. Dump the dead weight; hire new blood or diamond-in-the-rough leaders. Only need a few good leaders to make a difference. Reset the culture where managers are held to their job as managers.
Problem in Merck: managers are expected to chase after the medals rather than performing their bread and butter i.e. to mentor, groom and manage. Result: Merck ends up with a ‘subscribe to my club’ culture where even aspiring or junior managers are forced into the fit-in or stay invisible mode.
 




anonymous said:
We "lacks the ability"? I certainly hope you are on a list, this sounds like it was written by someone with a 6th grade education. Mother Merck can't afford to keep that type of "talent"...
Click to expand...

Sounds like the dead weight management is reading this post. No wonder the company is sliding in performance while the likes of you troll through forum threads & picking on others’ grammatical errors.
 




anonymous said:
Sounds like the dead weight management is reading this post. No wonder the company is sliding in performance while the likes of you troll through forum threads & picking on others’ grammatical errors.
Click to expand...

This company is currently a one trick pony with a therapy that does not need a salesforce.

Get over yourself... This is pharma sales/promotion...
 




Besides Keytruda, what's the product line? What's in the pipeline---a COVID vaccine? Ha.

MRK was in a league of its own for decades---Breakthrough blockbuster drugs and too many to promote. Then upper management needlessly minimized negative cardiovascular results about VIOXX. Why? VIOXX was still a great product with low GI side effects.

It was downhill from there. And it's amazing that there's a saleforce.
 








Why people leave? Tired of the tacky woke emails by leadership. You literally added D&I as an objective for employee development. We aren't 12 years old, it's going to bite you in the ass acknowledging only certain hate crimes.
 




anonymous said:
Leaders - if you are reading this thread, the reason why good people leave is because you mid/higher mid managers lacks the ability at their level to comprehend and make informed decisions. Basically they won’t cut it in other big Pharmas in parallel level. Yet their ego is so big that the underlings end up running round in circles creating gaps all over the place. if Mother Merck wants to keep talent, please do a clean up of you mid to high level management!
Click to expand...

Great post. Most managers in biotech are 40 or younger. The role is kept fresh and you aren't permitted to stay too long, "step up or step out" is the motto. At Merck, these managers are over 50 lifers using the same coaching they did 15 years ago. Thankfully we are considering the recent AT&T management banding model. The max salary would be 168k, forcing managers to take higher roles and allowing others (youngins) to enter management. The other consideration is to rid managers like some biotechs. Cut out the middlemen manager and RSD runs the gamut. A dude in India approves your expenses and HQ training has field visit touchpoints remotely. You DO NOT want to be a field sales manager in the next 12 months.
For reps, unless you are onc, you are toast. The model is contractual with real-time digital marketing. Think about it, the cost of a rep and manager entering an office to sell Januvia? HQ can easily send HCP emails with sample vouchers, messaging and formulary updates. Boom, 500k saved alone on those two parking lot pirates. Get your affairs in order my friends, you've been warned, get your resume ready, red alert, changes are a comin.
 








anonymous said:
Why people leave? Tired of the tacky woke emails by leadership. You literally added D&I as an objective for employee development. We aren't 12 years old, it's going to bite you in the ass acknowledging only certain hate crimes.
Click to expand...

Tacky? The only one tacky is you. Those people did not deserve to die like that. Just like GF did not deserve to have a knee on his neck slowly suffocating him to death. You were probably fine with that too. I really hope you don’t have any children because I would feel sorry for them. You are the definition of micro aggressions against people of color AND women.
 




anonymous said:
Tacky? The only one tacky is you. Those people did not deserve to die like that. Just like GF did not deserve to have a knee on his neck slowly suffocating him to death. You were probably fine with that too. I really hope you don’t have any children because I would feel sorry for them. You are the definition of micro aggressions against people of color AND women.
Click to expand...
right, another new term by the woke left, micro-aggressions...god help the future generations of this country, we are raising kids to be weak, to feel entitled and blame their failures on others, run to their safe place at the first sign of trouble...
 




anonymous said:
Tacky? The only one tacky is you. Those people did not deserve to die like that. Just like GF did not deserve to have a knee on his neck slowly suffocating him to death. You were probably fine with that too. I really hope you don’t have any children because I would feel sorry for them. You are the definition of micro aggressions against people of color AND women.
Click to expand...
Noone deserves to die that way. The conversation is one sided and uncomfortable to see the hate spewing from it by bringing it in the workplace. There is a balance of D&I as it has created an environment of shame for being born white and so called privilege. Noone can control the color they are born. What we can control is the respect we show for each other and ways to work together not against one another. This movement has also created violence, chaos and also has killed other innocent people. End the violence.

There are hate crimes towards women, towards asians, black, latino, white, men, LGBTQ and the list goes on. The point is morals and values should be taught at home, at school at religious gatherings. By the time you make it to the workplace - what are we teaching? To be inclusive means all are welcome to be diverse means there are all colors together. So when your replies spew anger that means this D&I in the workplace is creating an atmosphere of anger and hate not a peaceful safe environment for all. If you don’t understand that then this movement will continue to spin in circles with no forward movement.

The workplace should not be checking my religious and political views to hire me, keep strong one sided views off national calls. That creates diversity and ruins productivity. There is a time and place for everything. Everyone at work should feel safe and be safe and be respectful.
 




"Why great people leave?"

Can't lose what you never had!

Been all over specialty onc for 25 yrs, and at almost every major company at one time or another. Merck was, by FAR, the WORST company to work for. BAR NONE. And it's the fault of upper mgmt for keeping barely average middle management in place. Bunch of dead wood floating around, waiting for a pension or 401k kicker. CTL's just "CTL'ing" for 20 years, with no development or growth to meet today's challenges. "Honk 2x when you back up!"
 




Directors like Thomas Lyon III in Vaccines ruin the culture and demoralize the reps with his unrealistic, snobby, professor like management style that contrasts with reality.
 








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