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Worst Managers?

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anonymous said:
New SOP for managers needs to focus on ACCOUNTABILITY to the company and team; not running their own fiefdoms. If you want a healthy, productive company then 1. cleaned house of any HR offenders 2. require 360s every year by EVERY member of the team including support roles 3. make the 360s truly anonymous 4. any whiff of trouble put them on a PIP and start the removal process. Leadership would be amazed at how much more productive teams could be with accountable management. And with the storms this ship are about to enter, no more room for destructive, ineffective managers.
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AMEN!!!

HR - You are on notice now. Do your bleeping job. You are not protecting the company by making excuses or creating justifications for bad managers all the while, perpetuating the problem and making the work environment worse. Shame on you!
 






anonymous said:
New SOP for managers needs to focus on ACCOUNTABILITY to the company and team; not running their own fiefdoms. If you want a healthy, productive company then 1. cleaned house of any HR offenders 2. require 360s every year by EVERY member of the team including support roles 3. make the 360s truly anonymous 4. any whiff of trouble put them on a PIP and start the removal process. Leadership would be amazed at how much more productive teams could be with accountable management. And with the storms this ship are about to enter, no more room for destructive, ineffective managers.
Click to expand...
As a manager for some years with DNA I'd welcome this type of process. I continue to be disgusted with the behavior that's allowed insecure rogue managers. They bring down the entire team and make my, (and other conscientious managers'), job much harder. Stop bringing in poorly vetted managers from other companies or from SSF who neither understand nor support our culture. I've had to bail out several teams thru the years who were plagued with predatory managers that made their lives miserable. Why do we protect these people? They do nothing for our company but run off or unjustly fire good people who threaten their egos. Bring on the 360s - I've got nothing to hide and many others feel the same way. Weed out the destructive sociopaths. They just ruin it for all, curtail sales, and couldn't care less about patients....
 






anonymous said:
As a manager for some years with DNA I'd welcome this type of process. I continue to be disgusted with the behavior that's allowed insecure rogue managers. They bring down the entire team and make my, (and other conscientious managers'), job much harder. Stop bringing in poorly vetted managers from other companies or from SSF who neither understand nor support our culture. I've had to bail out several teams thru the years who were plagued with predatory managers that made their lives miserable. Why do we protect these people? They do nothing for our company but run off or unjustly fire good people who threaten their egos. Bring on the 360s - I've got nothing to hide and many others feel the same way. Weed out the destructive sociopaths. They just ruin it for all, curtail sales, and couldn't care less about patients....
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Thank you for your voice of reason. Such is the case with ophthalmology. Several managers are less than competent and use fear/intimidation to run their teams. One wonders if this is being pushed down from the regional and or NSD. Very unfortunate.
 






anonymous said:
Thank you for your voice of reason. Such is the case with ophthalmology. Several managers are less than competent and use fear/intimidation to run their teams. One wonders if this is being pushed down from the regional and or NSD. Very unfortunate.
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Hopefully not a company directive - will be the final death knell! Remember when reps wanted to work for GNE because of the culture, products, and management? What happened? Again, bad management ultimately hurts the bottom line....
 






anonymous said:
New SOP for managers needs to focus on ACCOUNTABILITY to the company and team; not running their own fiefdoms. If you want a healthy, productive company then 1. cleaned house of any HR offenders 2. require 360s every year by EVERY member of the team including support roles 3. make the 360s truly anonymous 4. any whiff of trouble put them on a PIP and start the removal process. Leadership would be amazed at how much more productive teams could be with accountable management. And with the storms this ship are about to enter, no more room for destructive, ineffective managers.
Click to expand...
ABSOLUTELY!!! Time to clean house in 2018. And that goes for pathetic HR, too!!!
 






360 feedback should be required in all franchises, every year. Sociopathic managers like the one in HER2 should have been terminated long before now. Since our state and federal laws don’t always protect us, let us hope karma will bite all of the abusers in the rear end, mulitplying the misery they inflicted on subordinates ten fold on them.
 






anonymous said:
360 feedback should be required in all franchises, every year. Sociopathic managers like the one in HER2 should have been terminated long before now. Since our state and federal laws don’t always protect us, let us hope karma will bite all of the abusers in the rear end, mulitplying the misery they inflicted on subordinates ten fold on them.
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True, but in the meantime it's time to demand change. If everyone waits for someone else to speak up nothing will change which is just what the intimidating bullies expect. Your choice - suffer or take back your career. Where is the Herb & Bob spirit? They would have NEVER allowed this!!
 


















anonymous said:
True, but in the meantime it's time to demand change. If everyone waits for someone else to speak up nothing will change which is just what the intimidating bullies expect. Your choice - suffer or take back your career. Where is the Herb & Bob spirit? They would have NEVER allowed this!!
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AGREE! Speak up - it's only your CAREER!
 






anonymous said:
True, but in the meantime it's time to demand change. If everyone waits for someone else to speak up nothing will change which is just what the intimidating bullies expect. Your choice - suffer or take back your career. Where is the Herb & Bob spirit? They would have NEVER allowed this!!
Click to expand...

I agree that people must demand change. Unfortunately, HR at GNE has, and will defend management, no matter what the evidence that exists. We as employees need to demand that HR does the right, fair and lawful thing when employees complain. Lastly - get a good lawyer/advice to guide you through the process if need be so as to protect and preserve your rights. Remember staying silent is a CHOICE. If managers and the company knew they would be held accountable, it will change behaviors in the workplace.
 






anonymous said:
I agree that people must demand change. Unfortunately, HR at GNE has, and will defend management, no matter what the evidence that exists. We as employees need to demand that HR does the right, fair and lawful thing when employees complain. Lastly - get a good lawyer/advice to guide you through the process if need be so as to protect and preserve your rights. Remember staying silent is a CHOICE. If managers and the company knew they would be held accountable, it will change behaviors in the workplace.
Click to expand...
So TRUE! Now, people just need to grow a pair and throw these scum out along with their HR protectors. Too many good managers here who are sullied by a few sociopaths. Bring on the lawyers!!!
 










































Evidence for Access head (JH) in USMA is a total disaster. Completely the opposite of what the so-called Roche "leadership principles" espouse - not transparent (everything is a secret - even to her LT), no integrity (cannot be trusted), not collaborative (only interested in building her own kingdom), and not innovative (just focused on HEOR). Her main job is to suck up to USLT in order to justify her existence. They should just absorb the HEOR units into the therapeutic areas and get rid of E4A. Completely unnecessary layer of bureaucracy that prevents good work from getting done. Karma will catch up to her and her merry band of incompetent minions.
 












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