Year End.....

[anonymous]

Well, we are now in October. In years past, this is usually the last month that year end performance is based on (sometimes September). Yes folks, your rating.

So, how are you doing? Is your territory or district top 10%? Bottom 5%? If the latter, sorry. You will probably be relegated to. "1". Maybe if you are lucky, a "2". If bottom 1% and no big difference in managed care that could impact sales, you are F'd. If a manager, look to be severed. If a rep, possibly the same.

Look at your COE ranking. It will be a large part of what happens to you this year. Good Luck.

 

[anonymous]

Well, we are now in October. In years past, this is usually the last month that year end performance is based on (sometimes September). Yes folks, your rating.

So, how are you doing? Is your territory or district top 10%? Bottom 5%? If the latter, sorry. You will probably be relegated to. "1". Maybe if you are lucky, a "2". If bottom 1% and no big difference in managed care that could impact sales, you are F'd. If a manager, look to be severed. If a rep, possibly the same.

Look at your COE ranking. It will be a large part of what happens to you this year. Good Luck.

The whole evaluation is a scam because the forecasting model is a joke. If you manager likes you then the rankings and numbers won't matter. If they don't like you and want to get rid of you then they will wait for the first excuse to fire your ass. They can make the numbers say what they want them to say.

 

[anonymous]

Hey OP
You're such an idiot that we all need to start a prayer chain in the hopes you might somehow use that 52 l.q. to do something productive.

It takes more than that to get fired. Numerous (in the know/management) people have stated over and over its very difficult to be let go. Falsification of documents, expense reports=bye bye. You could be in the bottom 10%for years on end and keep your job. Now go take your Aricept, let it kick in, and go to bed before you sound even more stupid.

 

[anonymous]

Hey OP
You're such an idiot that we all need to start a prayer chain in the hopes you might somehow use that 52 l.q. to do something productive.

It takes more than that to get fired. Numerous (in the know/management) people have stated over and over its very difficult to be let go. Falsification of documents, expense reports=bye bye. You could be in the bottom 10%for years on end and keep your job. Now go take your Aricept, let it kick in, and go to bed before you sound even more stupid.

Inept management's only recourse is to start blaming those forced to the bottom. In my 10 years with AZ, there is a clear pattern of behavior. Pay close attention to CBD and DSM rankings Shakeup coming in Q4.

 

[anonymous]

DB is a scam.

 

[anonymous]

Hey OP
You're such an idiot that we all need to start a prayer chain in the hopes you might somehow use that 52 l.q. to do something productive.

It takes more than that to get fired. Numerous (in the know/management) people have stated over and over its very difficult to be let go. Falsification of documents, expense reports=bye bye. You could be in the bottom 10%for years on end and keep your job. Now go take your Aricept, let it kick in, and go to bed before you sound even more stupid.

Denial ain't a river in Egypt.

 

[anonymous]

Hey OP
You're such an idiot that we all need to start a prayer chain in the hopes you might somehow use that 52 l.q. to do something productive.

It takes more than that to get fired. Numerous (in the know/management) people have stated over and over its very difficult to be let go. Falsification of documents, expense reports=bye bye. You could be in the bottom 10%for years on end and keep your job. Now go take your Aricept, let it kick in, and go to bed before you sound even more stupid.

When someone in management decides that you need to go, they will find plenty of evidence of policy violations no matter how clean you think you are. If necessary, they will manufacture something but either way you will be gone. You can take that one to the bank.

 

[anonymous]

Inept management's only recourse is to start blaming those forced to the bottom. In my 10 years with AZ, there is a clear pattern of behavior. Pay close attention to CBD and DSM rankings Shakeup coming in Q4.

Let me guess... you are a headquarters source. LMAO

 

[anonymous]

When someone in management decides that you need to go, they will find plenty of evidence of policy violations no matter how clean you think you are. If necessary, they will manufacture something but either way you will be gone. You can take that one to the bank.

Get everything in writing. Never agree to anything unless it is in writing. Sales leadership is trained to lie when their feet are held to the fire. RSDs at the bottom of COE mandate firings when they are in the hot seat. It is easier for them to spend a quarter forcing a firing from each district and to hire five to six new people than it is to help coach people to success. By default those at the bottom rise to the top regardless if you are a rep, DM or an RSD. Six months later they are having everyone singing their praises for their rise in COE. All because incentive targets aren't linear over time.

 

[anonymous]

Get everything in writing. Never agree to anything unless it is in writing. Sales leadership is trained to lie when their feet are held to the fire. RSDs at the bottom of COE mandate firings when they are in the hot seat. It is easier for them to spend a quarter forcing a firing from each district and to hire five to six new people than it is to help coach people to success. By default those at the bottom rise to the top regardless if you are a rep, DM or an RSD. Six months later they are having everyone singing their praises for their rise in COE. All because incentive targets aren't linear over time.

One or two jokers per year per TA fit the bill. Spot on!

 

[anonymous]

Get everything in writing. Never agree to anything unless it is in writing. Sales leadership is trained to lie when their feet are held to the fire. RSDs at the bottom of COE mandate firings when they are in the hot seat. It is easier for them to spend a quarter forcing a firing from each district and to hire five to six new people than it is to help coach people to success. By default those at the bottom rise to the top regardless if you are a rep, DM or an RSD. Six months later they are having everyone singing their praises for their rise in COE. All because incentive targets aren't linear over time.

AZ leadership has created a culture where you get praise for putting people on PIPs and firing people. Never mind that many of the people being fired were hired by them in the first place. There is no reward or recognition for developing someone because they won't be in the same District or Region long enough to matter. Beat people up and fire a few every year is the ticket to success for RSDs and DMs.

 

[anonymous]

AZ leadership has created a culture where you get praise for putting people on PIPs and firing people. Never mind that many of the people being fired were hired by them in the first place. There is no reward or recognition for developing someone because they won't be in the same District or Region long enough to matter. Beat people up and fire a few every year is the ticket to success for RSDs and DMs.

MO for the overly confident and exceptionally incompetent. See it with every sales leader floating through. Drop them into a performing district or region and force rank them to the bottom with manipulated FSIP. Of course the reps get stuck with massaged targets as a result. Nothing the reps can to hit their plan.RDS start squealing like pigs and start demanding DMs to put at least one rep on a PIP to motivate the rest of the team.

 

[anonymous]

MO for the overly confident and exceptionally incompetent. See it with every sales leader floating through. Drop them into a performing district or region and force rank them to the bottom with manipulated FSIP. Of course the reps get stuck with massaged targets as a result. Nothing the reps can to hit their plan.RDS start squealing like pigs and start demanding DMs to put at least one rep on a PIP to motivate the rest of the team.

We are just pawns in a chess game. What comes around goes around. When the industry is forced by market dynamics to change there will be numerous overqualified managers finding underemployment.

 

[anonymous]

We are just pawns in a chess game. What comes around goes around. When the industry is forced by market dynamics to change there will be numerous overqualified managers finding underemployment.

And even more consistently underperforming managers that have held on due to God knows how.

 

[anonymous]

Living in this spot right now.. Went from COE to bottom 5%, clawing--but still at the bottom.
Would rather be consistently 10-20% year over year than be on top, then at the bottom...all eyes are on you to maintain that. "Hero to zero" for sure. Realistically it sucks!

 

[anonymous]

Living in this spot right now.. Went from COE to bottom 5%, clawing--but still at the bottom.
Would rather be consistently 10-20% year over year than be on top, then at the bottom...all eyes are on you to maintain that. "Hero to zero" for sure. Realistically it sucks!

That is relative rank at its best!
Happens to almost everyone. You blow it away and then can't continue to grow at the same pace and then you stink! It is a ridiculous system

 

[anonymous]

Living in this spot right now.. Went from COE to bottom 5%, clawing--but still at the bottom.
Would rather be consistently 10-20% year over year than be on top, then at the bottom...all eyes are on you to maintain that. "Hero to zero" for sure. Realistically it sucks!

They don't want people to last more than 5 years. If you are not promoted withing that time frame, then you have a huge target on your back. They can get someone to collect sample signatures and deliver food a lot cheaper. It really is a numbers game and if you are in your 4th or 5th year, you are walking on thin ice.

 

[anonymous]

Living in this spot right now.. Went from COE to bottom 5%, clawing--but still at the bottom.
Would rather be consistently 10-20% year over year than be on top, then at the bottom...all eyes are on you to maintain that. "Hero to zero" for sure. Realistically it sucks!

My alltime favorite reps are the ones winning COE and they could tell you where their scripts are coming from.

 

[anonymous]

My alltime favorite reps are the ones winning COE and they could tell you where their scripts are coming from.

Everyone in Wilmington knows that COE is and always has been a complete joke. It is a free trip for Senior Leadership. It was designed as their perk not ours. History is loaded with examples of COE winners who were fired just before or just after the trip. The forecasting model is a dart toss, objectives and customers are shared with multiple reps to the point that it is impossible to measure individual contribution. If you win, enjoy the trip but don't carry any false expectations that Senior Leadership thinks you are special. They come back from these trips and can't remember more than 3 names and usually it is someone who made an ass of themselves.

 

[anonymous]

Everyone in Wilmington knows that COE is and always has been a complete joke. It is a free trip for Senior Leadership. It was designed as their perk not ours. History is loaded with examples of COE winners who were fired just before or just after the trip. The forecasting model is a dart toss, objectives and customers are shared with multiple reps to the point that it is impossible to measure individual contribution. If you win, enjoy the trip but don't carry any false expectations that Senior Leadership thinks you are special. They come back from these trips and can't remember more than 3 names and usually it is someone who made an ass of themselves.

HQ source here. The people who plan the COE functions are not motivated to impress the sales force. Their motivation is to impress Senior Leadership which is why Senior Leadership gets the nicest rooms, the best tables for dinner and are catered to by resort staff who are tipped handsomely for making sure they have everything they need at their request and fingertips. They come in early to inspect the facility (extended paid vacation time) and frequently stay after the function (discounted luxury accommodations).