One would believe after hearing analyst after analyst mention high salesforce turnover as a contributor to the slowing sales of our key products, that there might have been a brief moment where someone in a position of power that could make a change would stand up and say "maybe we need to change". Why don't we try and make this a better place to work?
But I will guarantee more time will be spent trying to figure out which one of those "loser reps" wrote this post.
I have never in my life worked for an organization that begins the intimidation process in the interview room. And then we are introduced to our new "manager", who of course was just recently promoted, not for their incredible preformance, but for the simple fact that they have suffered through this BS for longer than two years and are currently residing inside of the desired location.
My current manager spends more time trying to find ways to publicly humiliate you for your mistakes than coaching you, and helping you stand a chance of surviving the onslaught of "habits and patterns" that they are certain is hindering your performance, because that two days a month gives them tremendous insight into how your territory is run.
And whoever had the idea of building a force rank system to bonus your employees, you are damn genius. This practice originates from GE in the 1980's. Without detailing all of the flaws of the system, I'm pasting a snippet from an article I recently read on the subject. "Performance management has come a long way since the 1980s, with some things best left in the past - force ranking chief among them." It goes on to say that only 14% of companies continue to use this outdated technique.
Managers of Salix, the people that you work with on a daily basis are human beings that deserve coaching, development, and encouragement. If some of you are unsure what coaching means, Google it. I know this seems foreign to most of you, considering in your management training they brainwash you into thinking that you are now on the good guys team. It's all of those sorry reps against us.
This whole organization needs to be completely over hauled starting with the top, I'm sure that's already in the works, down to the RSMs who are the first line of change. You can make a difference in someone's life, make it a positive one.
And lastly, if you refuse to adapt and better yourselves as leaders your destiny is already set in motion. Do you think that physicians whom already dislike your company are going to enjoy meeting yet another salix rep? As we continue to fight for you on the streets, friendships are forged, and eventually they are going to get sick of seeing their friends getting fired or quitting because you made their life a living hell. Why do you think it is so awkward on field rides? Because some of those physicians know what you are really like when you walk into their office with that stupid smirk on your face.
"Are you grateful? " Haha, asshole.
But I will guarantee more time will be spent trying to figure out which one of those "loser reps" wrote this post.
I have never in my life worked for an organization that begins the intimidation process in the interview room. And then we are introduced to our new "manager", who of course was just recently promoted, not for their incredible preformance, but for the simple fact that they have suffered through this BS for longer than two years and are currently residing inside of the desired location.
My current manager spends more time trying to find ways to publicly humiliate you for your mistakes than coaching you, and helping you stand a chance of surviving the onslaught of "habits and patterns" that they are certain is hindering your performance, because that two days a month gives them tremendous insight into how your territory is run.
And whoever had the idea of building a force rank system to bonus your employees, you are damn genius. This practice originates from GE in the 1980's. Without detailing all of the flaws of the system, I'm pasting a snippet from an article I recently read on the subject. "Performance management has come a long way since the 1980s, with some things best left in the past - force ranking chief among them." It goes on to say that only 14% of companies continue to use this outdated technique.
Managers of Salix, the people that you work with on a daily basis are human beings that deserve coaching, development, and encouragement. If some of you are unsure what coaching means, Google it. I know this seems foreign to most of you, considering in your management training they brainwash you into thinking that you are now on the good guys team. It's all of those sorry reps against us.
This whole organization needs to be completely over hauled starting with the top, I'm sure that's already in the works, down to the RSMs who are the first line of change. You can make a difference in someone's life, make it a positive one.
And lastly, if you refuse to adapt and better yourselves as leaders your destiny is already set in motion. Do you think that physicians whom already dislike your company are going to enjoy meeting yet another salix rep? As we continue to fight for you on the streets, friendships are forged, and eventually they are going to get sick of seeing their friends getting fired or quitting because you made their life a living hell. Why do you think it is so awkward on field rides? Because some of those physicians know what you are really like when you walk into their office with that stupid smirk on your face.
"Are you grateful? " Haha, asshole.
Archaic Management Techniques
Aucun commentaire:
Enregistrer un commentaire