I had a field ride followed by a coaching report recently that was complete bullshit. Manager gave no credit where it was due and way over exaggerated to the point of lying in other areas of the report. Top 10% rank by the way. We have an opportunity to respond on this. Is it worth standing up for myself or will my manager likely just retaliate and pip me? This feels like my manger is gearing up for a silent layoff with me. I have a couple questions. I've heard the the typical steps are written warning, PIP, firing. None of which has happened yet. Is this correct? Do my numbers help at all? Can a manager tape record a conversation without my knowledge? I know this is cafepharma, but thank you in advance to those who give an honest response.
If your manager wants you gone he’s got to get the thumbs up from the RD and HR. And this is just to put you on a PIP. Now, if your manager really wants you gone he or she will start digging around in your calls and comparing them to gas card receipts to build a narrative of dishonesty. This ALWAYS works! You’ll be gone in flash, maybe a week. The truth is most of these mangers are complete pussies and they know it. They can’t develop, coach, say anything insightful or move the needle one way or another. So if you’ve got one on your back stand up for yourself, they’ll likely not fuck with you again.
Worst advice ever If your manager wants you gone, you are gone. HR has jack shit to say about it, they are just there to make sure the i’s are dotted and t’s crossed. As long as your manager can make a case to his boss that you can be replaced, and a simple “they don’t work” is goof enough, that’s all it takes You are right though. Most of these managers are weak willed and intimidated by anyone smarter than they are
Sorry, HR has everything to do with it. Do you really think they’d let these MORON DM’s actually make these calls? NOPE. These idiots are one step above brain damaged and aren’t smart enough to do it on their own. It takes a team of morons to make that wheel spin.
I feel like with the incoming merger HR would be more cognizant of managers PIPing and firing. Then again this could be wishful thinking.
Sorry bud. HR will work with your DM. They aren’t on your side at all. I’d suggest fighting back with your comments in your FCR notes. Just stay professional when you do. Otherwise you’re agreeing with everything you DM is saying about you. But in the end you’ll be gone if that’s what your DM wants. I know that’s not what you want to hear but it’s the truth. DMs are sleazy. I’ve seen it happen to very good reps, with great numbers, etc. All it takes is for 1 DM not to like you and you’re gone
If you are being targeted call compliance and turn your DM in for anything he’s done or said that’s non compliant. He/she might not lose their job but they’ll sweat and it might help the next rep that they are thinking about fucking with.
In the state in which I live, it is legal to record a conversation without the other person's knowledge. The law varies by state.
You have to remember that good numbers don’t mean JACK SQUAT when you are sharing responsibility with other reps in a pod system. Managers can make the case that numbers and morale would be even better if it were not for you. Get your manager involved (unannounced and out of the blue) with future calls (under the guise of coaching) so they have some ownership. You likely will get to see them flounder and to, if nothing else, provide some amusement and satisfaction. Bottom line though, if the RD wants you gone b/c too old, smart, white, well paid, wise to the system etc., you’re gone and HR will have their backs.
I don't think a PIP is required to terminate a rep - right? I suspect that your numbers will not help you in this situation. HR will back your manager. I am sorry.
Technically all reps are considered "at will" and have signed papers verifying that status. In keeping, Allergan can fire any rep "at will" based on no reason at all. But since they are a reputable company and any lawsuit brought to a corporation takes up substantial time and money, win or lose, the PIP shows that the company did their best to inform and try to remedy poor rep performance. This gets the manager off the hook most times and saves money in the long run to the House.
