Action plan

anyone else been put on a ridiculous 90 day action plan???

 

Why were you put on a plan?

 

I chose to take the REP demotion, and found another Gig for more $$$. So NO PLAN 4 ME!! Ride her til she bucks ya, or don't ride at all. LOL.

 

forcing people out with huge goals

"Not a layoff"

 

Will be at least one person receiving plan today...

 

Cat

 

PIP time, baby! 3rd oldest Pharma trick. Here is number 2: when we downsize, they will make everyone interview for their jobs. Many will lose their spots, but will be offered a spot somewhere "undesirable". If, say, they know that we're from La Jolla, went to school in SoCal, and have been in that territory for a decade, we will get offered a spot in the hilly half of Kentucky. "Don't want the job? Ok, C'ya!"

 

If we reduce the number of people we have, what would you want them to do? If there is no job, then there is no job.

 

It's not unique to the Pharm industry.

Seen it done in other industry's too. Management creates the PIP, and then sits back and waits for the date it ends. You could have actually improved your performance during the time you were on the improvement plan, but management will say you didn't and out the door you go.

 

You have to be pretty bad to ever make it to a PIP - HR makes managers jump through hoops to get somebody on one. And, 90 days of IC attainment improvement don't make up for the 25 other things you consistently do wrong. You can play like you're some sort of victim here, but you're not.

 

Riiiight. Like, the company has never been sued and lost because of wrongful PIPing or termination. Pull yer head out of your cube, Office Dweeb. Those non-disclosures that ex-NNI folk sign don't preclude some former colleagues from bragging about how much money they hit us up for.

But hey, I know you have a job to do, so have at it. You were about to say that every demotion and every termination for poor performance was deserved, because Mother NNI did everything in her power to help the demote/firee. They just sucked so bad that they had to go!!

Carry on.

 

I guess you're right. No one has EVER sued and claimed some form of discrimination when they sucked, weren't working, etc. I can't think of a single person who is looking for a quick cash grab because their gravy train dried up when it was discovered they weren't even leaving the house. All those poor, hard working souls out there grinding away, trying to make a living. It's IMPOSSIBLE to ever imagine that someone simply may not be good enough at their job, may have terrible performance, may be putting in 1/2 days - that never happens, does it?

But, hey, I know you have a job to do. You were about to say that Managed Care drives everything and that access is why people only make 2-3 legitimate calls per day. You might even take a few shots at your manager as well. You're just so damn good and any thought otherwise is some sort of organized attempt to get rid of you for no good reason!

Carry on.

 

I'm no attorney, but I am a 15 year vet in this industry. Its not easy to be awarded a lot of money for wrongful termination. And yet...

 

I think I should probably add more to what I wrote above.

I saw good people being placed on performance improvement plans (who did nothing to deserve that kind of treatment) when the company I used to work for had a very strong need to reduce headcount. They'd previously had voluntary buyouts, and multiple layoffs, but still needed to get their headcount numbers down. They simply used PIP's as a tool to "manage out" people they could no longer afford.

Everybody knew what was happening. It was all too obvious.

 

This is a common tactic in this industry, and in my view a smart move. Think of the money saved on severance packages!

 

Pharma has been using this tactic forever - mgrs love it - no severance - it is a BS tactic and shame on those mgrs and HR for helping them with their PIPs on reps... many good people gone due to this

 

Any minute now, some Plainsboro office shoob is going to get on here and bash you for daring to rage against the machine. How dare you imply that a world class company such as this one would use PIPs as a tool to thin the herd?

 

Tick tock, tick tock. How many minutes have passed?

 

Many good people? Name one. Can you name any person in the company who was put on a PIP for no real reason and then PIP'd out of the company?

 

You are obviously a rep - DBMS, RBDs & VPs collude with HR to PIP people out all the time !!! You are soooo naive