Is Mt Everest is Falling ?

WOW!! Where did AB go? Is she gone already? I wonder who will replace her as a manager? I will have to reach out to her.

 

Yes -MM is a nice guy, good leader but stuck in a position where he - like the Salesforce has 0 future and a big job keeping us motivated and heck - even here. Other then Rak. In Chicago -Who is running Onfi Marketing ship ? North marketing team has turned over and HO is gonna bring out MORE segmentation - for North (Segmentation = 80/20 rule - just repackaged and sold as new) - like that is gonna be the cure. Oh dear!

 

Game over guys and gals. Neuro is dead; no one decent would work here. Sad given the strong group we had as recent as 2-3 years ago.

They will need to rebuild it from square one once they get some new assets.

 

The trend continues.... go in house, do a rotation or project and leave

pretty amazing talent development program we have here, the club just keeps denying the reality they are not "world class" because they give nothing to anyone here that gives loyalty or golden handcuffs to remain. How many people have they lost before the light goes off. Maybe HR is just as incompetent here with communicating to the board over in Copenhagen that the gaps in talent and loss of people is costing them millions of dollars. "We are competitive".... really... how much turnover happening at these other companies... try again

 

Global HQ is extremely cost conscious and views 99% of US employees as easily replaceable.

There is also the perception, which may be valid, that US employees aren't loyal no matter how much you pay them and will jump ship for a better opportunity as soon as it's available.

Thus salaries here are at least 20% lower than industry standards. Annual bonuses are also low and LTI is inadequate because it doesn't include stock.

 

You said that Global HQ perceives that we are not loyal, huh? Well, they are 100% right about that! Loyalty does not exist in corporate America, and hasn't for many years. The attitude now, is what have you done for me today! That's fine. As long as everybody knows where everybody stands, there is no problem. If you don't like it, leave.

Yes, our salaries are low compared to other specialty sales teams. Yes, we are micromanaged like a new team to the industry would be. No, we don't have a pipeline. Yes, tons of people recognize that things will be changing significantly within a year. But, they still persist in the same wasteful conduct of the past, i.e. meetings just to meet (seriously, another Fall regional meeting!), forced programs with no ROI, no managed care (how many have left in that area????), etc.

Lundbeck's biggest problem is the management team in the U.S.

 

If Kare isn't planning to bail in the next 24 months, I think his plan is to just ride out these crap alliances until we can launch our own products.

That may lead to a more vibrant Lundbeck 5 to 10 years from now, but there are going to be multiple rounds of cuts to off set the loss of the entire neuro franchise in the interim. Every dollar lost on the neuro side is going to be a cut somewhere. And if history is any precedent, the affiliates are going to be the ones that take the brunt of it.

 

What is management telling neuro reps regarding the next 18 months? "Most of you won't be terminated because...um...we are building the plane...and the US is clearly a priority..." Do people just work for fun and not need a paycheck? Seems stressful.

 

Those that have been here for a long time should ride it out. Don't jump ship for a mediocre company, but if a great opportunity comes along, take it. Be smart about your next move.

 

How do you "ride out" loss of all products you sell except one? Transition from sales to R@D?

 

I would want the severance and ability to be picky