Xeljanz VP countering big bucks

The last few months have seen lot of Xeljanz reps and DMs move on to more stable divisions & other companies.

New leadership in US VP are breaching some sensitive HR lines. Countering younger employees with 40-50k salary increases for minimal yrs of experience to be paid in range with long term tenure employees.

This is highly favoritism & discrimination toward those tenure 20yr plus employees who have put in yrs of dedication with 2-3% merit raises to get their salaries at a good place.

Pretty sure many employees will be filing a class action.
And of the dozens of Xeljanz employees who have left, only 1 stayed with the matched counter offer from the new VP. (Actually many have taken Pfizer's counter back to new company and received extra 5-10k more from orginal offer-- playing new VP & Pfizer like a puppet)
That speaks for itself about the division, leadership & Primary Care -activity base - check the box Culture.

 

What happened to that thread?

 

So you’re clearly bitching.....the question is about what???

on the one hand it seems like you’re complaining about new hires making more money..a phenomenon older than time itself

on the other hand you seem to be bragging about getting more money elsewhere, and playing Pfizer’s counter to get even more

me guess is....you don’t have the balls to both ask for more money, nor risk leaving a sweet gig at a relatively stable company like Pfizer, so you come here to vent about life not being fair.

another glorified caterer lucky to have work yelling at clouds....good luck with that

 

New VP is a moron with no respect

 

So is she staying?

 

VP is a guy. Not a "she".

 

Wow, that sucks. There is nothing more demoralizing to a team then seeing negative unaccountable people skate through without consequences, hopefully new management will create thin ice and they will fall through. Hang in there, your leadership will be important to see good get done.

 

170k base???

 

Yep, there is a new sheriff in town and it ain’t gonna be pretty.

 

From an outsider, she seemed well-liked and respected by upper management anyway.

 

Those 3 reps better be looking for a job or follow the old DM to BMS.

The 4th rep needs be looking for a retirement home!

The days of bitching, complaining, shopping not working are over!

 

Yes that is what all 4 got to be a specialty rep w BMS. For a niche specialty rep 170-180k is about what is normal in the industry.

 

The BMS DM Chris Hollifield had it scrubbed before his wife could see he hired his longtime swinging Vaccine-Xeljanz GF.

 

I heard new VP told reps to go out and test their market value with other companies then come back with an offer letter so he can match it.
Sounds like green light from the top to seek other higher paying jobs without worry.

If reps are getting 20k more offers and I&I is willing to match offer letters, lets line up the recruiters to get ourselves pay raises.

 

Yes the ax will be falling so let the clean up begin.
So long for us reps calling the shots- we better stand at attention now and start working 8-5 again. The gravy train is over my friends.

Bottom line our district needs to decide to either shape up and get on the bus with a positive attitude,
or continue the negative attitude and find another job.
(Half will depart - Half will stay & rebuild with discipline and positive environment into an award winning team )
It's that simple.

 

Not a matter of IF but a matter of WHEN.

 

It is NOT a salary problem (maybe for just 10% of reps ) but rather it is a CULTURE and BUSINESS MODEL problem the past year so since the expansion.
Hired too quick, too fast, not enough interview rounds so many FAKE reps & DMs who interview good with no substance were hired as well aa too many primary care experience mindset hires.
It is these primary care new hires who are on all the advisory boards, HQ projects, POA leads, and work groups now. (Driven by primary care type of RDs & new VP who just want people to follow orders, smile, and not think--- heck did not even have a Renvoq game plan or any prep before they launched and took 6% share first 6 months. Unheard of with past higjly skilled & strategic specialty employees of Enbrel & Xeljanz until expansion)

 

Great idea and it is happening.
NSM learned every rep spoke to is looking at both internal and external jobs. Not one person has mentioned salary as most are paid well, but everyone mentioned the primary care culture focused around activity the new leadership has created the past year.
What is up with VP contracting with consultants to look at reps across nation to make sure everyone is saying same marketing canned message ? Never heard of such a insane idea.
Yes the strategic specialty performance culture has blown up the past year with new leadership but the change really started cracking when added Derm to I&I with primary care type people from top down. That mindset bleed over to Xeljanz at HQ level and started changing the business model. Then the double expansion just accelerated the change to a primary care activity culture.
(Someone said we lost 5 more Monday before the NSM)

 

Let's face it, our culture is $hit and not going to get better any time soon with the new President coming from primary care in Europe. Get out while you can.