What can we do about the bad CTL's

New methods, new pieces, new requirements require explanation...practice and role play. If not, you cannot expect people to know how to meet expectations. We're not mind readers. Might explain the constant epidemic of not meeting expectations!

 

Last two words says it all about you. Sadistic.

 

Sounds accurate to me. Don't work. Fired. Incompetent. Fired. Too stupid to remember a few promotional messages and deliver them with ease? Fired. Isn't that what a manager should be on the prowl for? Nimrods?

 

there are people who were brought purposely. people with a strong work, a strong history of good results. one down year and they had the excuse to cut them. we all know it. incompetence pinned on the some of the most competent.

 

Retired manager making a few suggestions. If you want to be retained as a manager I suggest you learn how to evaluate your people. Cuts should be determined on the historical profile of the individual, never a year or a single, often insignificant, marker. Unless the individual is not working or has policy violations, forgetting promotional wording in not in itself a reason to sever an otherwise good worker. In the same way a drop of one year says little about the performance of a given individual, especially when variables of the territory are considered. Cutting individuals for such minor offenses points the finger of blame on the ctl for failing to adequately train his or her people. It also suggests a need for a closer look at the dynamics who was chosen to stay and who was cut. Dismissing good workers with solid or substantial histories can not be taken lightly. You are jeopardizing your own position, and more importantly, that of the company.

 

Jeopardizing your own position?? Are you serious?? When is the last time a CTL actually lost their job at Merck (like go away from here) and was not given some dopey, made up gig like MGAM? (Where they get to keep their crazy, inflated compensation for even less work!!)

You are living in a dreamland Mr. "Retired" Manager…Me thinks you is a troll..

 

Lets hope the ctls don't screw up people getting in new jobs.!!!

 

Worst of the worst managers are those who resort to name calling their people. Most times they turn to be the ones looking like fools. I remember when one manager called a guy on our team a dumb ox. He later discovered the guy had a PharmD! Laugh was on him!

 

Anyone who insults and name calls do it to puff themselves up. Some use it as an excuses to do some unfair or underhanded deed. Its a shameless and pathetic tactic; diminish someone else so you look better. I know at least a few managers and reps who have done this..They should been in the latest cuts.

 

Your point regarding the honing of training skills would be relevant and on point if the enhanced sales training was used for a job that required them. Memo to all you self-absorbed, I'm the greatest sales rep type; your doing your finely crafted detail dance in front of customers whose ability to prescribe a branded med has been greatly diminished. And even if you have a little influence and can bring in some bacon it certainly doesn't merit a 6 figure salary, not today at least. Expectations, Please! in this quasi socialist bureaucratic healthcare world what the hell does that even mean? Everyone likes to think that Merck is just cleaning out the dead wood and getting rid of the slackers but the fact is the entire tree is dead and it wont be long before a chain saw takes the whole thing down

 

Agree for the most part with everything you said, however when you have billions of dollars of cash sitting on the sidelines, the entire tree is NEVER dead, and the chain saw seems to be conspicuously absent when it comes to making the needed cuts.

 

If the skills are actually not even needed and are irrelevant then its all a big fiasco. CTLs want some sort of ill defined perfection. Have yet to see a CTL give a demo for anything they score us on....If you are lucky enough to perform adequately (very subjective, of course) then you can score high....might get a raise and promotion!

If not (again, very subjective), you are written off....Probably as planned. Have a past of success? Who give a ^$*%^! Its time for you to go ....exit to the right!

 

Year after year!? Unusual. Most times once and due to a KOLs on strike! Maternity leaves and MC snafus! We have a few LERs who were bottom year after year after year....guess they missed the marketing TCs but hey they made it through the cuts anyway! Guess the managers left the check box paper at home.

 

Kiss their assess! That's all we can do, so get over it.

 

People. Quit bitching. You chose, god only knows why, to be a drug rep. Now you are trapped by the golden handcuffs and can't get out. Realize you are trapped and just play the game. There is nothing you can do about bad ctl's because your profession is irrelevant. You contribute nothing except free samples and lunch. Enjoy the ride along and role playing. Who does that any way?

 

Nothing. Terrorizing reps is good because either you perform or quit. Your director is more concerned about his/her bonus. You are a tool, not a person to feel sorry for.

The most a director would do is to conduct a sham face-to-face meeting so he can write a report and said he did it. The last CTL who was forced to endure a meeting like this is now at the HQ as a VP.

 

What kind of warped absurdity is this! Terrorizing is good? If you're a manager you deserve to be thrown out on your rear. There is never a reason to insult, diminish and treat people like trash; here or anywhere. To do so creates an environment of hostility and destroys the very reputation the company prides itself on.

As for performance it is now well known a good rep can get a new manager and suddenly they are down rated after years of good performance. One manager in a region will not disagree with another in the group, so the rep is stuck. I know of a few situations..rep moved and they were promoted within a short time. Another where the rep was cut, came back and things went back to normal once they were away from the original problem.

 

Mine gave me great field reviews. Would meet me after doing things with said child, said another teleconference. Would do one lunch and one call, again CtL had to leave. Was with my Ctl 4 times during 2014 for all of 8 hrs. Thought I was doing great. Year end numbers put me at 3. Ended up in middle bucket. This company sucks!

 

A three should put you right smack dab in the middle bucket. What were you expecting?