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“Performance” Memo

Discussion in 'Otsuka' started by anonymous, May 2, 2018 at 1:58 PM.

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  1. anonymous

    anonymous Guest

    KM tells us, “As we raise the bar, through our Continuous Performance Tool, part of ‘Continuous Coaching’ is Improvement Plans...I want everyone to be ‘comfortable’ and ‘welcoming’ in the Improvement Plans, as the intent is to raise our game.” Okay, KM, lead by example. You go first and take the first PIP if it’s such a good thing.
     

  2. anonymous

    anonymous Guest

    My whole team can’t believe the e-mail! And the new hires that I know are asking if they made a mistake coming here. I’ve never seen anything like it before in all my years in pharma. A PIP basically means you are getting fired 90% of the time.
     
  3. anonymous

    anonymous Guest

    This is the same person (or represents the same group of people) who told us at the POA that “ Otsuka truly values its people”. Wow.
    And this is when Rexulti is at 107% to plan. Imagine if it was at 95% like most of last year.
     
  4. anonymous

    anonymous Guest

    Otsuka has not used the PIP as an improvement plan they have used it as a route to termination. They have not taught people to welcome a PIP or that an improvement is a good thing.

    Otsuka has clearly used the PIP as a threat and indicator you are soon to lose your job. Someone do an analysis on how many people put on a PIP actually are around in a year? PIPs are the time for the manager to now randomly document per HR so it supports them getting rid of the person on the PIP.

    Come one Kimmie, supporter of culture, that is not a way to motivate or engage. You have to change the negative culture before anyone will be open to that.
     
  5. anonymous

    anonymous Guest

    They can take their little performance email and stick it up their asses! They won't be putting alone on a PIP because word would spread like wild fire and then you would have the entire sales force looking to leave this shit hole (well, most are anyway), and everyone would be concentrating on that. I say these dick heads are bluffing!
     
  6. anonymous

    anonymous Guest

    No thanks! I'm good.. too great actually, but thanks for the feedback and attempting to share in the process.
    KM
     
  7. anonymous

    anonymous Guest

    #radicalcandor
     
  8. anonymous

    anonymous Guest

    Not bluffing it’s already happening. They discovered the word accountability! What a concept now all you slackers will be exposed.
     
  9. anonymous

    anonymous Guest

    Way to motivate and reward your employees who are achieving/exceeding their IC goals! Let's continue comparing ourselves against products whom are not true competitors.. Funny... at Fast Start and our recent National POA's, there was focus on 2 products and neither started with the letter V... Let's continue coaching our employees to justify leadership short comings and tasking them to death with paralysis by analysis... This sure doesn't sound like the "Otsuka " culture many of us signed up for...So much for being experienced territory owners... everyone would be better off if they told us how they'd like us to achieve their goals and save some time! Couldn't be more disappointed in this leadership and company... I'm POSITIVE I'm not alone.
     
  10. anonymous

    anonymous Guest


    Well said and you are not alone whether in the field or the HO. The question is when the hell is someone going to take notice of the poor quality of “leaders” at all levels. This place promotes people for the wrong reasons and then wonders why people are miserable and quit. Last time I checked turnover is costly for an organization. Funny how they fudge the numbers to benefit their “story”. It’s sad to see this company go downhill I have stuck it out for 6 years and keep waiting for it to get better but it just keeps slipping further downhill:(.
     
  11. anonymous

    anonymous Guest

     
  12. anonymous

    anonymous Guest

    Interviewing with Otsuka.
    a) Are these plans for all reps? Or just under performers? Is this a total micro management move?
    b) What is the starting salary, ballpark, for someone with experience?
    c) Worth coming over?
     
  13. anonymous

    anonymous Guest

    their pip is to get rid of you

    I know 1 people who their dm did not want in the last layoff that were set up to fail

    That’s what they do - by the way- figure out how they do their “numbers” ranking - end of year -

    It’s confusing on purpose - I figured it out and I was shafted of bonus money and ranking due to their “fixed” numbers that did add up to my actual performance

    Boy that made the mad -

    They are literally the most dishonest organization I know,-and resort to illegal tactics to get rid of you - let’s see- think of how they would do that- yes you are correct -

    Don’t let them get away with it -
     
  14. anonymous

    anonymous Guest

    sorry 3 people including myself

    I’ve been a top performer- leadership roles for years

    Once dm they protect has it out for you - that’s it


    Remember that they can’t retaliate during protected activity -
    Look that up and if you are asked to “think outside the box”
    Report them!
     
  15. anonymous

    anonymous Guest

    Seriously what are they doing in HR making things up as they go along? Can't wait for year end process - no one knows what the hell they are doing. These random surveys pushed out about extraordinary results WTF? Not one leader, RD, DM or AM - hell any employee for that matter knows what they are supposed to be doing - but they are tracking (I mean fudging) metrics to make it look like it working.

    No clear communication from HR or anyone for that matter! Sending an email doesn't mean everyone understands your mumbo jumbo. Typical train wreck ummm you launch something but you have no clue how to pull it through - ha and you think the field is worthless look in the mirror.

    This place continues to crumble. But again, nice bonuses for all who are involved in a "successful launch" #vomit
     
  16. anonymous

    anonymous Guest


    FYI - no one ever knows what is going on so nothing new and BTW its not just HR its the entire company!:D
     
  17. anonymous

    anonymous Guest

    umm ok that is true but isn't this their mastermind and maybe they want to clue everyone in on exactly what is supposed to be happening? or just let it flop like everything else they do lol
     
  18. anonymous

    anonymous Guest

    prepare for another flop because no one knows what the hell is going on!