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PIP Plan

Discussion in 'SkinMedica' started by Anonymous, Feb 16, 2013 at 11:35 PM.

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  1. Anonymous

    Anonymous Guest

    Does anyone know of any reps that have been put on a Plan and successfully got off of it and are still working here? Any that were let go after one?
     

  2. Anonymous

    Anonymous Guest

    I heard a Fl. rep is on a PIP pan. I have only heard of one other rep on a PIP and she was let go very quickly afterwards. Good luck to you, I hope that you are interviewing for a new job. Your days are numbered.
     
  3. Anonymous

    Anonymous Guest

    I agree. If you are on a PIP, formal or informal, you are history. The only way you could beat the PIP is to blow your quota away in the month your PIP started. Anyone think these quotas can be blown away? Greedy company has made it almost impossible! Good reps will leave soon if quota's are not adjusted soon.
     
  4. Anonymous

    Anonymous Guest

    Sorry to say but PIP @ SM are known to be the beginning of the end. I can't think of anyone who is still here who has been put on a plan. If you're put on a PIP, I would do the following:

    - Don't waste your time trying to blow out your numbers (next month will be worse!)
    - Look for another job FAST!
    - Understand your unemployment benefits
    - Hoard your car stock!
     
  5. Anonymous

    Anonymous Guest

    AGREED!!!! Especially your TNS Essential Serum.....
    Be lucky that you were notified that you are on a PIP - some they just dump without a heads up. Good luck and know life is much better with SM and all the unethical BS.
     
  6. Anonymous

    Anonymous Guest

    A PIP means goodbye with warning. Noone comes back from them.
     
  7. Anonymous

    Anonymous Guest

    PIP at SkinMedica = Performance isn't Possible You have zero chance to survive because its set up that way! PIP = Pack it Promptly
     
  8. Anonymous

    Anonymous Guest

    I was a victim of a PIP at SM...It's unfortunate a company I thought would be such a great place to work quickly became the complete opposite. I hated the culture and the approach to sales they preached! It does not work long term.

    I sold as much as possible on my way out bc it benefited me financially. Unfortunately, my sales numbers that last month were the reason my manager made quota that month & quarter...and got no personal acknowledgement knowing the circumstances that I made it happen (how weak is that?!). The people I worked along-side and for were the fakest, poorest excuse of individuals I have ever been around in the corporate world. What a toxic, empty, exhausting place to be! I don't miss one second of it!
     
  9. Anonymous

    Anonymous Guest

    I am so sorry that you were let go. You are in a much better place now that you no longer work for the Satan himself. How long ago was it that you were let go? How long were you on a plan before they let you go. I feel my days are numbered here as well. Toxic environment! Good luck to you. Was EB your Divisional manager?
     
  10. Anonymous

    Anonymous Guest

    EB and PG are the root of all the negativity in this organization. These two sick, work crazed losers, have nothing but their meaningless little jobs to fill the days before they wake up someday to find how life has passed them by! EB is rude, brash, angry, and spends as little time at home as he can. PG is so self absorbed and insecure, she's continuously seeking the next procedure. For free! She tried to sell by booking appointments with her doctors as a patient. Shape Med Spa ring a bell? How low will she go is the only question remaining.
     
  11. Anonymous

    Anonymous Guest

    So sorry to hear someone is gone while admits this Chaos! Unfortunately skm managers, not agn, blame everyone but themselves. They only care about themselves and their numbers. They aren't agn material! They like to pretend they are managers by telling and controlling their team. Seriously.... Learn to coach! Your tm's failure is a direct result of your failure especially when there's no consistency!

    Everyone feels there says are numbered... Or hoping as everyone is miserable that has a skm manager.
     
  12. Anonymous

    Anonymous Guest

    Looks like above poster was a bit drunk when trying to type that post! however, lots of truth there. Agn mgrs are light years ahead of the skm mgrs. I still cant believe skm mgrs and tm's are not allowed to but encouraged to invite key docs to Summit meetings like the one this weekend at the Breakers in Palm Beach! Then, if that's not bad enough, they have to go attack each one of those unsuspecting customers to order the Summit promotion! How is that not a quid pro quo? Just because it's not Rx? Okay, but I'm telling you, the customers don't like it either. Do skm managers and reps have to have college degrees? It sure seems some of them are so dumb about basic current events and news that I just have to wonder if they hire people without a degree. Maybe my nanny can work there!!
     
  13. Anonymous

    Anonymous Guest

    not all skm managers have degrees!! It is an Allergan requirement but somehow these people are allowed to stay on board. hahahaha.
     
  14. Anonymous

    Anonymous Guest

    Who cares! It's a piece of paper that doesn't mean a thing when it comes to selling now. The best sales people of all time didnt and don't have a degree. Get over yourself!
     
  15. Anonymous

    Anonymous Guest

    I don't think it's about the piece of paper or ego of some but rather it is the basic requirement for the job at Allergan. Should many of these people apply today they wouldn't even get an interview because of the lack of degree.
     
  16. Anonymous

    Anonymous Guest

    First, it is not correct that “at will” employees can be terminated for “any” reason. While most people, lawyers and judges seem to believe that, it is a very incorrect statement. What is true is that “at will” employees can be terminated for “any proper” reason. So, employers cannot terminate employees for improper reasons, such as discrimination, retaliation, harassment, because they will not engage in improper or illegal behavior, and/or many other “improper” reasons.

    Second, employers are not required to pay severance when someone is terminated, but when severance is paid, it is not due to any “requirement.” Rather, severance is paid to reduce risks, including risks that employees will claim they were fired for “improper” reasons.

    Performance Improvement Plans are almost always instituted (a) to create a seemingly “proper” reason (and paper trail) to fire someone (b) in order to deny them severance, and possibly even unemployment benefits.

    By instituting Performance Improvement Plans (or “PIP’s”), employers (i) humiliate, (ii) infuriate, and (iii) intimidate employees. Then, as a direct result:

    • Often after a PIP, an employee will quit in disgust; presto: no severance and even no unemployment benefits, and the employer does not have to explain to anyone why they wanted the employee to leave.
    • Often after a PIP, an employee will feel intimidated, and simply accept his or her termination; presto: no employee request or expectation of severance, and the employee will be too intimidated to ask for a reason for his or her being singled out.
    • Often, after a PIP, an employee will feel infuriated, and either shout or engage in some other bad conduct; presto: they are then fired for “cause” and given no severance and not entitled to unemployment benefits.
    • Often after a PIP, HR will say to an employee, “You know, your resume would look so much better if you resigned, than were fired; we will ‘let you’ resign, as a favor.” Presto: no severance, no unemployment benefits, and the employer does not have to give a reason for pushing the employee out.
    • Often, after a PIP, HR will say to an employee: “If you resign, in the future you may come back and work for this company. But if you are fired for performance reasons, you can never come back.” Presto: the employee quits, without request or expectation of severance, and is even denied unemployment benefits.
    • Often, after a PIP, HR will say to an employee, “If you resign we can give you a neutral reference, and maybe we will even not contest your application for unemployment.” Presto: no severance, and no need to provide a reason for wanting an employee to leave.

    So, many times PIP’s are used to hide improper reasons for wanting an employee to leave, when the real reason is improper. Also, using PIP’s helps employers reduce severance costs, and even lowers their unemployment insurance premiums, which are based on how many of their employees collect unemployment benefits.

    While some Performance Improvement Plans are honest and in good faith, such good faith use of PIP’s is quite rare. Most are false and fraudulent, and so very upsetting. I believe it is the humiliating, the infuriating and the intimidating effects of the vast majority of Performance Improvement Plans that are the source of their power for employers, and the essence of their evil.
     
  17. Anonymous

    Anonymous Guest

    So what is your point to this high brow rant. It seems the point is nobody listens to your bullshit at work or at home any more, if you have either, so you just had to let it out on CP? I was reading this long winded post wondering all the while where the hell is the punch line to all of this shit? Never came.
     
  18. Anonymous

    Anonymous Guest

    Cynical. You not the other post. They made their point well. What were you hoping for? A happy ending? Get me my barf bag stat.
     
  19. Anonymous

    Anonymous Guest

    I agree, it's just about the basic requirement. It's a basic requirement for all agn employees (tms and mgrs). Anyone hired into agn/skm must have a degree.

    And let's be a honest a good rep doesn't mean they'll be a good mgr! A degree doesn't do that either but at least the time was invested in educating themselves. Many people at agn in corp or mgt positions have a masters and even some reps have a masters. I'm sorry but a mgr with a masters and 10 years of sales experience and a new mgr with no degree and same experience aren't on the same level. Period! Doctors expect mgrs to credential themselves as much as a tm. My mgr has been ignored and lacks respect by doctors simply because of the lack of education.
     
  20. Anonymous

    Anonymous Guest

    Who are you referring to??