So are are the Enterprise and Paychex new hires working out?

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I agree rm's work 1 or 2 days get a good account story to talk about then they are out of sight. With so many reports no one knows where they are or they say they are with someone else. I guess they do not know we talk......
 


Anonymous said:
It's so sad what the company is doing. By hiring inexperienced ADP people they are lowering the standards, experience and knowledge of our salesforce. I'm not saying that they are all bad but we definitely have more of these folks ineffective than effective.

Mark my words, I'd bet that 3/4 of the new respiratory and DH Reps will be gone by the end of 2012. The money to hire and train these people is astronomical. When is this company going to get it.

Paychex people, Pharma reps and people like that just don't work out. I can't name one single person with those backgrounds that have worked out.

KC will just never learn and history will continue to repeat itself.

Get ready for the next wave of the rent-a-car, Paychex and Pharma hires. It will be another disaster.
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It isn't pretty. Most of them are train wrecks but a few should work out ok. Only time will tell. What a waste of money.
 






Anonymous said:
Not criticizing, just trying to see if this theory of the B2B guy/gal theory of employing is working out.

Also curious about prior Pharma reps that have gotten hired.

I don't know which was a worse chioce, the pharmaceutical rejects, the Enterprise rejects, or the ADP rejects.

Cast your vote!
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ADP and Paychex the worst. The one broad from the Northeast couldn't hack it and quit. The other two are awful. Walked into good numbers but definitely a train wreck from what I hear.
Time will determine that.

These folks don't have an ounce of credibility without previous medical experience. They can't get through issues without having to call other people to help then navigate. Even then they don't know what the heck they are doing.

To upper management and area managers. Please don't hire any more of these people. You might have a few that are good but from a statistical point of you most are not that great. They have poor work ethics and lack product knowledge. I know for a fact of two of these guys that's leave the house in the afternoon or go to work in the morning and are home by noon. They fake enter calls and try and let their managers think that they are working hard.
Hopefully management will see through the bullshit.
 








Most of them are average at best. B2B makes them no better than anyone else. I'd take another device rep or someone with some type of medical background any day over an enterprise rent a wreck person or Paychex or ADP. I heard that Lowery has another magnificent idea. He thinks that the Avon Lady would be a good fit for the company.
 


Anonymous said:
Most of them are average at best. B2B makes them no better than anyone else. I'd take another device rep or someone with some type of medical background any day over an enterprise rent a wreck person or Paychex or ADP. I heard that Lowery has another magnificent idea. He thinks that the Avon Lady would be a good fit for the company.
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They actually had a meeting and decided to scrap the Avon Lady campaign. The Tupperware sales consultant would be a much better fit. Isn't that what the g-tubes are made of?
 


Anonymous said:
Most of them are average at best. B2B makes them no better than anyone else. I'd take another device rep or someone with some type of medical background any day over an enterprise rent a wreck person or Paychex or ADP. I heard that Lowery has another magnificent idea. He thinks that the Avon Lady would be a good fit for the company.
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He would since in drives a Mary Kay pink cadillac!
 






This is all funny stuff. I believe CL has good intentions and wants to grow the company but I think he's going about it the wrong way. When Dr.'s meet someone new they often like to hear about their background. When a rep can't even carry a clinical discussion tells a physician that he/she worked for enterprise or ADP it cheapens the image of Kimberly-Clark.

I think that CL and the other higher ups need to re-evaluate this thought process. If I was a Gastroenterologist or IR doc and knew you were from enterprise or ADP I would never have you in a case for a tube placement with unfamiliar products (IPK)

Moving forward the company really needs to create an image that we are industry leaders. By that, I mean

1. Hiring appropriate people for the field
2. Hire appropriate people for sales training in house. The company hires whoever is willing to move to Roswell. Perhaps KC needs to hire someone from the outside. (Not saying the in-house trainers are bad..they are actually pretty good, they landed the job by default though)
3. Require continuing education. This should extend beyond product knowledge. We should be well versed on disease states.
4. Motivate your sales people and pay them appropriately. KC is known to be a lower payer in the device world.
5. Create a comp plan that's easy to understand and truly holds people accountable
6. Offer stock or options to employees. This makes them owners and holds a personnel stack in the success of the company.
7. When possible, promote from within. KC has many qualified candidates for certain positions and at times it seems like this is overlooked.
8. Bring manufacturing back to America. Our products were better made and keeping Americans employed is the responsible thing to do.
 




The atmosphere and culture of this company are poisonous. The upper execs look down upon the sales force as feudal serfs. The ADs give unattainable goals to the sales force, and the managers berate the sales reps. Every year, when again the realize that we are trending to not hit our numbers, they have us do a GAP analysis, and inflate numbers and move up close dates on business that doesn't exist. This is one of the worst paying companies in the industry. The products are good, but the quotas are ridiculous.

Actually, this is a post from the Carefusion board. I'm beginning to like K-C alot more.If you think the grass is always greener on the other side-get a lawn mower. Otherwise, realize as long as you work for a big company, they will pull the strings. If you don't like it, go to a start-up or start your own company.These are the people who make the real money and have control of their lives. Otherwise, shut up, make your number and enjoy your almost free Fusion, medical, dental, computer and 401K match.
 


Anonymous said:
This is all funny stuff. I believe CL has good intentions and wants to grow the company but I think he's going about it the wrong way. When Dr.'s meet someone new they often like to hear about their background. When a rep can't even carry a clinical discussion tells a physician that he/she worked for enterprise or ADP it cheapens the image of Kimberly-Clark.

I think that CL and the other higher ups need to re-evaluate this thought process. If I was a Gastroenterologist or IR doc and knew you were from enterprise or ADP I would never have you in a case for a tube placement with unfamiliar products (IPK)

Moving forward the company really needs to create an image that we are industry leaders. By that, I mean

1. Hiring appropriate people for the field
2. Hire appropriate people for sales training in house. The company hires whoever is willing to move to Roswell. Perhaps KC needs to hire someone from the outside. (Not saying the in-house trainers are bad..they are actually pretty good, they landed the job by default though)
3. Require continuing education. This should extend beyond product knowledge. We should be well versed on disease states.
4. Motivate your sales people and pay them appropriately. KC is known to be a lower payer in the device world.
5. Create a comp plan that's easy to understand and truly holds people accountable
6. Offer stock or options to employees. This makes them owners and holds a personnel stack in the success of the company.
7. When possible, promote from within. KC has many qualified candidates for certain positions and at times it seems like this is overlooked.
8. Bring manufacturing back to America. Our products were better made and keeping Americans employed is the responsible thing to do.
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You contradicted yourself with #7 and #2 you dolt.

And, just to clarify, the DH trainer did not get the position by default. From what I know,
there was competition for that job, and JS seems to get it. Now the RH chick, again, from what I have heard, is another story.
 


Anonymous said:
You contradicted yourself with #7 and #2 you dolt.

And, just to clarify, the DH trainer did not get the position by default. From what I know,
there was competition for that job, and JS seems to get it. Now the RH chick, again, from what I have heard, is another story.
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Completed agree with the above statement. Jason is a good guy for the most part knows his stuff and doesnt lean on the sales force for help to often. I'm not saying Carrie is bad but definitely got the job by default.
 


CL is a good guy. Knows this business and isnt afraid to roll up his sleeves and try to make this company better. How bout supporting management, be optimistic about the future, and recognize that change (including new products) don't happen overnight. This is a good company with a lot of talent and people who care about its future. Thank you. Now get to work and have fun!
 



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