SFM

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anonymous said:
OK, what has launched and succeeded since SFM started at Axsome:

1) retention of top talent - failed!
2) motivate & grow largest volume territories - failed!
3) dtc - launched and doomed to fail unless we’re selling shoes, please see commercial WOW!
4) market access - failed!
5) improve training, provide relevant training - failed!
6) All In - failed!
7) Create leaders from within - failed!
8) Hire kiss as- cast off’s from Abbvie - Success!
9) Go back to outdated Forest playbook highlighted by micro management - Success!
10) Create a fear based culture - Success!
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LMAO THIS IS SO SPOT ON!
 


anonymous said:
OK, what has launched and succeeded since SFM started at Axsome:

1) retention of top talent - failed!
2) motivate & grow largest volume territories - failed!
3) dtc - launched and doomed to fail unless we’re selling shoes, please see commercial WOW!
4) market access - failed!
5) improve training, provide relevant training - failed!
6) All In - failed!
7) Create leaders from within - failed!
8) Hire kiss as- cast off’s from Abbvie - Success!
9) Go back to outdated Forest playbook highlighted by micro management - Success!
10) Create a fear based culture - Success!
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Her “wins” are so pathetic that she sent out an e-mail congratulating PB for an insurance win that could benefit 150K lives in a state that has over 10 million lives. He shouldn’t be congratulated, like you he should be fired! What a f-cking joke! Absolutely pathetic.
 


I’m sorry, but did anyone else throw their phone out of their car window while watching the witch on the latest episode of the sh-t show. For the love of god will someone please save us from this phony b-tch!
 


Dear Senior Management,

I am writing to you today with an urgent and critical concern regarding the leadership of our sales department. There's a severe and rapidly deteriorating morale crisis within the sales team, directly attributable to SFM. This situation has escalated to the point where we are witnessing a mass exodus of our top-performing sales talent, which, if not addressed immediately, will have significant and lasting negative impact.

Her current leadership style has created a toxic and demoralizing environment, characterized by excessive micro-management and unrealistic expectations without adequate resources.

Our most valuable asset – our people – are feeling undervalued, disrespected, and burnt out. This isn't just about dissatisfaction; it's about a fundamental breakdown in trust and a loss of faith in leadership, leading them to seek opportunities elsewhere.
We have lost and will continue to lose individuals who have been instrumental in driving our success, and their departures represent not only a significant loss of institutional knowledge and client relationships but also a substantial cost in recruitment and training for their replacements. The remaining team members are struggling with decreased motivation and increased stress, directly impacting their performance and overall productivity.

I implore you to intervene and make a leadership change. Replacing SFM is not just about improving morale; it's about stemming the tide of talent loss, rebuilding a productive and positive sales culture, and safeguarding our future growth. We need a leader who can inspire, support, and strategically guide our sales team, fostering an environment where our talent can thrive, not flee.

Thank you for your immediate attention to this critical matter.
 


anonymous said:
Dear Senior Management,

I am writing to you today with an urgent and critical concern regarding the leadership of our sales department. There's a severe and rapidly deteriorating morale crisis within the sales team, directly attributable to SFM. This situation has escalated to the point where we are witnessing a mass exodus of our top-performing sales talent, which, if not addressed immediately, will have significant and lasting negative impact.

Her current leadership style has created a toxic and demoralizing environment, characterized by excessive micro-management and unrealistic expectations without adequate resources.

Our most valuable asset – our people – are feeling undervalued, disrespected, and burnt out. This isn't just about dissatisfaction; it's about a fundamental breakdown in trust and a loss of faith in leadership, leading them to seek opportunities elsewhere.
We have lost and will continue to lose individuals who have been instrumental in driving our success, and their departures represent not only a significant loss of institutional knowledge and client relationships but also a substantial cost in recruitment and training for their replacements. The remaining team members are struggling with decreased motivation and increased stress, directly impacting their performance and overall productivity.

I implore you to intervene and make a leadership change. Replacing SFM is not just about improving morale; it's about stemming the tide of talent loss, rebuilding a productive and positive sales culture, and safeguarding our future growth. We need a leader who can inspire, support, and strategically guide our sales team, fostering an environment where our talent can thrive, not flee.

Thank you for your immediate attention to this critical matter.
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Here’s a novel idea, why not simply promote the most talented, most beloved and most successful leader at Axsome? Everyone loves, respects and is willing to follow SE. Unlike the pathetic so called leaders on the AU side that have allowed SFM to literally upend their entire business strategy, culture, etc., SE has quietly, successfully and consistently run the SU division without sacrificing culture, without turnover and most importantly without letting SFM run over her. Leave a woman as the head of sales because we all know we are lacking a woman’s voice at the executive level, but choose the right woman, not the narcissist that has only implemented big pharma policies from the 2000’s and has never had an original idea. It ain’t 2001 and this ain’t Forest. Please give us a real leader in SE and ditch the devil that is SFM!
 


anonymous said:
Here’s a novel idea, why not simply promote the most talented, most beloved and most successful leader at Axsome? Everyone loves, respects and is willing to follow SE. Unlike the pathetic so called leaders on the AU side that have allowed SFM to literally upend their entire business strategy, culture, etc., SE has quietly, successfully and consistently run the SU division without sacrificing culture, without turnover and most importantly without letting SFM run over her. Leave a woman as the head of sales because we all know we are lacking a woman’s voice at the executive level, but choose the right woman, not the narcissist that has only implemented big pharma policies from the 2000’s and has never had an original idea. It ain’t 2001 and this ain’t Forest. Please give us a real leader in SE and ditch the devil that is SFM!
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It’s surprising that SFM hasn’t tried to get rid of SE yet. I’m sure her narcissistic, jealous nature can’t stand how much SE is loved
 


Former victim of SFM at Abbvie. My friend told me about this thread and I was so happy to see how much she is absolutely despised. Has she started her “ridicule” meetings yet? If not, just wait, it will only get worse for sales reps at Axsome.
 


anonymous said:
Look out Axsome! She left Abbvie, which was a toxic culture that she created! Breakfast for all the territories that are underperforming to get numbers up. It is such a humiliation tactic. Comes across all sweet, but there is venom behind that smile. Just Saying!
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This post was nearly a year ago, so we knew we were doomed. However, now it’s officially a year later with SFM at Axsome and we know we’re screwed. It’ll be interesting to see all the scared, as—kissing, ladder climbers that praise her on her 1 year anniversary. Make sure you jot those names down because they are the one’s that have completely sold out and can’t be trusted. Sad, but true!
 




Oh, absolutely nothing says “organizational excellence” like watching one ego-driven sales leader waltz in with their handpicked entourage of yes-men and proceed to transform a once-thriving sales culture into their own personal fiefdom. It’s truly magical how quickly they can replace collaborative teamwork with cutthroat politics, turn mentorship into favoritism, and convince ELT that their “revolutionary” approach of throwing existing talent under the bus while installing their cronies in key positions is exactly what the company needed. Before you know it, you’ve got seasoned performers updating their LinkedIn profiles, new hires wondering what toxic wasteland they’ve stumbled into, and the remaining survivors walking on eggshells while watching productivity plummet faster than the company’s Glassdoor rating. All In or Else!!!
 


anonymous said:
Oh, absolutely nothing says “organizational excellence” like watching one ego-driven sales leader waltz in with their handpicked entourage of yes-men and proceed to transform a once-thriving sales culture into their own personal fiefdom. It’s truly magical how quickly they can replace collaborative teamwork with cutthroat politics, turn mentorship into favoritism, and convince ELT that their “revolutionary” approach of throwing existing talent under the bus while installing their cronies in key positions is exactly what the company needed. Before you know it, you’ve got seasoned performers updating their LinkedIn profiles, new hires wondering what toxic wasteland they’ve stumbled into, and the remaining survivors walking on eggshells while watching productivity plummet faster than the company’s Glassdoor rating. All In or Else!!!
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To be fair, the favoritism, cronyism, and all-so predictable collapse you outline began before launch. Anyone on the first full sales call can tell you about the nauseating behavior of the leaders (insert giggle here).

However your point is well made. The collapse has absolutely accelerated under the latest group of no-talent buddies.
 




Gaslighting at its best. Convince tenured, proven and consistent performers that their lack of growth is due to them now sucking. It’s definitely not the lack of coverage, the lack of corporate culture and absolutely has nothing to do with the goal methodology. Do better, be better, stop sucking, we’ve only asked you to grow 40% in 6 months nearly 3 years into launch with no coverage. Remember it’s definitely YOU and definitely not us!!!
 


HUGE access wins being announced today, which should be a time to celebrate for everyone! Unfortunitely what you won’t hear today, which has already been decided is that based off these wins Q3 will be the largest growth goal percentages since launch. Now you might be asking how is that possible when they baked those expected wins into our Q1 & Q2 goals, which didn’t come to fruition or the fact that Q3 is historically the lowest volume quarter in the antidepressant category, well the answer is simply they don’t give a f-ck about you! You thought “summer is coming” was about getting as many new writers and new patients on board before the summer low, nope! Summer is coming was to warn you to start working out your butt hole because you are about to get f-cked! Remember access doesn’t sell the product, but it does allow us to gaslight you into thinking you can grow another 25% in Q3 over the 40% you’ve already grown this year. All IN or else! So don’t even think about complaining, all feedback should sound like, yes sir may I have another.
 


anonymous said:
HUGE access wins being announced today, which should be a time to celebrate for everyone! Unfortunitely what you won’t hear today, which has already been decided is that based off these wins Q3 will be the largest growth goal percentages since launch. Now you might be asking how is that possible when they baked those expected wins into our Q1 & Q2 goals, which didn’t come to fruition or the fact that Q3 is historically the lowest volume quarter in the antidepressant category, well the answer is simply they don’t give a f-ck about you! You thought “summer is coming” was about getting as many new writers and new patients on board before the summer low, nope! Summer is coming was to warn you to start working out your butt hole because you are about to get f-cked! Remember access doesn’t sell the product, but it does allow us to gaslight you into thinking you can grow another 25% in Q3 over the 40% you’ve already grown this year. All IN or else! So don’t even think about complaining, all feedback should sound like, yes sir may I have another.
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THIS
 




anonymous said:
HUGE access wins being announced today, which should be a time to celebrate for everyone! Unfortunitely what you won’t hear today, which has already been decided is that based off these wins Q3 will be the largest growth goal percentages since launch. Now you might be asking how is that possible when they baked those expected wins into our Q1 & Q2 goals, which didn’t come to fruition or the fact that Q3 is historically the lowest volume quarter in the antidepressant category, well the answer is simply they don’t give a f-ck about you! You thought “summer is coming” was about getting as many new writers and new patients on board before the summer low, nope! Summer is coming was to warn you to start working out your butt hole because you are about to get f-cked! Remember access doesn’t sell the product, but it does allow us to gaslight you into thinking you can grow another 25% in Q3 over the 40% you’ve already grown this year. All IN or else! So don’t even think about complaining, all feedback should sound like, yes sir may I have another.
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Yup summer is cumming right in our a—-! Hard & dry, so grab your ankles and repeat after me, yes sir may I have another!
 


Ladies & gentlemen gather round, gather round, after nearly 3 years we have a MONUMENTAL win that puts us on par with our branded competitors. Yes for the incompetent market access team this is monumental. But don’t be discouraged by the fact that your goals are going to sky rocket because our amazing marketing team has truly innovative support to help the field, i.e. mass e-mails & print on demand. WOW this is truly outstanding!
 


6 months into 2025 and only 14% of the 28 Elite spots are held by someone with a top 20% volume. Only 2 spots are held by territories that have a top 10% volume. 60%, yes 60% of the spots are held by territories with volumes in the bottom 50%. 3 spots are held by reps that started in Q1! Nothing to see here though, nothing at all.
 


anonymous said:
6 months into 2025 and only 14% of the 28 Elite spots are held by someone with a top 20% volume. Only 2 spots are held by territories that have a top 10% volume. 60%, yes 60% of the spots are held by territories with volumes in the bottom 50%. 3 spots are held by reps that started in Q1! Nothing to see here though, nothing at all.
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Give it up, my god. You’ve been paid. You can’t pay the same people over and over and over again. Do you really think that just littering this stupid website with the same dumb point a thousand times is going to change things? How about you get off your phone and go sell something. I know it’s hot in North Carolina right now but I’m sure you could find a way to make a few calls.
 



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