Worst Manager?

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anonymous said:
Who has the worst manager at Bayer?
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The recently appointed Vice President of the Central Area is certainly a case study in all that is wrong with DEI hiring! It's astonishing how someone so out of touch can rise to such a position. He embodies a mix of inaccessibility and incompetence, projecting an air of condescension that is truly off-putting. What's more alarming is his total disregard for accountability; he seems completely unfazed by the negative impact his leadership and the toxic culture he fosters are having on his AGM team. This is yet another misstep in hiring by Paul!
 










The title of this post is technically incorrect. AGMs are supposed to lead a team. Despite the bad ones, there are some amazing AGMs in place! Bill has said, the future in business is to lead, not to manage. Bayer didn't place all the right people in AGM leader roles or in customer facing roles. But the initial DSO realignment cement has dried, so how do you fix it now? Suggestion: Just leave if you’re not happy with your leader and/or squad. Many amazing people have left this year.
 


Many of the strongest leaders in Sales and Market Access have either left or been forced out, leading to the rise of weaker leaders. We have assigned some of our best leaders to lesser roles while retaining more tenured but ineffective leaders throughout the organization. This situation is contributing to DSO's failures. The departure of top talent in Sales and Market Access has resulted in a decline in leadership quality, exacerbating these issues. The best leader I ever had was moved out of their role leading our regional account management team to a lesser sales role and replaced with someone who, while nice, was and is ineffective. This situation contributed to my decision to leave, as well as the departures of several of my peers.
 






Scott Koons! He is not a manager but is acting as one in a STA, and he is ineffective. He is inaccessible, clueless, and does not contribute to the development of our skills. Another incompetent manager in training!
 


anonymous said:
Many of the strongest leaders in Sales and Market Access have either left or been forced out, leading to the rise of weaker leaders. We have assigned some of our best leaders to lesser roles while retaining more tenured but ineffective leaders throughout the organization. This situation is contributing to DSO's failures. The departure of top talent in Sales and Market Access has resulted in a decline in leadership quality, exacerbating these issues. The best leader I ever had was moved out of their role leading our regional account management team to a lesser sales role and replaced with someone who, while nice, was and is ineffective. This situation contributed to my decision to leave, as well as the departures of several of my peers.
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So many talented people leaving and many more being chased by other companies. Bayer is now advertising higher salaries for open positions than what they provide tenured, consistent producers and new to the company high achievers. That makes no sense, who is in charge? The leaders at this company are a joke.
 




Promotions at Bayer have always been who you know and how much ass you have kissed. Its definitely not the most skilled person and the nonsense they showed today is more of the same that allows for that to continue. DSO “should” be teams of people making hiring decisions, not a single person. That would eliminate the ass kissing factor.
 



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