Imaavy Culture, Morale and the Future


anonymous

Guest
The general consensus across the country is growing skepticism that this company has the humility to admit it doesn't understand rare disease. Many of us came here with big rare disease pedigrees and we were told untruths (won't call them lies jurist yet) about our territories, guaranteed bonus payouts, and a startup culture within a big company. So far none of these are true. Our midget leader admits on every call that he's learning as he goes (I shouldn't know more than you) and yet when the IC plan was rolled out we were treated like children and shown disrespect. None of our questions were answered.

1/3 of the salesforce will be gone by summers end at this rate.

I'm posting this not to complain but as a warning. You're losing your entire team Casey. Time to stop with the fake humility. Start possessing it.
 

Good thing we all have team names, mass market metrics’s from the 1990’s -reach&frequency, Veeva games, field ride alongside, lists, multiple spread sheet bs , zooms everyday, 30 people on RAM “ Account Team” that don’t have any accountability or know what they are doing, leadership & 90% of division with no rare disease experience… oh and now a comp plan that is based on weight and no one understands. Culture & Process is non existent. Resumes are already out, moral is terrible, management is out of touch. Zero customer focus, it’s all about internal metics and kissing ass. Embarrassing. Lots of folks leaving.
 
90% of division with no rare disease experience? Nearly everyone I know on the team has pretty deep rare experience. Granted there are some tremfaya promotions into rare, but doesn't everyone deserve their first shot?

The leadership is what's most concerning. Casey doesn't get it. Nicole definitely doesn't get it. And the payer team is a joke. It's not even worth engaging.

Empty promises are going to bite this leadership team in the ass really hard.
 
90% of division with no rare disease experience? Nearly everyone I know on the team has pretty deep rare experience. Granted there are some tremfaya promotions into rare, but doesn't everyone deserve their first shot?

The leadership is what's most concerning. Casey doesn't get it. Nicole definitely doesn't get it. And the payer team is a joke. It's not even worth engaging.

Empty promises are going to bite this leadership team in the ass really hard.
Ouch!
 
Every start-up or launch has growing pains but this team has a massive tumor that upper leadership does not want to acknowledge or address. The biggest problem is that they are trying to manage Account Managers (who actually have rare disease experience) like primary care reps. Ridiculous metrics that don't apply to rare disease, BS "busy work" and excessive calls are setting us up for failure. Not to mention that it's JULY and we still don't have an IC plan (one that clearly doesn't match what we were told when interviewing). In the East, we are fortunate that the majority of our DMs have rare disease experience and trying to shield us from the nonsense. Our RBD seems willing to listen, learn and make changes but how long are "the good ones" going to stay around? They are stuck in the middle. No one believes that CF, NJB or KH want to hear us or accept that RARE DISEASE is different. Admit you don't know and learn from people who do. If not-it's going to be a rude awakening when half the sales force walks by year end. Top performers are already looking or out on leave. Make changes and pay us now or fork out the money for a new sales team...after you pay us our signing bonuses of course.
 
1. Anyone who takes leave to avoid doing their job - no matter how hard it is - isn’t worth having on the team -

2. Senior leadership needs an opportunity to course correct - give it a minute before you start childishly mocking them -

3. Metrics are set as a goal and not an absolute. It’s something to try and average out over the course of a week or two . If the goal was two calls/day - who would really push themselves to hit 3 or 4…definitely not the people who took leave -

5. I agree with the comp situation - should’ve been figured out before launch but I’ve not missed a paycheck so it’s all good!
 
1. Anyone who takes leave to avoid doing their job - no matter how hard it is - isn’t worth having on the team -

2. Senior leadership needs an opportunity to course correct - give it a minute before you start childishly mocking them -

3. Metrics are set as a goal and not an absolute. It’s something to try and average out over the course of a week or two . If the goal was two calls/day - who would really push themselves to hit 3 or 4…definitely not the people who took leave -

5. I agree with the comp situation - should’ve been figured out before launch but I’ve not missed a paycheck so it’s all good!
Clearly you haven’t been with JNJ for very long.
 
I agree with poster 7 and 8, which on the surfaces probably seems odd.

Taking leave without a disability and without imminent firing is a loser thing to do. Top performers don't do this. Losers do. Unless you have an unreasonable boss that's causing you extreme anxiety and threatening you, in which case you would qualify as having a disability, just do your job and look for something else.

Metrics of any kind are silly in rare disease. 75% of my calls are fake. You want fake - you got it. I'm great at making Veeva happy and I won't stress about it. You would be wise to know that you're analyzing absolute garbage to make garbage decisions if you think the sale force is using Veeva with authenticity.

Rare disease is about 2-3 key conversations a year (sometimes less) with people that matter. We need DATA; Not a call list. The lack of raw data to analyze and use our talents to assess is ludicrous. You hire people with 10+ years of rare disease experience and then trust that your algorithms can produce a better list of people to call on than a seasoned reps mind is just fucking stoopid.

Me, I've got a big salary and a big sign on so I'll stick it out until March and hope for the best. I think we have a chance if Casey develops some humility. Right now the sight of him makes me want to throw up in my mouth.

But if something better some along that will cover my sign on, best of luck with the shit show.
 
They aren’t going to listen until it hits them hard in their pocketbook. Clearly the company focus is on Tremfya and Imaavy means nothing until it gains the additional indications (huge mistake by the way!) Sadly, after this weeks call on incentives, it’s clear that this division will have to fail miserably before they listen to the tenured reps that they specifically hired for their ‘experience’. And let’s be honest, we all bring a lot of experience to this division but J&J is like a cult and it seems if we didn’t start here then we will never be heard. I personally don’t care about the sign on bonus, I can take my experience and talent elsewhere where my thoughts will be heard and my input is valued.
 
As someone who formerly worked in JNJ's other rare disease division, get out. Corporate will eventually turn it to a joke like they did with Actelion. Once your leadership "buffer" grows weary, some MBA's from NJ will make you all their personal project.
 
The general consensus across the country is growing skepticism that this company has the humility to admit it doesn't understand rare disease. Many of us came here with big rare disease pedigrees and we were told untruths (won't call them lies jurist yet) about our territories, guaranteed bonus payouts, and a startup culture within a big company. So far none of these are true. Our midget leader admits on every call that he's learning as he goes (I shouldn't know more than you) and yet when the IC plan was rolled out we were treated like children and shown disrespect. None of our questions were answered.

1/3 of the salesforce will be gone by summers end at this rate.

I'm posting this not to complain but as a warning. You're losing your entire team Casey. Time to stop with the fake humility. Start possessing it.
Casey definitely the problem. He has zero rare disease experience and he’s acting like he’s listening but he’s actually not. He has no idea what it’s like to sell in rare disease or what needs to be done to keep a rare disease field team happy. Feedback goes in one ear and leaves out the other…. I do think the people at corporate do listen to the feedback and trying to get the reps what they need but the combinations of the wicked witch and a man with such a huge ego problem there’s no way they’ll get this right.
 
Casey definitely the problem. He has zero rare disease experience and he’s acting like he’s listening but he’s actually not. He has no idea what it’s like to sell in rare disease or what needs to be done to keep a rare disease field team happy. Feedback goes in one ear and leaves out the other…. I do think the people at corporate do listen to the feedback and trying to get the reps what they need but the combinations of the wicked witch and a man with such a huge ego problem there’s no way they’ll get this right.
So many people are wanting to level some have left, and many are on medical leave due to the way management is running things. So many reports, so many call expectations to offices and hospitals, high expectations with Ohm partners, yet many have not even been hred, and no office day to do all the trackers, reports, mid year, accout plans, ect, and then a manager wants to works with you 6 days in a quarter, plus marketing, plus higher up leaders…we can’t breathe, and we certainly can’t sell anything, since there are so many zoom calls and admin expectations. When, will we have time to see our customers? We are so behind. And the 3 week vacation that’s prorated, with no Christmas break or summer break is demotivating, as we all left 6-8 weeks of pto at last positions, assuming all pharm companies are off in the summer and winter. No one except the larger cities will even make half the ic potential, as the expectations here are unreal, and rare disease territories are not created equally.
 
Casey definitely the problem. He has zero rare disease experience and he’s acting like he’s listening but he’s actually not. He has no idea what it’s like to sell in rare disease or what needs to be done to keep a rare disease field team happy. Feedback goes in one ear and leaves out the other…. I do think the people at corporate do listen to the feedback and trying to get the reps what they need but the combinations of the wicked witch and a man with such a huge ego problem there’s no way they’ll get this right.
Give the guy a break. He has to report to the Queen Bee who likely wanted someone else in the role but her hand was forced. He's treading water, especially because he needs to suck up to his boss' ego so she thinks she's the smartest one in the room.
 
The general consensus across the country is growing skepticism that this company has the humility to admit it doesn't understand rare disease. Many of us came here with big rare disease pedigrees and we were told untruths (won't call them lies jurist yet) about our territories, guaranteed bonus payouts, and a startup culture within a big company. So far none of these are true. Our midget leader admits on every call that he's learning as he goes (I shouldn't know more than you) and yet when the IC plan was rolled out we were treated like children and shown disrespect. None of our questions were answered.

1/3 of the salesforce will be gone by summers end at this rate.

I'm posting this not to complain but as a warning. You're losing your entire team Casey. Time to stop with the fake humility. Start possessing it.
I have a great idea. Why don’t get off your entitled ass and work instead of whining like a 2 year old with a bad case of diaper rash? Who the hell actually describes themselves as having “big rare disease pedigrees”? Have you lost your effing mind? You need to learn a little humility. J&J isn’t a cake walk by any stretch of the imagination. It can be pure hell here at times but large global companies aren’t easy places to work. Did you really believe it would be all unicorns and rainbows when you signed your offer letter? If you did you’re an even bigger moron than you sound. You won’t succeed anywhere if you spend all your time reading your own press clippings. Get over your bad self. Okay?
 
Good thing we all have team names, mass market metrics’s from the 1990’s -reach&frequency, Veeva games, field ride alongside, lists, multiple spread sheet bs , zooms everyday, 30 people on RAM “ Account Team” that don’t have any accountability or know what they are doing, leadership & 90% of division with no rare disease experience… oh and now a comp plan that is based on weight and no one understands. Culture & Process is non existent. Resumes are already out, moral is terrible, management is out of touch. Zero customer focus, it’s all about internal metics and kissing ass. Embarrassing. Lots of folks leaving.
Oh! So you mean business as usual! Too bad there hasn't been one productive or original idea in the past 3 decades. "Leadership" focused on adding to their own resumes.
 
I have a great idea. Why don’t get off your entitled ass and work instead of whining like a 2 year old with a bad case of diaper rash? Who the hell actually describes themselves as having “big rare disease pedigrees”? Have you lost your effing mind? You need to learn a little humility. J&J isn’t a cake walk by any stretch of the imagination. It can be pure hell here at times but large global companies aren’t easy places to work. Did you really believe it would be all unicorns and rainbows when you signed your offer letter? If you did you’re an even bigger moron than you sound. You won’t succeed anywhere if you spend all your time reading your own press clippings. Get over your bad self. Okay?
People with big rare disease pedigrees, that's who. And J&J is a cakewalk compared to the places we came from. You legacy people really have no idea.
 


Write your reply...