Any good ASMs?

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anonymous

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Does anybody LIKE their manager? I'm ready to move. Mine is horrible
 

Sure. They are fine people but their job has become totally unnecessary. A “good” ASM is one who is confident enough to stay out of their reps way and not be overbearing just so they feel involved.
 
If your manager was hired from the outside, it’s likely that he/she is a good leader. I’ve met many of the new ASMs brought in and like them all. If however, your manager was a Lundbeck employee/ internal candidate promoted to replace an exiting ASM, you’re screwed.
NS1 in particular has promoted 2 ASMs who have no business leading anyone. One was just awarded back at the national sales meeting after her entire team was fired or quit within the last 12 months. I thought the idea was to try to retain talented people, not run them off. The other internally hired ASM was awarded last year after putting on of her reps on a PIP who was in the running for Rep of the Year.
This is the just Lundbeck way. Glad I’m not a shareholder because all this drama makes Lundbeck less profitable.
 
I was really motivated when I came here. Now I just do enough to get by and not raise any eyebrows. I can safely say that’s my manager’s doing. I hear if your manager hired you or you knew your manager prior to being promoted, you have a good chance of getting noticed here. My manager split early on and it doesn’t make any difference what I do now, it’s never going to get noticed.
 
It’s not just the ASM’s that are basically useless but the RBD’s as well. What’s really bad is when an RBD covers and protects an ASM that has no business managing anyone! I have seen this on several occasions at Lundbeck.
 
anonymous said:
If your manager was hired from the outside, it’s likely that he/she is a good leader. I’ve met many of the new ASMs brought in and like them all. If however, your manager was a Lundbeck employee/ internal candidate promoted to replace an exiting ASM, you’re screwed.
NS1 in particular has promoted 2 ASMs who have no business leading anyone. One was just awarded back at the national sales meeting after her entire team was fired or quit within the last 12 months. I thought the idea was to try to retain talented people, not run them off. The other internally hired ASM was awarded last year after putting on of her reps on a PIP who was in the running for Rep of the Year.
This is the just Lundbeck way. Glad I’m not a shareholder because all this drama makes Lundbeck less profitable.
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Grits. A bowl full of thick white soupy liquid sprinkled with the favorite seasoning. Grits.
 
anonymous said:
Grits. A bowl full of thick white soupy liquid sprinkled with the favorite seasoning. Grits.
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Perfect example of an ASM's contribution to the discussion. The ASM thinks he/she has responded in a clever or insightful way. But in reality no one else in the conversation knows WTF the ASM is talking about. I had a call not long ago with my ASM and a HCP. I followed up a week later and the HCP tells me my manager seemed "lost" in the conversation. It's just embarrassing.
 
anonymous said:
Perfect example of an ASM's contribution to the discussion. The ASM thinks he/she has responded in a clever or insightful way. But in reality no one else in the conversation knows WTF the ASM is talking about. I had a call not long ago with my ASM and a HCP. I followed up a week later and the HCP tells me my manager seemed "lost" in the conversation. It's just embarrassing.
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‘What’s even worse is when the ASM thinks they are actually contributing in a call. Last field ride, my manager was talking to the doc and I saw the doc wink at me! I left my manager in the car while I brought in samples, and the doc and I had a good laugh about the manager’s little detail. They are nothing but paper pushers and that’s it.
 
anonymous said:
If your manager was hired from the outside, it’s likely that he/she is a good leader. I’ve met many of the new ASMs brought in and like them all. If however, your manager was a Lundbeck employee/ internal candidate promoted to replace an exiting ASM, you’re screwed.
NS1 in particular has promoted 2 ASMs who have no business leading anyone. One was just awarded back at the national sales meeting after her entire team was fired or quit within the last 12 months. I thought the idea was to try to retain talented people, not run them off. The other internally hired ASM was awarded last year after putting on of her reps on a PIP who was in the running for Rep of the Year.
This is the just Lundbeck way. Glad I’m not a shareholder because all this drama makes Lundbeck less profitable.
Click to expand...
 
anonymous said:
If your manager was hired from the outside, it’s likely that he/she is a good leader. I’ve met many of the new ASMs brought in and like them all. If however, your manager was a Lundbeck employee/ internal candidate promoted to replace an exiting ASM, you’re screwed.
NS1 in particular has promoted 2 ASMs who have no business leading anyone. One was just awarded back at the national sales meeting after her entire team was fired or quit within the last 12 months. I thought the idea was to try to retain talented people, not run them off. The other internally hired ASM was awarded last year after putting on of her reps on a PIP who was in the running for Rep of the Year.
This is the just Lundbeck way. Glad I’m not a shareholder because all this drama makes Lundbeck less profitable.
Click to expand...
Who are they…. and what kind of an idiot ASM would have an All Star on a PIP?
 
anonymous said:
‘What’s even worse is when the ASM thinks they are actually contributing in a call. Last field ride, my manager was talking to the doc and I saw the doc wink at me! I left my manager in the car while I brought in samples, and the doc and I had a good laugh about the manager’s little detail. They are nothing but paper pushers and that’s it.
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anyones manager still work with them ALL day? I'll listen to mine from 10-1. Anything after that is a waste of time
 
A micromanager is someone you pay to watch your top talent walk away. How many top performers do you know who have left in the past two years alone. Not because they found better paying opportunities but because they couldn't stand their managers any more. I know good reps who have taken pay cuts and have never expressed regret leaving this company.
 
anonymous said:
A micromanager is someone you pay to watch your top talent walk away. How many top performers do you know who have left in the past two years alone. Not because they found better paying opportunities but because they couldn't stand their managers any more. I know good reps who have taken pay cuts and have never expressed regret leaving this company.
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I have been here since 2013. I have seen every major pipeline drug that Lundbeck was working on die and disappear. I have seen great leaders like Stefan quit, along with others. I have seen horrible ASM’s protected by equally horrible RBD’s, Arena and Glover. I have seen horrible reps and their conduct be overlooked by terrible ASM’s/RBD’s. I have watched R&D die. I have seen the classic definition of “insanity” be played out every single day. I watched huge salary discrepancies between Vyepti reps and the psych reps be instituted.

Now I watch as we prepare to launch agitation with Rex with expectations being in the stratosphere, which will obviously disappoint. So, when the agitation indication is here, and 6 months into launch there is no huge jump in sales, then what? You will then see the classic definition of “insanity” ever single minute of every day. That’s when things will get interesting.
 
anonymous said:
Until this company stops encouraging hostile interactions from ASMs to reps, the talent drain will continue.
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So true, but don’t forget about the unbelievable amount of incompetence in all of lower management! It’s the worst that I have seen in my entire career. Also, the extreme boredom associated with promoting the same me-toos over and over again. But this is as good as it gets at Lundbeck with the shitty “pipeline” , for lack of a better word, for many years to come. Fortunately I have a very, very little time left, and plan on riding this sucker into the sunset doing as little as possible to get by.
 
April/May is going to be a big month for Lundbeck HR and managers. Lots of strong offers coming in to top reps. Better get your goodbyes in. Best of the bests are outta here.
 


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