AVP and RM Comp

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200 is way low
 
Most RMs will make less than $200K and AVPs can make less than $250K. Quota is unattainable and variable compensation is at a record low. JNJ leadership is finding ways to screw RMs out of Long Term Incentives (LTI) too. What a glorious place to work!!
 
It is a bad bad time to be in sales management with DePuy synthes. All of the OpCo's are struggling big time with the numbers and every level of sales management - from RM's to JJG- all of us are effectively managing for our jobs. The corporate culture is fear fear fear. It's bad.
 
anonymous said:
It is a bad bad time to be in sales management with DePuy synthes. All of the OpCo's are struggling big time with the numbers and every level of sales management - from RM's to JJG- all of us are effectively managing for our jobs. The corporate culture is fear fear fear. It's bad.
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I hate being right but I predicted this scenario years ago. Synthes exists in name only and the acquirer doesn't care about past success and what made it sustainable. A handful of arrogant Synthes types are clinging onto the corpse of a once great company to its ultimate extinction. If they had any self dignity, they wold have left years ago. The holdover managers are antiquated and their narrow depth of knowledge is no longer a valued commodity in a changed industry.

No innovation, no concern for employees or customers and heavy infusion of suck up corporate types and unqualified EEOC quota hires and you have what we have today: No growth, extremely vulnerable accounts, morale in the toilet, total bickering and infighting. We are being cow-tipped by lesser companies with weaker portfolios and for the most part, less talented people. Things couldn't be mismanaged worse.

The best leave first is an applicable cliche in the case of DePuy-Synthes. The current folks in leadership roles hold the titles but don't possess the skills to lead. Absent is a clear strategy and enrollment of the human capital. The writing is on the wall and there may be little that can be done at this point to pull out of the nosedive course we are on. A complete change in leadership at the top would be an important first step if Corporate wanted to send a message they are watching and listening. There again, their reluctance to do anything until now shows their own cluelessness and ineptitude. Just fat cats counting their money and days to retirement. Sad....
 
anonymous said:
I hate being right but I predicted this scenario years ago. Synthes exists in name only and the acquirer doesn't care about past success and what made it sustainable. A handful of arrogant Synthes types are clinging onto the corpse of a once great company to its ultimate extinction. If they had any self dignity, they wold have left years ago. The holdover managers are antiquated and their narrow depth of knowledge is no longer a valued commodity in a changed industry.

No innovation, no concern for employees or customers and heavy infusion of suck up corporate types and unqualified EEOC quota hires and you have what we have today: No growth, extremely vulnerable accounts, morale in the toilet, total bickering and infighting. We are being cow-tipped by lesser companies with weaker portfolios and for the most part, less talented people. Things couldn't be mismanaged worse.

The best leave first is an applicable cliche in the case of DePuy-Synthes. The current folks in leadership roles hold the titles but don't possess the skills to lead. Absent is a clear strategy and enrollment of the human capital. The writing is on the wall and there may be little that can be done at this point to pull out of the nosedive course we are on. A complete change in leadership at the top would be an important first step if Corporate wanted to send a message they are watching and listening. There again, their reluctance to do anything until now shows their own cluelessness and ineptitude. Just fat cats counting their money and days to retirement. Sad....
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The ironic part of this post is that you are mostly right. However, you still don't quite get it yourself.

"Change in leadership at the top would be an important first step if Corporate wanted to send a message they are watching and listening." -- WRONG

They've already been "watching and listening" and they've already laid out the strategy. It's to find guys like you (and me) and get us out. Their answer is double down on EEOC quota hires and quintiles and force out the tenured people. They don't give a shit about the old guard. No amount of bitching on cafepharma is going to change that. Just keep hiding in plain sight buddy.
 
"Change in leadership at the top would be an important first step if Corporate wanted to send a message they are watching and listening." -- WRONG

They've already been "watching and listening" and they've already laid out the strategy. It's to find guys like you (and me) and get us out. Their answer is double down on EEOC quota hires and quintiles and force out the tenured people. They don't give a shit about the old guard. No amount of bitching on cafepharma is going to change that. Just keep hiding in plain sight buddy.[/QUOTE]


The problem with a change in leadership is nothing would change. All J&J leaders are cut from the same cloth, they are robots programmed to talk without saying anything. J&J realizes the double digit growth days are over, that's why the emphasis over the last 2 years has been on cost cutting. Get used to the quintiles sales model, it's only a matter of time until it's the standard.
 
anonymous said:
"Change in leadership at the top would be an important first step if Corporate wanted to send a message they are watching and listening." -- WRONG

They've already been "watching and listening" and they've already laid out the strategy. It's to find guys like you (and me) and get us out. Their answer is double down on EEOC quota hires and quintiles and force out the tenured people. They don't give a shit about the old guard. No amount of bitching on cafepharma is going to change that. Just keep hiding in plain sight buddy.
Click to expand...


The problem with a change in leadership is nothing would change. All J&J leaders are cut from the same cloth, they are robots programmed to talk without saying anything. J&J realizes the double digit growth days are over, that's why the emphasis over the last 2 years has been on cost cutting. Get used to the quintiles sales model, it's only a matter of time until it's the standard.[/QUOTE]

It already is
 
Wow have things changed, and not for the better. I remember when a good manager was the most important tool in my bag. He could clear the way to get me what I needed, ran interference with corporate, was great in front of customers and could negotiate a win/win deal without anyone's help. Those were the days. He did what he did best and allowed me to do what I could do best. I'm not alone in feeling this way, everyone inthe region Shared this view. Little did I know I would one day look back on those Days as the best of times. We were a true team and no competitor could touch us. Boy, what I would give to return to good old days. Anyone hired in the last 10 years hasn't a clue what I'm talking about. Too bad.
 
And here's the best part. Once the sales consultants compensation is right-sized, as in mostly cheap quintiles reps, they'll move on to RMs, then AVPs. Same logic applies, J&J thinks they're too expensive.
 
J&J is clever. They dumb down a job first, make it irrelevant then wack the comp down to nothing. I'm glad I never took the bait to become a RM. I'd probably be working for Z-B and hating life in an even more dysfunctional and ineffective company.

As a long tenured Synthes legacy I must admit I have no idea what AVPs do. It seems an unnecessary position. I say this because if you fired all of them no chaos would ensue, we wouldn't miss one sales dollar, no surgeons would defect and no one would quit. Therefore, it's hard to understand what value they bring and actually what they do.

As for RMs, I have little interaction with mine and frankly don't know what he does or where he spends time. I'm not complaining. So long as he leaves me alone to do my job I am fine. I agree with an earlier post that old school managers were far more effective. They knew the business and could actually help. The people they put in these roles today are an embarrassment.
 
anonymous said:
J&J is clever. They dumb down a job first, make it irrelevant then wack the comp down to nothing. I'm glad I never took the bait to become a RM. I'd probably be working for Z-B and hating life in an even more dysfunctional and ineffective company.

As a long tenured Synthes legacy I must admit I have no idea what AVPs do. It seems an unnecessary position. I say this because if you fired all of them no chaos would ensue, we wouldn't miss one sales dollar, no surgeons would defect and no one would quit. Therefore, it's hard to understand what value they bring and actually what they do.

As for RMs, I have little interaction with mine and frankly don't know what he does or where he spends time. I'm not complaining. So long as he leaves me alone to do my job I am fine. I agree with an earlier post that old school managers were far more effective. They knew the business and could actually help. The people they put in these roles today are an embarrassment.
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This isn't really that hard to understand. It was easy to pay RM's when the business was growing double-digits YoY. Growth has stalled to nothing. How can you justify paying big comp to RM's not growing their business? So since they can't grow business, they've created bonus structures that can be attained by cutting people's base salaries and introducing low-cost "quintiles" reps into the equation while pushing out the more expensive tenured rep charging the company 11%. It's really this simple: If you can't grow revenues, then slash costs. For all you ninja sleuths who claim to have vast conspiracy theories, take a business course.
 
There have been quite a few changes but little change in sales vs quota. At this point, it's only a matter of time before KC and JJG are moved aside. Sales is a what-have-you-done-for-me-lately field and the score shows they've missed the mark year after year.
 
KC has been a long time wonder....the guy should never have been put in the position he is in. He is part of the long term problem that has hurt this company since the merger.
 


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