EPM Reviews

[Anonymous]

Question for folks outside of New England Neuroscience. When discussing EPM's, has your manager informed you that your rating is entirely based on sales results alone, instead of previous years, when you were rated on sales results as well as behaviors? Just curious if this is a SC directive and not a MM idea. I have a feeling we are being unfairly evaluated compared to our counterparts in other areas of the country/

 

[Anonymous]

Question for folks outside of New England Neuroscience. When discussing EPM's, has your manager informed you that your rating is entirely based on sales results alone, instead of previous years, when you were rated on sales results as well as behaviors? Just curious if this is a SC directive and not a MM idea. I have a feeling we are being unfairly evaluated compared to our counterparts in other areas of the country/

You have a feeling that Lilly is screwing you? NO! Say it isn't so..........!

 

[Anonymous]

And next year your going to be rated on how many products are left to sell.... LOL

 

[Anonymous]

Yes we were told same thing.

 

[Anonymous]

And next year your going to be rated on how many products are left to sell.... LOL

[b]Ax*IRON, and CLAW-FOOTED TUBS [/b] to achieve super-Excellent President's Circle awards!

 

[Anonymous]

]Ax*IRON, and CLAW-FOOTED TUBS to achieve super-Excellent President's Circle awards!

 

[Anonymous]

you have heard of "game changer"
Many times over the years at Lilly no doubt
Well I got some news for you
and you soon will find out it's true
that the real game at hand
is not changing the game
but changing the rules
at such time as to minimize credit given for individual success

 

[Anonymous]

Same tHing in MSK, in different region.

 

[Anonymous]

Your contributions beyond sales results do not matter. There is a lesson there for all of us!

 

[Anonymous]

Your contributions beyond sales results do not matter. There is a lesson there for all of us!

You are correct! The sooner you realize this the better. Zero reason to share any ideas that work, help mentor to newer reps, be a product champ, etc...

It ALL comes down to RANK!

Ol'timer

 

[Anonymous]

.The truth of the matter is our leadership can change it at anytime they feel it will benefit the people they want to promote. Now this may be a legitimate decision on their part but most of the time they have there puppets. Be thankful your manager doesn't take it to the next level and starts "tweaking" territories a year after an alignment and says he will continue to change territories based on need.(Usually his puppets are doing poorly) As soon as I get a better offer I'm out and will follow with a big lawsuit. I'm no Dummy!

 

[Anonymous]

I am from another area and the same here. Performance rules. I like it b/c for the first time at Lilly, the rewards are going to the people who drive results and not to the people who just do all the "talk" but not the "walk". Just focus on you customers and drive Share, don't waste time on all the extra stuff.

 

[Anonymous]

apparently the last poster actually thinks he/she drives share...i don't remember seeing "fantasy land" as a territory on latest DB

 

[Anonymous]

see "why Mitch won't pay you Part ii-iv"

 

[Anonymous]

Extra effort not rewarded in sr care either.

 

[Anonymous]

Extra effort not rewarded in sr care either.

I agree. I had a rather heated discussion with my manager at my PM review and asked why my contributions to the team were not considered for my overall rating unlike previous years. All he would say is that is just the way it is this year.

 

[Anonymous]

If you can't take the accountability of being defined by yours numbers , just leave. You all will be worthless on the job market. If you think you are so good , leave and get it somewhere else. The days are numbered for all you guys that think you add so much to the district, make big salaries and have crap numbers. Two years of a low successful rating and you will be working at star bucks.

 

[Anonymous]

I agree. I had a rather heated discussion with my manager at my PM review and asked why my contributions to the team were not considered for my overall rating unlike previous years. All he would say is that is just the way it is this year.

That's because in previous years we were allows to take it easy on the old farts because we had the profitability margins to do so. We are no longer in that position, so everyone's performance is truly being evaluated now. Your performance probably has not gotten worst, you are just receiving REAL feedback now. If you have performance problems now, you will not be retiring from here. It's just the reality of where we are.

 

[Anonymous]

That's because in previous years we were allows to take it easy on the old farts because we had the profitability margins to do so. We are no longer in that position, so everyone's performance is truly being evaluated now. Your performance probably has not gotten worst, you are just receiving REAL feedback now. If you have performance problems now, you will not be retiring from here. It's just the reality of where we are.

Unless, of course, you are part of the multiple, parasitic concentric-layers of 'management'(ie, bureaucracy) in which case your BOX 37 PAYOUT + x40 BONUS MULTIPLIER are assured in perpetuity...say, look o'er there--is that a CLIFF???

 

[Anonymous]

"defined by your numbers"? In an organization where promotion, $, and employee ratings thrive on arbitrary numbers ie..luck? In fact those who buy into themselves being the reason for their great numbers will actually be the ones to fail in any other occupation where your numbers are truly reflective of skill.