Morale is in the shitter

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anonymous said:
Spot on. The only part I enjoy about this job/company is when I'm in front of a customer, or off work. Everything else is a drag. Even participating in any ERGs or champion calls seems like a drag because of how many different things we are constantly expected to deliver in the field. We need to start reporting this to HR, it shouldn't be this way.
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Amen! Champion calls and sub committee calls are absolute JOKES, and nothing more than a shit show of who can talk the most, the loudest, send the most heart emojis and proclaim their new love for the AVP via chat. DT is king, make it happen, bc your experience, knowledge and honesty mean nothing! Put your head down, keep NTS growing, follow DT, play well with others in the sandbox, and ride out the next 18 months until the next downsizing!
 




anonymous said:
I heard OBU was better than the sh!t show in the DBU! Hoped to eventually transition to oncology to escape the DEI craziness.
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No freaking way!

OBU is DEI central with metrosexual Bob and DEI candidates of the year Shauna and Carlos.

Each are our of their depth and unqualified… what a lack of leadership at the Hotel Del. That contorted evil face of Shauna’s was scary!

In the OBU you have to compete with your MSL’s and ROAM for access to your biggest prescribers. DT rules, who cares what you know as fact about your customers and business.
 


anonymous said:
No freaking way!

OBU is DEI central with metrosexual Bob and DEI candidates of the year Shauna and Carlos.

Each are our of their depth and unqualified… what a lack of leadership at the Hotel Del. That contorted evil face of Shauna’s was scary!

In the OBU you have to compete with your MSL’s and ROAM for access to your biggest prescribers. DT rules, who cares what you know as fact about your customers and business.
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That doesn’t sound any better than the DBU, same here.
 


anonymous said:
No freaking way!

OBU is DEI central with metrosexual Bob and DEI candidates of the year Shauna and Carlos.

Each are our of their depth and unqualified… what a lack of leadership at the Hotel Del. That contorted evil face of Shauna’s was scary!

In the OBU you have to compete with your MSL’s and ROAM for access to your biggest prescribers. DT rules, who cares what you know as fact about your customers and business.
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We shouldn't be arguing on which division is worse. This is one Lilly. Every division is bad. DEI has been the downfall of all divisions. The sad part is, is there is no way out. What's done is done. The individuals that were hired or promoted based on DEI are here to stay. They aren't going anywhere because at Lilly they have power. They stick together as well. If you are a Caucasian male all I can say is good luck, you're going to need it.
 


anonymous said:
We shouldn't be arguing on which division is worse. This is one Lilly. Every division is bad. DEI has been the downfall of all divisions. The sad part is, is there is no way out. What's done is done. The individuals that were hired or promoted based on DEI are here to stay. They aren't going anywhere because at Lilly they have power. They stick together as well. If you are a Caucasian male all I can say is good luck, you're going to need it.
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It’s not DEI. It’s promoting too fast and never really doing the job! They have no clue and it has been on clear display starting since launch in Orlando!!! It’s everything from resources to no answers to anything or better yet telling the field after the fact! It’s so bad AND NOBODY CARES!
 


anonymous said:
It’s not DEI. It’s promoting too fast and never really doing the job! They have no clue and it has been on clear display starting since launch in Orlando!!! It’s everything from resources to no answers to anything or better yet telling the field after the fact! It’s so bad AND NOBODY CARES!
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It isn’t DEI. It’s the fact that leadership is delusional about what they can expect from us, what results we can produce, who we can see and how often. Which of them has been in the field post covid?!
We have a problem too, in that what one AVP is doing isn’t the same as another. We reps talk across regions and it’s very clear that leadership isn’t aligned on much and the AVPs are each running their own show.
Managers aren’t aligned either. Our team is saddled with a bat shit crazy micro-overzealous, purely own ambition focused KID. Morale is truly in the shitter and as a result, performace will suffer.
 




anonymous said:
It isn’t DEI. It’s the fact that leadership is delusional about what they can expect from us, what results we can produce, who we can see and how often. Which of them has been in the field post covid?!
We have a problem too, in that what one AVP is doing isn’t the same as another. We reps talk across regions and it’s very clear that leadership isn’t aligned on much and the AVPs are each running their own show.
Managers aren’t aligned either. Our team is saddled with a bat shit crazy micro-overzealous, purely own ambition focused KID. Morale is truly in the shitter and as a result, performace will suffer.
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What's going on in North Carolina and TM getting fired for falsifying calls??? Please do tell......and give us a warning for DT compliance.
 


anonymous said:
What's going on in North Carolina and TM getting fired for falsifying calls??? Please do tell......and give us a warning for DT compliance.
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Don't know anything about that case, but I'd rather underperform on calls per day based on my capability, and take heat from whoever, then give them a sure reason to fire me. We shouldn't get fired for not meeting the call goal, when our job description is to be talking to customers and working with their office. It might get put on the end of year performance review, but at least we can fight that to some degree.
 


What is happening?

Lilly Corporate Using Ai Forensics:
- Reviewing expense reports for any discrepancies
- Co Pilot tracking your location 24/7/365 when you’re in a vehicle
- Using Veeva details for tracking location and call times
 




if you are pressured to make calls you can't make with your best efforts, explain to your leadership why you aren't able to do it with good documentation, and you are getting punished for it, call HR and let them know. Don't buckle under pressure to jeopardize your job
 


anonymous said:
if you are pressured to make calls you can't make with your best efforts, explain to your leadership why you aren't able to do it with good documentation, and you are getting punished for it, call HR and let them know. Don't buckle under pressure to jeopardize your job
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If it was only that easy. Almost every rep has lied on calls before. Now they have the ability to follow you everywhere you go. If they dig deep enough, all would be fired. Unfortunately the reps were in a bad situation with access and a manager who pushed the whole team to make extra calls for the ones who can’t get to 80. No one on their team is getting 80 without lying
 


anonymous said:
It isn’t DEI. It’s the fact that leadership is delusional about what they can expect from us, what results we can produce, who we can see and how often. Which of them has been in the field post covid?!
We have a problem too, in that what one AVP is doing isn’t the same as another. We reps talk across regions and it’s very clear that leadership isn’t aligned on much and the AVPs are each running their own show.
Managers aren’t aligned either. Our team is saddled with a bat shit crazy micro-overzealous, purely own ambition focused KID. Morale is truly in the shitter and as a result, performace will suffer.
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THIS!
 


anonymous said:
If it was only that easy. Almost every rep has lied on calls before. Now they have the ability to follow you everywhere you go. If they dig deep enough, all would be fired. Unfortunately the reps were in a bad situation with access and a manager who pushed the whole team to make extra calls for the ones who can’t get to 80. No one on their team is getting 80 without lying
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So every rep has lied you say. slicK! how do you know
 


anonymous said:
It isn’t DEI. It’s the fact that leadership is delusional about what they can expect from us, what results we can produce, who we can see and how often. Which of them has been in the field post covid?!
We have a problem too, in that what one AVP is doing isn’t the same as another. We reps talk across regions and it’s very clear that leadership isn’t aligned on much and the AVPs are each running their own show.
Managers aren’t aligned either. Our team is saddled with a bat shit crazy micro-overzealous, purely own ambition focused KID. Morale is truly in the shitter and as a result, performace will suffer.
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Our manager is no kid but she is bat shit crazy (AM) . Just took a look at q2 goals…who is setting these? We haven’t come close in q1.
 









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