Turnover in GI

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Anonymous

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Too many issues in this division. I have made every effort to stick this out, but I am tired of the situation not improving. I am interviewing trying to get a better opportunity. Does anyone know the exact number of reps who have left in GI, just in 2014? I know more than half of this division has been replaced but wondered if anyone is keeping an exact tally? This will be one of the examples I use during my interviews when the DM wants to know why I am leaving. Any info would be appreciated.
 

well let's see, there are 80 reps in GI. This year alone I would guesstimate it at about 60-70% turnover rate. And its probably safe to say much more will be out by the NSM, there is always a mad exodus before meetings.
 
Anonymous said:
well let's see, there are 80 reps in GI. This year alone I would guesstimate it at about 60-70% turnover rate. And its probably safe to say much more will be out by the NSM, there is always a mad exodus before meetings.
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Sorry, not true. I am a recruiter and can see who's got their paper on the street. Not much for Ferring.
 
Anonymous said:
Sorry, not true. I am a recruiter and can see who's got their paper on the street. Not much for Ferring.
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Right. So a single recruiter decides to come to the Ferring board and goes through the trouble of posting this information even though hardly any employees from Ferring are looking for jobs? Then why are you even reading the Ferring board? Also a single recruiter can see every resume that's out on the street? I call bullshit or the worst recruiter EVER.
 
Anonymous said:
Right. So a single recruiter decides to come to the Ferring board and goes through the trouble of posting this information even though hardly any employees from Ferring are looking for jobs? Then why are you even reading the Ferring board? Also a single recruiter can see every resume that's out on the street? I call bullshit or the worst recruiter EVER.
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I'm not the original recruiter who posted here, but I am a recruiter. I can say that yes recruiters can see your resume. If you listed it it anywhere other than a company Careers website, we have access to it. It's our job.
 
Anonymous said:
Other people are leaving so you're going to leave too? How would that make any sense to another manager?
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I'm not leaving because it's the cool thing to do. I'm looking because I am unhappy here. The reason so many people are leaving is due to the fact that we are busting our ass*s out here to sell a POS product. It doesn't help that this company is working against us, not for us. We don't have what we need (actual clinical data that proves this product works, managed care coverage, a product that is affordable, and samples). A marketing department that aids what we are doing, not limiting what we get so they can make bonus.

I am tired of the run around here. Some of us are not going to hold out for these drugs that may be approved in 2-3 years. Promises mean nothing when there is no follow through. I'm tired of hearing "we are trying to buy you products." I believed this scam for awhile. But, at some point I realize it's a big lie, just like so many things around here.

You want to stop the turnover? Stop lying to your people. Believe it or not, we are all college grads with enough intelligence to see what is going on here. Stop spending money on more management and invest in the resources your salesforce needs to sell. We are the ones making you money. Go buy us a product, or two. We have been selling this underperforming, overpriced product for too long. It was not meant to sustain us for 3 years. Stop letting respected, true Ferring people go. It shows us you have no loyalty to your people. It's one of the main reasons "people DON'T come first at Ferring."
 
Anonymous said:
I'm not leaving because it's the cool thing to do. I'm looking because I am unhappy here. The reason so many people are leaving is due to the fact that we are busting our ass*s out here to sell a POS product. It doesn't help that this company is working against us, not for us. We don't have what we need (actual clinical data that proves this product works, managed care coverage, a product that is affordable, and samples). A marketing department that aids what we are doing, not limiting what we get so they can make bonus.

I am tired of the run around here. Some of us are not going to hold out for these drugs that may be approved in 2-3 years. Promises mean nothing when there is no follow through. I'm tired of hearing "we are trying to buy you products." I believed this scam for awhile. But, at some point I realize it's a big lie, just like so many things around here.

You want to stop the turnover? Stop lying to your people. Believe it or not, we are all college grads with enough intelligence to see what is going on here. Stop spending money on more management and invest in the resources your salesforce needs to sell. We are the ones making you money. Go buy us a product, or two. We have been selling this underperforming, overpriced product for too long. It was not meant to sustain us for 3 years. Stop letting respected, true Ferring people go. It shows us you have no loyalty to your people. It's one of the main reasons "people DON'T come first at Ferring."
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I have no idea what you are talking about? Preopik is gaining lots of share, covered in my terr, doctors love it, and I'm getting bonus out the yang yang. And you're a doody poopy fart man
 
So this product has clinical data that actually disproves it's safety and efficacy?

A 94% national approval rate for all health plans is not high enough?

A $5 difference in copay between other competitors is too much of an objection to overcome?

A trunk full of samples is not enough?

Do you really believe marketing is working against you?
 
Anonymous said:
So this product has clinical data that actually disproves it's safety and efficacy?

A 94% national approval rate for all health plans is not high enough?

A $5 difference in copay between other competitors is too much of an objection to overcome?

A trunk full of samples is not enough?

Do you really believe marketing is working against you?
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I'm sorry, oh wise one. You are 100% right. People are happy, this product is really setting records for market share, and there are no morale issues here what so ever.

I'm obviously wrong. Silly me.
 
We are both right! Things are not perfect, but it's not right to take shots at marketing and managed care when the morale in the sales force is low and people are unhappy.

Agreed?
 
Anonymous said:
We are both right! Things are not perfect, but it's not right to take shots at marketing and managed care when the morale in the sales force is low and people are unhappy.

Agreed?
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Sales force moral is low because they are a bunch of 20 and 30 year old little babies still sucking on their mommas tit expecting that the world owes them something. A generation of r*****s prepared for nothing
 
Recruiters posting on threads like this on CP? proves what we have heard before. Not worth our time. Might also be one of the to many consultants claiming to also be recruiters. Convenient so they can comb through resumes with goal to identify non public sales force and marketing info because the got a gig working for some scmuck
Company prepping a report for a war games project.
 
Anonymous said:
Recruiters posting on threads like this on CP? proves what we have heard before. Not worth our time. Might also be one of the to many consultants claiming to also be recruiters. Convenient so they can comb through resumes with goal to identify non public sales force and marketing info because the got a gig working for some scmuck
Company prepping a report for a war games project.
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What are you talking about?
 
Anonymous said:
the manager in New Jersey------Jeff told us all is well heheheheheheh that boy is a strange ranger
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Year end bonus in our district because of high performance. i'm not going any where, this place is the last pharma company willing to pay for high performance, Ferring rules. Love the management. i'll make more money this year asa result of Prepopik than my DSM, which is the way it should be. She is a great leader.
 
Anonymous said:
Year end bonus in our district because of high performance. i'm not going any where, this place is the last pharma company willing to pay for high performance, Ferring rules. Love the management. i'll make more money this year asa result of Prepopik than my DSM, which is the way it should be. She is a great leader.
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Lies, lies, and more lies. There are no women DMs in GI. Not that this post should shock anyone. Lies are how the GI division is run. So ready to get out of this joke of a job.
 
This entire thread is a mass of lies. Will help clear things up for poster 15. First, OP is a compulsive liar. No way any one would EVER come to CP to find out size of their current sales force and turnover rate as part of prepping to leave their company, NO WAY! Let me spell it out, OP and the shit head recruiter are most likely same poster, or two creepers that work for the same joke of a pharma CI firm. More spelling out: 1.They spend time acting like job applicants here ( on CP) and in calling recruiters. They tell fibs to begin conversations in an attempt to answer their clients' questions on the competitors gap analysis for their monthly landscape report. Their clients are other pharma competitors. 2. They spend other amounts of times pretending to be recruiters, or candidate "screeners." Yes, they pay their fees to Monster in order to get access to resumes as "recruiters" ( more lies their, they probably get access initially by saying its for HR and hiring for their own CI firms, after all they believe their own lies. Truth is, they only comb through resumes, looking for job seekers they can call and pretend to "screen" haha! They are really looking for current and recent former employees of the competitor they are researching on. Then they ask broad questions and narrow in on finding out size of competitive sales force, they ask about stack ranking. this gives info on national sales force size, district size etc, all eventual helps them research corporate structure. They'll coyly ask about pipeline, launch, targeting, bonus structure, competitive messaging, you name it, they will ask, then move along and continue like they have some job they are screening for ( with no specifics on any position.) Constant lies. And pompous as hell, just like the phony recruiter on this thread- laughable! These weasels also benefit from pretending to be reciters and having their monster account and climbing all over indeed and linked in by simply reading through resumes. Please feel free to laugh, accept this is true! They comb through resumes for current competitor stats, ie stack ranking, sales data, goals, district size, SOV, insides support, pharmacy messaging, promoted positions- any hard to find current information. Then they stick it in their power point presentation for their monthly reports, and they site sources by title......True, many will think this is non-sense, for others and for what its worth, please take it or leave it. It's all true. This thread confirms what others know as fact.
 
Poster #19: I will not copy your ridiculously long rant because it's a waste of space. However, I do have some concerns:

Are you on drugs? Your level of paranoia is concerning. I understand that some competitive intelligence exists. But, if you think anyone cares about how we are aligned, compensated, etc you are certifiably insane. We sell a BOWEL PREP. Earth to crazy person- we are not selling or creating innovative therapies (in GI at least, other divisions it's a different story). In fact, this amazing rectal foam we are supposed to have in a year or two, is currently being launched by another company. So, I don't think many companies are concerned about Ferring. We don't set trends, we copy everyone else's. Then, we charge triple the price for our drugs, because we have this false arrogance that "we don't have to discount our drugs" to compete. Really? Maybe that's why Prepopik is sitting at 5.9% market share. Nothing like putting a big red expensive bow on a turd.
 


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