In the Southeast Region we have 2 field reps who became managers. What is up with that?
Anonymous
Guest
Anonymous
Guest
Nobody can or is willing to relocate anymore. All the trainer and analysts that could become DSMs did it already. No one left. No more developmental roles.
Anonymous
Guest
Anonymous
Guest
The only reason they did it was to get the 3 weeks severance package vs 2 weeks as a rep, when we have layoffs. But, i can't believe they would allow them to "manage" their own peers! Strange, strange company. It violates the basic tenets of HR.
Anonymous
Guest
Anonymous
Guest
In the Southeast Region we have 2 field reps who became managers. What is up with that?
What selling team?
Anonymous
Guest
Anonymous
Guest
Anonymous
Guest
Why not hire form outside the company. There are plenty of qualified candidates to choose from?
Anonymous
Guest
Anonymous
Guest
Why not hire form outside the company. There are plenty of qualified candidates to choose from?
so what is wanted, quality or opportunity?
The do add externals to the slate, but if there is an internal qualified, or even if it's a stretch, I'd want them to stay inside.
Anonymous
Guest
Anonymous
Guest
Why not hire form outside the company. There are plenty of qualified candidates to choose from?
WHY WHY WHY would you want someone from outside. At least an internal employee knows the game. Hiring from inside is the way it SHOULD be.
Anonymous
Guest
Anonymous
Guest
Let's be straight there are about 40% of reps in this company that think they are good and are not. The other 20% have moved to higher roles and promotions. The other 40% are just average performers and just do their job.
Take the 40% that think they are qualified, there are many trained better and better equipped to deliver performance from outside AZ. If AZ was really serious about internal training and development they would have a program in place. I've not see much. In today's world the odds of people getting manager jobs internally are slim. Most are out of touch with talent. Just because you are good in the talent pool of AZ doesn't mean you are more talented than outsiders.
Take the 40% that think they are qualified, there are many trained better and better equipped to deliver performance from outside AZ. If AZ was really serious about internal training and development they would have a program in place. I've not see much. In today's world the odds of people getting manager jobs internally are slim. Most are out of touch with talent. Just because you are good in the talent pool of AZ doesn't mean you are more talented than outsiders.
Anonymous
Guest
Anonymous
Guest
Let's be straight there are about 40% of reps in this company that think they are good and are not. The other 20% have moved to higher roles and promotions. The other 40% are just average performers and just do their job.
Take the 40% that think they are qualified, there are many trained better and better equipped to deliver performance from outside AZ. If AZ was really serious about internal training and development they would have a program in place. I've not see much. In today's world the odds of people getting manager jobs internally are slim. Most are out of touch with talent. Just because you are good in the talent pool of AZ doesn't mean you are more talented than outsiders.
By your calculation 80% of reps suck. 40% are average and the other 40% think they are good but are not. 20% have moved on. Are you then suggesting to dump 40% of "average" current employees and replace them with outsiders? If this were the case the company must not be doing a very good job hiring or motivating its employees. Do people here truly have that shitty of a perspective of their fellow co-workers?
Develop them for what and where? Certainly downsizing will need to occur by 2012, and I suspect the sales force you see today is going to be dramatically different in 5 years or even less. If Pharma selling models are moving in the direction of GSK and Merck, along with hiring CSA's, e-marketing, etc, quite different.
Hell, we don't even put something into someones hands. If such were the case and you actually had to close on a tangible object, we would be interacting and treating our customers quite differently, instead of assuming that formatted ritualistic verbiage on a touchscreen is a recipe for success. My guess is that the best reps are not doing it cookbook style anyway, but have to live with the agony of pretending that they are. Measure that.
Anonymous
Guest
Anonymous
Guest
Let's be straight there are about 40% of reps in this company that think they are good and are not. The other 20% have moved to higher roles and promotions. The other 40% are just average performers and just do their job.
Take the 40% that think they are qualified, there are many trained better and better equipped to deliver performance from outside AZ. If AZ was really serious about internal training and development they would have a program in place. I've not see much. In today's world the odds of people getting manager jobs internally are slim. Most are out of touch with talent. Just because you are good in the talent pool of AZ doesn't mean you are more talented than outsiders.
Don't agree.
Just because you hate the paint it by the numbers way AZ works, doens't mean that its not effective. They hire the brightest (and turn them into whiners), and they deliver better than other companies (despite the outrageous forecasts)
The grass may be greener on the other side of the fence, but there is talented livestock on this side. They are just living with a management team that is managing an exit strategy.
There are plenty of talent here that runs rings around the externals.
As in all cases though, it depends where the opening is. No one wants to move in AZ, same in external companies.
Go internal whenever you can.
Anonymous
Guest
Anonymous
Guest
".....the grass may be greener." Boy you give AZ a lot more credit than is deserves. There is no grass except a bunch of weeds that will be pullled. AZ has nothing tpo offer except more people to collect unemployment incuding management. Wake up and move on!