Bioparin deal with Inozyme for 270M is dwarfed by posts on Novo Nordisk and Lilly deals that go into billions. This is the appearance by the CEO and Business Development pretending to be active. Inozyme is a weak company and enzyme drugs prospects are stagnant. Lack of vision and mismanagement.
I like the operational aspect of my job and my immediate colleagues but I am upset over the unhealthy culture- this is due to hypocritical management wrt core behaviours. Thousands of global redundancies have been made but there are very limited comms internally and none external- so much for transparency.
There is alot of pressure on timelines (ie accelerated) and it feels this is simply to fill management pockets. Staff are treated poorly- on site presence is monitored and put down to 'creating an innovative workspace'. If you don't trust your staff don't employ them. HR has been given the jurisdiction to run the show.
Managers are simply yes men. Annual staff sentiment survey reduced to annual vs 6 monthly. Even then, there is only focus on glory and not the issues. Another core value not met- speak out culture.
The management for some departments are clearly inexperienced and have not been in charge of managing people in the past. My direct supervisor had limited experience at only one company prior to joining Esperion and has no experience in the subfunction he was overseeing. The worst part is, the other departments we interact with also are not great at their functions so they would not easily recognize my supervisor was not knowledegable on the topics he was speaking on.
Limited career opportunities. Despite financial strength there is poor overall efficiency and performance. This is due to employment characteristics with ethnic groups following their group interests rather than company interests. Could even discriminate against Americans.
Break is being used to prepare a layoff list. This time there will also be another list with managers to go. There is no other way to restructure the corporation for M&A plan. The CEO had enough time to realize who has to go in addition to the initial few and the reduced portfolio clearly does not need so many high and middle managers. Those who did the dirty work during the past layoffs would go too. And we know who.
Amgen denies opportunities for American citizens by actively sponsoring H1B visas, mostly from India and China. Amgen could claim they hire the "best", but they really mean they want to control scared and obedient people and pay low salaries. But there is no loyalty and often the American know how is transferred to other countries as well.
Another layoff was announced. This time 225 people.
CEO keeps busy to make a company an appealing target for M&A. We should worry when a next layoff might occur.
Goal is selling a skeleton.
There is too much unnecessary and nonproductive weight. For example, such departments like Technical Development should go. There is a lack of understanding there what technical development is and what it should do, and the company current plans may have it as a burden, rather than an asset in any M&A process.
Layoff of 170
Make sure you understand the benefits offer. Unless you already have another better job.
Ask for a list of these 170. And who is processing the event. Do not get impressed by lowly HR supposedly helping you. They help the company to fool you.
These are general things on layoffs. Knowing more details could be helpful
