Useful Advices - Business

If that hasn’t happened to you yet, you can bet your payroll that it’s going to happen soon. We’re in the early stages of a workforce crisis unlike any that has ever descended on American companies. As the Baby Boomers (who comprise one third of the U.S. population) start to retire, they are creating a significant brain drain. The skilled bodies just aren’t there to

According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product

fill all their places, not by any demographer’s yardstick. While predicting numbers of new jobs and whether the employees will be there to fill them is an inexact science, most experts interpret data from the U.S. Bureau of Labor Statistics to mean there will be a significant shortage of skilled workers in the near futu

; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.

Examples of combination products may in

re—which will only escalate as Baby Boomers start turning 62 in 2008. Some labor analysts predict the U.S. economy will face a shortfall of 10 million workers by 2012. Even if there are enough people seeking jobs to match the number of openings, not enough of them will have the training and experience needed for the available positions, causing greater competition f

lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.

r the most qualified workers. How many of those unfilled jobs will be in your office?

Add to that challenge the high cost of replacing an employee—often as much as one and a half times their annual salary—and it’s easy to see how this sorry state of staffing could cripple your business. The solution as I see it, is first of all to make darn sure you retain the valu

here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe

ed team members you already have, and second, to create the kind of workplace where people actually want to work. It all comes down to engagement.

Employees generally end up in one of three categories. I say “end up” because presumably if you’re hiring the right people, they all start out being engaged in learning your business and excited about their new

d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.

Combination pro

obs. The ones who continue to be invested in the mission of your company and who see their own success tied to that of your company, remain in the engaged category. They are the people you want to nurture and encourage in every way possible. According to extensive research by The Gallup Organization, a mere 29% of employees persist in this group.

T

ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc

hen there are the not-engaged people, who for whatever reasons lose their enthusiasm for their jobs and just check out. They still show up (though they make sure to use every last sick day allotted them) but they are just warming chairs, collecting paychecks and wasting your time at every opportunity. Plenty of them are spending your dollars to loo

easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi

k for other positions. How many of your team members already quit but forgot to tell you? Although 57% of the workforce slumps down into this group, the good news is that some of these employees can be revitalized as valued team members who rejoin the engaged category.

At the bottom of the barrel are the actively disengaged employees, who are proba

nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically

ly too far gone to salvage and are a definite liability, as they spend their days sabotaging the rest of your team’s efforts, badmouthing you and your company and generally demoralizing everyone they interact with. They need to be shone the exit before they do any more harm. A recent survey by the Gallup Management Journal found that about 14% of the U.S. w

and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ

orkforce sinks to this level, costing the economy about $300 billion dollars a year. You simply cannot afford to keep these bottom feeders on your payroll.

Okay, now that I’ve caused you to spin your executive swivel chair down to the floor in panic, here are some ideas on how to address this situation. As I detail in my book, Finding Joy In Your Job, empl

ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi

yees need a number of things to thrive at work, and of course that varies from person to person, but people will respond to most of these:

· A voice in designing their jobs and the power to organize their own days

· All the tools and training needed to accomplish their tasks

· As needed, the support of team members to complete projects

·

ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.

Following aspects would a

Opportunities for growth, learning and advancement

· Access to and an open dialogue with management

· To be given regular, constructive feedback on performance and recognized for work well done

· Opportunities to network with other employees in other strata and from other departments, as well as mentoring

· Flexible schedules when possibl

dd to the challenges in developing combination products:

Which markets to tap where the combination products can do fairly well?
Which combination prod

e

· Freedom to develop personal friendships at work, which has been shown to be a critical component of job satisfaction

· Encouragement to be authentic, to have avenues for self-expression and creativity

· Last but far from least, employees value having some fun on the job (and it improves their health)

As you may have noticed, what’s not on t

cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin

e list is more pay. While it’s important to fairly compensate your employees, raises are far down the list when discussion turns to making jobs more fulfilling. Consider downloading and handing out my free survey about job satisfaction, Are You Blooming Where You’re Planted? It can be a great tool to begin a conversation with your team about what will really make th

tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen

em want to remain with your company.

Another good topic for discussion with your team is what constitutes job fulfillment for them. You can’t be afraid to ask these kinds of questions. As long as you display a sincere desire to improve conditions and right any wrongs, learning about issues that are concerns for your employees is a great thing! How else are

t?

As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel

you ever going to create that magical, near-mythical environment where people compete to go to work? Think how much easier your staffing would be if your best team members were so thrilled with their jobs that they raved to their friends and family, and those people came to work for you, too. Toward that end, here are some discussion questions to get you started in

ping new procedures for reviewing their safety, efficacy and quality.

Professional from academic institutions, pharmaceutical industries, health care indust

this conversation.

· What is the most satisfying thing about your job now? Why?

· What are the least fulfilling aspects of your job now?

· Can you think of ways to do more of what you enjoy and less of what you don’t? Are there others on the team who might be better suited to certain tasks, and would a simple shuffle of some duties help?

·

y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products

Do you feel connected to our customers? If so, how? If not, why?

· Do you feel inspired by our company mission? What might help you feel more passionate about what we do?

· Do you feel comfortable expressing your own ideas to improve our products and service? Do you feel like your input is sought and valued?

· Do you feel like you are your aut

.

As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de

entic self at work, or do you believe you have to repress some aspects of your personality and personal interests in order to fit in?

· Do you get enough opportunities to think and act creatively at work?

· What could management do better to make your work life easier and more productive?

· What one thing would you change to make the biggest imp

elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.

Companies that provide selfless information through particip

rovement in your happiness at work?

I realize the answers to some of those questions may scare the spikes off your golf shoes, but I guarantee you that fostering open and honest communication with your employees is the cheapest and most direct route to building an empowered team, a powerful workforce and creating a reputation as a place where everyone wants to work

tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products

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James Gehrke, President of Magnify Leadership and Development and Senior Partner and RX Interviewing, discusses the capabilities of a pharmaceutical sales representative, understanding the process of the interview, and overcoming obstacles to a successful interview.

The world’s unfair. Yes it is. Let’s look at it this way. Staying at home is considered an occupation not many would willingly consider because the following reasons:
• 24 hour work (especially right after birth of children)
• No leave
• No medical coverage
• No insurance coverage

Many customer service consultants do not give good customer service themselves to the corporations who hire them for advice and training. This is rather interesting, as it shows a total disregard for the customer, while purporting to be an expert on customer service.

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