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Digg It - How To Fire Someone
If you manage people for any length of time, it's likely that, at some stage, you'll need to let one or more people go.
It might be because they aren't performing to your expectations; because you no longer need their role performed; or because they've breached the law or a
It might be because they aren't performing to your expectations; because you no longer need their role performed; or because they've breached the law or a
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
company policy.
Whatever the circumstances, firing or retrenching someone is a confronting and often stressful task.
Here are some suggestions to make the process easier and less traumatic -- for you as well as the person you need to dismiss.
Depending on why you
Whatever the circumstances, firing or retrenching someone is a confronting and often stressful task.
Here are some suggestions to make the process easier and less traumatic -- for you as well as the person you need to dismiss.
Depending on why you
; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.
Examples of combination products may in
Examples of combination products may in
eed to let someone go -- whether it's due to poor performance, a role that's no longer needed, or a legal or policy breach -- here's what I suggest you do...
1. Poor Performance
Firing or relocating someone because of poor performance is often the trickiest situatio
1. Poor Performance
Firing or relocating someone because of poor performance is often the trickiest situatio
lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.
because (a) it may be unclear why your employee is underperforming, and (b) depending on the
relevant labor laws, it may be difficult for you to prove that he or she is underperforming and that you're legally justified in firing him or her.
So, if you are dissatisfied wit
relevant labor laws, it may be difficult for you to prove that he or she is underperforming and that you're legally justified in firing him or her.
So, if you are dissatisfied wit
here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe
someone, the first step is to work out why he or she has performed so poorly. Specifically, is it because of:
- You - The organization, or - The poor performer?
Beginning with you... are you managing the person satisfactorily?
This is important because not only may it
- You - The organization, or - The poor performer?
Beginning with you... are you managing the person satisfactorily?
This is important because not only may it
d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.
Combination pro
Combination pro
e unnecessary to fire your staff member (i.e. you might find that his or her performance picks up simply by changing the way you manage) but you could also avoid a "wrongful dismissal" claim being thrust on you. For tips on how to manage people check out my free report, H
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
w To Be An Outstanding Manager -- The 8 Vital Keys To Managing People Effectively (see below).
Alternatively, if both you and your employee work for someone else... has that "someone else" -- i.e. your organization -- somehow failed to provide enough resources fo
Alternatively, if both you and your employee work for someone else... has that "someone else" -- i.e. your organization -- somehow failed to provide enough resources fo
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
r your employee to do his or her job properly? Is it failing to give you the support you need to carry out your management responsibilities?
If so, you may need to ask for changes or more support from the "powers that be". And remember, if the company is to blame... firing
If so, you may need to ask for changes or more support from the "powers that be". And remember, if the company is to blame... firing
nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically
nd replacing your employee will not improve matters.
Unless... it's your staff member -- and neither you nor your company are responsible for the poor performance.
Is the employee ill suited to the role? Does he or she lack key talents, skills or knowledge?
Are the
Unless... it's your staff member -- and neither you nor your company are responsible for the poor performance.
Is the employee ill suited to the role? Does he or she lack key talents, skills or knowledge?
Are the
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
r personality clashes with you or other colleagues that are interfering with his or her work? Or are there personal issues that are affecting the employee's attitude or performance at work?
Above all, is there anything you can do about any of this?
If not -- and you
Above all, is there anything you can do about any of this?
If not -- and you
ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi
ve done all you can to help your employee improve -- then the writing in on the wall. You cannot afford to keep people on who don't pull their weight!
Nevertheless, this doesn't mean you can't fire someone in a fair and compassionate way.
In fact, you can make it easier by
Nevertheless, this doesn't mean you can't fire someone in a fair and compassionate way.
In fact, you can make it easier by
ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.
Following aspects would a
Following aspects would a
giving the employee plenty of notice -- at least 1 month and up to 2 months if the job market is tight and you can afford it.
And if, during this time, you don't want the employee to continue doing his or her old job, give him or her other work to do.
Lastly, let the indiv
And if, during this time, you don't want the employee to continue doing his or her old job, give him or her other work to do.
Lastly, let the indiv
dd to the challenges in developing combination products:
Which markets to tap where the combination products can do fairly well?
Which combination prod
Which markets to tap where the combination products can do fairly well?
Which combination prod
dual apply for jobs and attend interviews. Even better (if you can afford it), pay for him or her to attend career change training, where he or she will learn how to prepare, or update, his or her resume and apply for new jobs.
2. The Role Is No Longer Needed
If you
2. The Role Is No Longer Needed
If you
cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
simply don't have enough work to go around -- or it's clear that a particular employee's role is no longer needed -- you'll have to "retrench" him or her.
In this case, it's important to remember that the worker is not to blame for losing his or her job.
If you can, redepl
In this case, it's important to remember that the worker is not to blame for losing his or her job.
If you can, redepl
tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
oy the employee in another role. But if that's not feasible try to be extra considerate when letting him or her go by providing plenty of notice, letting him or her apply for jobs on your dime, and paying for career change training.
3. Legal / Corporate Policy Breach
3. Legal / Corporate Policy Breach
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
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
Now we come to what may appear to be the easiest situation in which to sack someone -- where the employee has breached the law or a corporate policy.
Well, it can still be tough, if not tougher!
First of all, if you think someone has done something wrong, make sure you ha
ping new procedures for reviewing their safety, efficacy and quality.
Professional from academic institutions, pharmaceutical industries, health care indust
Professional from academic institutions, pharmaceutical industries, health care indust
e solid proof before making any accusations or commencing the dismissal process. And comply with all corporate
and legal requirements.
Secondly, be prepared to give the employee a fair hearing... and be prepared for what he or she has to say.
If there are extenuating cir
Secondly, be prepared to give the employee a fair hearing... and be prepared for what he or she has to say.
If there are extenuating cir
y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products
umstances, you might take these into account when deciding whether and how to sack the individual, depending on your professional, corporate and legal obligations.
For example, you might decide to put the employee on some kind of "probation."
Be very careful about taking i
For example, you might decide to put the employee on some kind of "probation."
Be very careful about taking i
.
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
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
easy on someone who has clearly lied, stolen or breached your trust, though. While it might seem only fair to help out a person you let go because of poor
performance, or because his or her role is no longer required... when it comes to a wrongdoer...
I reckon you should
I reckon you should
elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.
Companies that provide selfless information through particip
Companies that provide selfless information through particip
cut the "dead wood" out of your team or organization before the rot starts to spread!
So there you have some general tips for firing or letting someone go. Hopefully, if you do need to use these tips, you'll find the task of dismissing someone much easier and less stressful
So there you have some general tips for firing or letting someone go. Hopefully, if you do need to use these tips, you'll find the task of dismissing someone much easier and less stressful
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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