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I am often asked my secret to motivating employees. With over 20 years experience supervising and managing employees, I have found there is only one real key. That key is you must

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

care about people. It comes so natural to me to ask an employee about his or her family, hobbies, problems, or recent accomplishments that I may be aware of. I’m sorry but this is

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

Examples of combination products may in

something you can’t train people to do. You can, however, promote an atmosphere that encourages this type of employer to employee relationship.

With the politically correct clima

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

te today, it is far easier to treat your employees as just that; employees. By asking questions or engaging in conversation that may be interpreted as personal, some supervisors or

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

managers feel they may be opening themselves up to charges of inappropriate behavior. This is mostly unfounded but understandable. Too many companies today stress that supervisors

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

Combination pro

and managers must keep a business only relationship between mangers and their subordinates.

So what are the rules? This is a tough question and depends on how comfortable you feel

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

with the employee. I will never bring up an individuals personal situation first. I will lead with questions that allow them to bring up any issues first. If I feel an employee ha

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

something they need to talk about I might ask a couple of questions: “Is everything okay? Would you like to talk about it? How can I help?

Whenever I have a new employee, I alwa

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

ys make a point to have a one-on-one session to find out about the person, not the employee. I want to know what they like to do in their spare time, if they have children, their l

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

ikes and dislikes about previous companies. At this meeting I always give them the same information about me. This way we are starting off on equal footing. Surprisingly, most 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 will remember more about you than you will about them. This is a technique that works 100% of the time, yet all the “gurus” will spend more time trying to define appropriate i

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

Following aspects would a

nterviewing techniques than getting to know the person.

So the key to employee motivation is quite simple. You MUST care about your people. There is no other training necessary ot

dd to the challenges in developing combination products:

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

her than how to recognize when people want to talk. But it is not enough to listen to your employee. You must hear them. Believe me when I say they will remember your conversation.

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

If a week later you don’t remember the details of your conversation, then you have just taken a giant step backwards.

One really simple thing I like to do to make the individual

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

eel comfortable is talk to them in their comfort zone. I had a boss who truly wanted his people to like and respect him. He would often have lunches with groups of employees and ev

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

en occasionally invite them to his office for a one-on-one. The problem with this approach is that the employee doesn’t feel comfortable. My approach is just a little different, bu

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

Professional from academic institutions, pharmaceutical industries, health care indust

t makes the exchange much more comfortable for the employee. I will sit with them in the break room, go to the machine they are operating, or even meet up with them in the parking

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

ot. Now I don’t arrange a meeting in the parking lot. I am just available at different locations. Most managers, while with good intentions, alienate the employee by making them fe

.

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

el it is an “honor” to get to talk to the boss.

The number one rule when motivating employees is to care about the individual. Remember, without them, you are nothing. They do not

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

Companies that provide selfless information through particip

work FOR you. They work WITH you. I often tell my people that “I am just here to make your life easier”. Remember, you may be the “boss”, but your future is in the employee’s hand

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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While we know exactly the role played by a physician, who is a physician assistant (PA)? Is he one who simply assists a physician in his or her clinic? A PA can be defined as one who is licensed to practice medicine under the guidance of a physician. This guidance, in most cases, need not be direct or on site as in the physician's clinic or hospital. It can also be available for a PA who wants to practice in remote areas that are far removed from major towns and cities. PAs can treat patients and, in most states, prescribe medicine. In some states they are authorized to prescribe controlled medications like narcotics or those drugs that can have harmful side-effects if taken without proper analysis or study.

Sometimes, no matter how hard we try, sales prospects don’t always sign up on the spot. Often, this means you’ve lost them for good. UNLESS you use this proven method to get indecisive prospects to slide right into your practice, instead of slipping through your fingers.

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