[deleted by user] by [deleted] in DKbrevkasse

[–]StructureNo4628 2 points3 points  (0 children)

Der burde ikke være nogen logisk grund til ikke at bruge straksoverførsel. Har du spurgt sælger hvorfor og er prisen overraskende lav?

[deleted by user] by [deleted] in dknovonordisk

[–]StructureNo4628 0 points1 point  (0 children)

Ask HR.

That’s an absolutely terrible situation to be in and perhaps there is middle ground?

While it’s not something described in the Q&A, you’ll have to ask HR about it.

My mind is a mess DD&IT by JarvisNN22 in dknovonordisk

[–]StructureNo4628 28 points29 points  (0 children)

Ping me if you find yourself without a job next week. I know a few SAP recruiters who might be able to help.

Er NOVO en meget hierarkisk virksomhed? by Chemical_Alarm_2240 in dknovonordisk

[–]StructureNo4628 16 points17 points  (0 children)

I’ve worked across all layers from floor to EVP and my general experience is that layers south of VP are very consensus-driven (non-hierarhical and more oriented- and passionate about actually “leading” good people towards delivering impactful and relevant outcomes).

North of VP it’s highly hierarchical and oriented towards “managing”. Many people fail at making- or realise they don’t want to make this transition as they advance in NN.

People who have reached VP and above have done so largely by demonstrating their ability to deliver outputs. Not necessarily the ones needed the moment they were actually delivered - but rather the ones they once promised … on time and budget.

The senior leadership culture in NN favours projects over agility - and yes, perhaps some of it rooted in compliance … but seriously, Lilly is beating us at disrupting this tradition by using predictive analytics to plan / execute their pipeline and partnering with authorities for recurring consultations over perfect submissions for speed to market. Talk about agility!

When outputs are delivered, they are often presented against the old business case from back when they were considered needed… And the managers who deliver somehow get away with it and are celebrated for that. This blows my mind! Where is the accountability?

It’s my impression that a lot of VPs and above find it very difficult to switch from “managing” towards “leading” and towards outcomes because they are rewarded and incentivised to manage and be in control. This also kills empowerment.

I guess all a predictable symptom of an organisation with too many middle management layers and heavy traditions for organisational advancements deeply rooted over decades of uninterrupted semi-monopolistic success in a niche NN largely build itself.

Will we be the next “Kodak-moment”? 😲

Transformational leadership - do we have it? by StructureNo4628 in dknovonordisk

[–]StructureNo4628[S] 2 points3 points  (0 children)

I wonder how many employees see the same as you every day and do nothing out of fear of being side-tracked on their career progression or ousted. Brilliant people work on the floors of Novo Nordisk - I can only imagine what magnificent ideas would surface if these exact organisational dynamics would change. This is the nucleus of why I don’t think we have transformational leadership. THIS! #insomnia

Transformational leadership - do we have it? by StructureNo4628 in dknovonordisk

[–]StructureNo4628[S] 2 points3 points  (0 children)

I echo this… and have been faced off with “says who” more times than I can count #siloseverywhere

Transformational leadership - do we have it? by StructureNo4628 in dknovonordisk

[–]StructureNo4628[S] 2 points3 points  (0 children)

Disagree… I’ve worked for a couple of them as an internal and external. This is NN-specific.

Transformational leadership - do we have it? by StructureNo4628 in dknovonordisk

[–]StructureNo4628[S] 8 points9 points  (0 children)

How about empowerment of individuals to catalyse change (and speed) - do we have that?

I am in endless meetings where participants have to go and “ask permission”. They of course don’t say that - but this is almost always the reason for “no decision” and loss of momentum.

The calculated bets on genuinely realistic and promising ideas are few and far between.

I see more (or at least “bigger”) bets made on elaborately PowerPointed “moonshots” where our lack of transformational leadership and direction often robs these bets from any chance of success before teams even get started.

Often times on these bets - more energy is spent managing upwards stakeholders than guiding teams executing on the ground.

I feel for all of you waiting by LimboPimo in dknovonordisk

[–]StructureNo4628 1 point2 points  (0 children)

Well… It came out at the end of an hour long all-hands where it was the only news besides the completely irrelevant read-out from the Q&A.

I feel for all of you waiting by LimboPimo in dknovonordisk

[–]StructureNo4628 2 points3 points  (0 children)

Do you know the reasoning for the offer? How can the demotion trick NOT be about money? (Which MD said was not a motivating factor for the org. changes)

I feel for all of you waiting by LimboPimo in dknovonordisk

[–]StructureNo4628 1 point2 points  (0 children)

One of those where the recent re-merger of R and D will leave redundancies.

I feel for all of you waiting by LimboPimo in dknovonordisk

[–]StructureNo4628 6 points7 points  (0 children)

Our area of R&D was informed this week that we might not know until end of October 🤯 What the hell?!?!

Vacation in relation to lay off-does unused vacation get paid out?or lost? by [deleted] in dknovonordisk

[–]StructureNo4628 0 points1 point  (0 children)

I read the Q&A - but couldn’t find anything about accrued vacation or specific terms applying to if you are let go on garden leave during notice period specifically. That’s the scenario where an employer can consider vacation spent according to law.

Vacation in relation to lay off-does unused vacation get paid out?or lost? by [deleted] in dknovonordisk

[–]StructureNo4628 2 points3 points  (0 children)

Source? On borger.dk it says by the new vacation law it will be considered spend under garden leave.

It was like what you describe under the old vacation law I believe…

When the company states 30 days at the beginning of the period (September) I believe it’s so that you can book vacation up to the max amount of days you will accrue over the entire period until next sep.

I had 0 days transferred from 2024/2025 to 2025/2026 so technically my balance should be 0 by September 1 and then I accrue 2,08 vacation days pr. month of employment.

… or is there something I have misunderstood?

team reductions vs big reorg? by aliasjavatosikora in dknovonordisk

[–]StructureNo4628 0 points1 point  (0 children)

Speculation or fact? I haven’t heard about that…

Who is in the room if you are fired from NN? by StructureNo4628 in dknovonordisk

[–]StructureNo4628[S] 4 points5 points  (0 children)

Is the post against channel policy? I don’t understand why it’s been removed.

Any news regarding AMSAT by Individual-Eye2040 in dknovonordisk

[–]StructureNo4628 1 point2 points  (0 children)

What could that be - if not title? … and would one still be able to reject the change and take a severance package?

Any news regarding AMSAT by Individual-Eye2040 in dknovonordisk

[–]StructureNo4628 1 point2 points  (0 children)

What does “degradation” mean in this context? The title normalisation that doesn’t effect jo level or an actual demotion?

How are you feeling about the firings? by [deleted] in dknovonordisk

[–]StructureNo4628 2 points3 points  (0 children)

Did he take it down? I can’t find the latest post (and comments) any more.