Franco-Indian Pharmaceuticals Area Sales Manager salaries in India (Updated 2025)

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Nothing to like

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Salary and expenses are holding for Executives. With out notice transfer an termination happening across the Sales team. Toxic environment. People are leaving. Management is horrendous

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...e Dexorange, Sorbiline, Grilinctus BM and many more 3. Efficacy of the brands 4. Salary on time, on the last working day

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Local management is very bad... In my area my RM tells me to do adjustment to meet up the monthly targets. Company doesn't belive in long term achivement. They want short term achievement by pushing the stocks. Huge level of adjustments in the market. From Sales manager to Area Manager every one pressures the Medical Representative to do the budget by hook or by crook. No Target achivement No Job security, type of situation in Franco. TMR are asked to report on GPS. Company is very good but the management is very poor in their strategy. This company was one of the best in the pharmaceutical industry years back, but in recent times the new management have destroyed the image of the company. Many old employees have resigned from the organisation due to regular intervals of harrasment like salary hold, expense hold, also holding the confirmation of TMR's. I'm grateful that I have joined such a company which have legend brands and such a good recognition in between doctors, but on the mean time I'm also disappointed as the new management have spoiled the company culture.

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Company remuneration is good, but management having very bad, bad culture, in month end they don't allow you to sleep (last week), especially Zinda division, (Dexorange capsule),

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Bad management culture, inteernal politics, salary holding,

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NO LATE WORKING , GREAT SUPPORT FROM HIGHER AUTHORITIES, ZERO WORK PRESSURE, NO STRUGGLE FOR LEAVES, INDEPENDENCE REGARDING WORKING STYLE

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LESS GROWTH IN SALARY,PROBATION TIME IS MORE,NO PROMOTION FOR RIGHT PERSON

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Mr Pp and Jp .. you seriously need a good management.

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...agement is inadequately equipped to handle and run the organization efficiently. Director Mr L B Yadav only advocates salary increments for himself and promotions are solely granted based on familial relationships - meaning if you're not related, advancement opportunities diminish after 7 years of tenure. Be wary of Mr Sai Chadda who manipulates others without regarding their well-being; he cannot escape his dishonesty which could seriously impact production. Despite having obtained a MBA twice-over, managing teams eludes him while claiming credit from junior staff members' work accomplishments. Mr Patil uses his office hours lecturing insteads of executing tasks with responsibility- spending time watching YouTube videos longing for promotion thus hindering progress within the workplace atmosphere Mr. C. Chinkate has a tendency to speak negatively about others and may use abusive language towards them. Despite blatantly committing fraud in the company, Mr. Kapase has managed to escape any consequences and is regarded as the most notorious scammer of this institution. Regarding salary, an increase is awarded based on slabs rather than a percentage. Regardless of performance level, the increment rate remains at 600. I have no clue what Mrs. Wilma does in her leisure time each night, but she dozes off early at 9 when the office usually commences work hours. Despite having no substantial understanding of information technology, she feigns expertise on the subject matter and pretends to know it all. It appears that belonging to EJ's community might be favorable for her since word has been circulating about a potential promotion coming her way soon. Have you ever wondered where Mr. Jason Desouza, the HR manager, obtained his degree from? If you inquired about it, he would refuse to provide any information and state that such letters are not typically given out.