Pharmacist Retention Starts From Day One

In the last article of this series, you recognized how important it is to set mutual expectations with your new hire, and to check in with them frequently, especially during the training period. This can save you from misunderstandings down the road, both in how you expect someone to perform actual functions and in the attitude or the pharmacy/clinic/hospital’s culture you’d like them to imbibe.  It will ultimately lead to retention of happy employees.  Studies show that one main reason why pharmacists leave their positions is because of management.  Setting the tone for a strong relationship with your staff from the beginning is key to preventing that.  Read on for more tips on setting expectations, how frequently to meet with your new hire, and questions to ask your new hire during the training period to set the stage for their retention.

How frequently to meet with your new pharmacist hire:
If you’re the new pharmacist’s direct report, meet with them daily for a week, then at least once a week for the next few weeks.  This will allow you to assess your new hire’s training progress, make improvements to your training process, and develop a mutual understanding of expectations from the start.  It allows your new hire a comfortable place to ask questions and helps a new hire feel value.

Tips for saving time training:
Find out how your new pharmacy hire learns best.  Do they learn best visually, by hearing, or are they kinesthetic?  You likely have standard training material that you can adapt to.  For example, if a pharmacist learns best visually, pull out training material that incorporates mind maps (mind bubbles) so that someone may be able to visualize your workflow process/procedures on paper (in addition to someone just being handed a manual in a word document).

Questions to ask a new pharmacist hire during the training period..

Related to training:

• What areas would you like more training in?
• What did you like/didn’t like about the training?
• How can the training be improved to make you feel proficient & comfortable?

(Based on answers to these questions, you may discover any gaps in training you can fill for your new hire. You can also use this information to improve future training processes for easier learning in a shorter period of time)

Related to your pharmacy/company’s culture:

• What is your impression of your company/pharmacy’s values?
• From what you’ve seen of the pharmacy so far, how would you describe the company/pharmacy’s culture?

(Note: These questions are asked only after you have explained your pharmacy’s values & culture. Based on answers to these questions, you may gain insight to how your current company culture seems to be.  After 2-3 months, ask these same questions again because they may change after experiencing your pharmacy for a longer period of time).

To review how to set your pharmacy/company culture so you can manage without headache of intervening with buried staff conflicts that may not be verbalized (hint: company culture does not mean differences in ethnicity), click here.  Learn how you can set the company culture upfront to avoid gossiping and backstabbing in the pharmacy.