Resolution: Make sure every employee knows what their responsibilities are

August 11, 2017By Focus on the Pharmacy Front End Blog, Independent Pharmacy, Resolutions for Independent Pharmacies

By Beth Maas, human resource manager, for the Resolutions for Independent Pharmacies blog series

As a pharmacist, you have a lot on your plate and are looking to save time wherever you can. With a capable staff in place, and making sure every employee knows what their responsibilities are, you can minimize the time you spend managing your associates.

Setting expectations for job responsibilities should begin with the onboarding process, also known as orientation. You defined the responsibilities prior to hiring, so you knew the qualities needed in a candidate. Once you decide who to hire, you need to clearly and effectively communicate them.

That first week of employment is an important one. In the first week you set the tone for how you expect the new hire to conduct him- or herself, and how to accomplish the tasks assigned to them. You’re also setting expectations for the future – about your store, purpose, and mission – and laying the groundwork to emphasize the importance of the role they play, that it’s not just a job.

When employees feel connected to the whole organization, and understand their own purpose, it helps them to engage and feel invested in the success of the store. With both part- and full-time employees, it’s important to make sure they all understand how they fit into the bigger picture of helping further your customers’ health and well-being.Make sure every employee knows responsibilities

Making associates aware of everyone’s responsibilities will help them understand the bigger picture and work better together as a team. When staff know what everyone else is responsible for, and how their tasks affect their coworkers and customers, it can make an important difference. It should be an added incentive for them to do their best because they understand how it could affect their peers or your patrons if they don’t.

Once everyone is well-informed of how their performance impacts others and the store overall, keep communication open to further growing and learning. Find the best way to communicate to your entire staff on a regular basis. I recommend monthly store meetings; however, if your team consists of part- and full-time employees, it may be hard to find a time that works for everyone. You might have to try alternate methods such as email or an easily visible bulletin board.

Holding your staff accountable will ensure a smooth-running operation. Empowering your associates gives them the opportunity to contribute in an impactful way. Your customers will feel the connection and the pride, which goes a long way in building their trust in and loyalty to your store.