Three Steps to Get Your Team On Board With A Systems Strategy

If you’ve ever rolled out a new program that involved a systems strategy or even a new process in your pharmacy, getting your team’s buy-in and commitment is crucial if the system will succeed.

Your team will be the ones who will put your ideas into practice, taking the policies and procedures that you have created for your business and turning them into a force for growth. Give them the tools they need to succeed by giving them an implementation strategy to get them on-board and aligned.

Give Your Team an Implementation Strategy

If you want to get your pharmacy team on-board with your decision, you should give them a business strategy of their own — a process that they can use to implement those changes without constant oversight. Here are three steps that you can take to motivate your employees:

Step 1: Give Them Instructions

Like many independent pharmacy owners, you work with your pharmacy team to complete the day-to-day tasks that come with running a business. Your employees rely on you for direction, guidance, and support as they fulfill their responsibilities — and that becomes even more apparent when you make a series of comprehensive changes to your pharmacy.

Those changes will have a significant impact on their attitude, performance, and career trajectory, so you must make sure that they have the information that they need to adapt. When you create a policy and procedures manual for your new system, they can follow the instructions that are laid out in your workbook without worrying about the implementation process.

Step 2: Give Them an Incentive

Change doesn’t come easily, and some of your employees will push back when you introduce your new systems strategy. At that point, it will be more important than ever for you to have a series of incentives that will motivate them to change their behavior. We recommend a combination of paid and unpaid rewards — including verbal praise, competitions with prizes, commission and bonus plans, and strategies like the uRock Rewards Program — to get your team to buy into your new vision for your pharmacy.

Step 3 – Give Them Your Time

When you roll out your new systems strategy, you need to make sure that you continue to talk to your employees about your goals for your business, their responsibilities, and the benefits that they will receive when the implementation process is complete. You can use team meetings to discuss their progress as a group, and one-on-one performance review sessions to go over their achievements and opportunities for improvement as they put your systems strategy into practice.

Are You Ready To Create A New Systems Strategy For Your Pharmacy?

Download our free, eBook Surefire Systems for Sustainable Growth, and you’ll have what you need to know why, when, where and how to implement a systems strategy for your pharmacy.

Click here or below to download today!

How to Maximize Your Pharmacy Team’s Performance and Boost your Top & Bottom Line

 Written by Steve Graham, The Oval Group, a PDS Recommended Vendor

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Every Saturday morning for the past year, I have been reviewing the Wall Street Journal’s summary of the week’s best-belling books, as reported by Nielsen BookScan.

Many bestsellers have come and gone over that time period, but what continues to endure, is the type of books found on the Hardcover Business list. They are not about hidden business secrets or a recently discovered financial formula that will guarantee millions of dollars overnight. Most of these books that endure on the list are largely about the people – the life blood of all businesses

They are about understanding yourself, others or the characteristics of successful people.

They are also about improving skills for:

  • Leadership
  • Forming effective teams
  • Building a winning culture
  • Developing people

I have often asked myself why this is the case? Why are all of these books about the people within a business context?

According to Deliotte’s 2015 Global Human Capital Trends report, companies are struggling to attract, retain and develop leaders at all levels within their companies, yet they are largely unprepared to address these issues. In fact, according to the report, culture and engagement was rated the most important issue overall across a multitude of industries.

Furthermore, Gallup consistently reports on the dismal levels of employee engagement not only within the U.S. but reports even worse numbers worldwide. In fact, Gallup estimates that lost productivity due to actively disengaged employees cost U.S. businesses $450-$550 billion each year.

So why is it that so many companies are willing to invest in new equipment, technology, assets and systems that help to improve their business performance, yet they are often reluctant or ill-prepared to invest in tools and systems that focus their people? These issues are typically viewed as “squishy” and therefore hard to define or repair. How do you measure success?

Well, it may feel squishy but there are very real and concrete success measures related to hiring, developing and retaining a strong team. Gallup among many others has recently reported that businesses who focus on and invest in talent selection and improving employee engagement show consistently improved top and bottom line financial performance.

The TTI Success Insights®, 2016 Trends Article, explains the use of talent assessments for selection dramatically improves a business’s good hire ratios. U.S. business spending in this category has consistently been on the rise. The Wall Street Journal reported that the percentage of large US companies that are using online assessment tools for talent selection has risen from 26% on 2001 to 57% in 2013. They project this will continue to increase to 75% by 2020. Talent selection is not just for big business. This “Big Data” approach adds value at affordable rates even for small and medium sized businesses.

These self-help business books only stay on the best seller list because people continue to buy them. It follows that people must be buying them to want to solve these problems within themselves. Business leaders and employees alike are looking for ways to improve their relationships with each other in order to drive more successful business outcomes. The next step is to make the right investments to improve company odds for realizing that success.

Are you ready to invest in your talent?

The Oval Group has been providing talent insight to individuals and business leaders for over 10 years. The Oval Group is an authorized supplier of TTI Success Insights® talent assessment, a world class developer of talent selection tools that have been proven to dramatically reduce bad hires and enable improved employee engagement.

Want more info on this topic? Watch the webinar with The Oval Group we recently hosted. You will learn…  

  • The true financial impact bad hires and disengaged employees can have on your Pharmacy
  • How to increase employee collaboration, engagement, and productivity
  • 5 key steps to diagnose and repair employee related issues
  • How some PDS Pharmacy member teams have benefited from one of the tools discussed
  • How using science can solve employee problems and grow your business

 

5 Ways to Build a High Performing Pharmacy Team

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One of the biggest advantages of managing employees at an independent pharmacy is the flexibility to design a personalized pharmacy team. In fact, a well-managed, high-performing team will produce better business results.

But how does one build a team of high performers?

Effective communication is an essential part of effective team management. Better communication facilitates more streamlined operations, and helps eliminate time-wasting activities because everyone understands what is expected of them.

Pharmacy owners must shift the focus of their employees towards achieving business goals, personal accountability and top-notch customer service. Your customers and employees will all be happier thanks to this approach.

Here are some important tips for turning individual pharmacy workers into an impressive high-performance team:

 

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1. Effective Time Management

Start by analyzing the duties of each team member. For a thorough and accurate analysis, it is best to do this without following the workers around like a shadow. Simply observe what they do throughout the day, and ask them about their duties. Ask these questions about different tasks to determine if they are essential:

  • What would happen if this task were removed?
  • Are there more benefits or disadvantages for changing this process?
  • Is there any way to simplify this task or process?
  • Are there too many people working on the same tasks?
  • Are technologies available to make this process simpler?

Never make a change that compromises quality, service or accuracy in filling medications. When time-wasting tasks are cut and duties are clearly outlined for each team member, assignments will be finished faster. The day-to-day nature of the pharmacy business can be unpredictable, but implementing a time-management plan will make fluctuating volume demands easier to navigate.

 

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2. Set Clear Business And Performance Goals

Every independent pharmacy owner should have specific goals. Setting daily goals for managing time, completing tasks or hitting a specific sales target can be a great way to help your team stay focused. Communicate these goals with your team members using a central shared bulletin board or an electronic system for better clarity. Hold regular meetings to evaluate progress.

3. Motivate With Incentives

When most independent pharmacy owners think of incentives, they think of cash bonuses. These are not always necessary. Weekly rewards such as a free bottled beverage and a protein bar could also do the trick to reward behaviors inexpensively. Consider offering gift cards, an extra vacation day or a credit voucher for in-house purchases to the best-performing worker on your team for each quarter. Simple recognition tactics such as paper awards, thank-you notes and a program for honoring the top employee of the month, can help boost morale and encourage quality work.

4. Rethink Training Strategies

Are staff members effectively trained when they are hired? Examine pharmacy training materials and methods. If there are processes that seem ineffective, remove or replace them. Ask your seasoned team members to suggest improvements for new employee, team training and development plans. One of the most important elements to incorporate throughout training and beyond is a collaborative culture.

 

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5. Create A Team Culture

pharmacy success stories have a positive culture of teamwork, which translates to increased efficiency and improved ROI. Though building a strong team is not a one-time activity or a box you can check off. The process itself takes time and work, and maintaining it requires a team-oriented workplace culture.

If a pharmacy has several employees and a few departments, it’s a good idea to designate leaders for each. Then encourage team leaders to strengthen their sub-teams and support one another. It can be helpful to have regular “all team” meetings where workers praise one another for their efforts.

High-performing pharmacy teams are worth their weight in gold. Pharmacy owners have the power to create a positive and collaborative store environment that makes for happy customers and better results.

Would you like to learn more about building and leading a High-Performance Team? Let’s talk!